The holidays have us fired up here at the TalentCulture World of Work Community. And that means we’re tapping into some high-powered friends – social business leaders at Mashable and HuffingtonPost/AOL for a super-spirited #TChat Radio program this Tuesday – followed by a dynamic #TChat Twitter convo on Wednesday. (See questions and other details at the end of this post.)
What’s the dust-up about? Well, we’re venturing into territory that lives on the edge of political correctness – a sensitive area for some. But workplace culture has implications for an organization’s contribution to the greater good. So in the interest of understanding the important relationship between corporate culture, community engagement and responsible leadership, we’re exploring holiday traditions, social behaviors, and business goals.
Consider this. I visited a friend’s workplace recently. It’s a really awesome space — open and airy, very hip — all mod cons, as they say. And it was oh-so-politically correct — green, Leeds-certified, the whole nine yards. That’s all OK, but here’s where it gets weird: Everyone is accepting and open, right? Culturally aware, they’re friendly and respectful. However, they’re so very culturally aware that holiday displays are strictly forbidden — no lights, no plants, nothing that might upset someone who’s not a fan of lights and plants in a holiday context. No expressions of wonder, affection or hope represented in association with (insert your favorite holiday here).
Click here to learn more about #TChat Radio with community leaders from Mashable and The Huffington Post
We’re not being political or religious. We’re just putting it out there: What if we said, “Enough, already!” with intolerance in the name of political correctness? What would happen? Would heads spin? Would the earth stop spinning? Would it really be that bad?
In the fearless tradition of #TChat, we’re taking this on. We’re setting up for an open, honest and spirited discussion that’s timely. Here’s the primary challenge:
Can we acknowledge holidays in the work setting any more, or has that ship sailed on the tide of progressiveness and political correctness?
Against this backdrop, we’re going to look at how organizations can show gratitude and thanks all year long, not just in…oh, all right, we’ll call them “holiday greetings.” For this week’s questions, we have our flameproof, thermal long johns at the ready, and so should you. Bring your passion and let’s talk – both on #TChat Radio (Tuesday night at 7:30-8:00pm ET) and then on the #TChat twitter stream (Wednesday at 7:00-8:00pm ET).
#TChat Discussion Guide – The Season of Sharing
Q1: Devil’s advocate: Does it even matter to stakeholders for an org to express the season’s sharing spirit? Why?
Q2: Where do orgs fall short in projecting an image of doing social good – during the season or at any time?
Q3: What can leaders do year ‘round to give credibility to end-of-year, seasonal shows of social good & sharing?
Q4: What are some traditional vs. new, innovative ways for orgs to express gratitude? What’s a good mix?
Q5: How is technology helping orgs to express gratitude? What are the pros and cons?
Don’t Miss The Discussion! Detail Here…
Bring on your inner Scrooge or heartfelt George Bailey!
Then join us for a free-wheeling open forum on Twitter: #TChat– Wednesday, Dec. 12, 7-8pm ET / 4-5pm PT. We look forward to your thoughts and reactions. No fear here, just an interest in learning and sharing, in the spirit of the season! See you Tuesday and Wednesday…!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-12-10 06:22:572020-05-25 16:00:24The Grinch & The World of Work: #TChat Preview
We all are! It’s #TChat World of Work’s two year anniversary celebration week, and it’s such a big deal for me (@MeghanMBiro), Kevin W. Grossman (@KevinWGrossman), and all the contributors, participants and chatters, that we’re tempted to extend the celebration to two weeks
Seriously, think about it. For nearly every week, beginning on Nov. 16, 2010, TalentCulture has hosted a #TChat. Our weekly Twitter chat topics have spanned the wide world of work — from recruiting to onboarding to outsourcing to social learning to leadership to technology to you name it, we’ve covered it. We’ve drawn millions of eyeballs and thousands of chatters and hundreds of thousands of Tweets. We’ve learned a ton. This is a great community, and we’re humbled. This is a community that continually, and without fail, guides us to the next big thing. There’s always something important and new to discuss when it comes to our daily professional lives.
On our second anniversary, we’re pleased to announce that we’re casting the spotlight on a bit of our past to bring something new and challenging to you, our loyal and ever-growing community of chatters and experts. We wanted to grow the community ORGANICALLY before deciding where to grow next. This took a lot of patience but I’m glad we did. Well, it’s time. We will be launching a new blog platform soon and extending into other more familiar networks (as well as Twitter of course). Please stay tuned for the updates. We are more dedicated than ever to stay on mission. Thanks for supporting us.
Two Days – Two Ways to Celebrate!
Click to hear the recorded #TChat Radio show
We experimented with an Internet radio show in the past, and we’re bringing it back: #TChat Radio is in an exciting 30-minute format via BlogTalkRadio beginning Tuesday, Nov. 27, at 7:30pm ET (6:30pm CT, 5:30pm MT, 4:30pm PT, or wherever you are). Kevin and I, co-creators and hosts, will meet with long-time #TChatters to talk about why they participate and how #TChat has transformed them personally and professionally. Our inaugural radio guests is an all-star trio of #TChat contributors who make this community a big deal (and fun, too!).
Click to see what’s happening on the #TChat Twitter stream right now
Then, on Wednesday, Nov. 28, at at 7-8pm ET, we’ll continue the theme by asking the loyal and wise #TChat community the following questions, all about transformative online learning communities:
Q1: Why are online learning communities so valuable for professionals today? Q2: When and why did you start participating in #TChat? Q3: How has #TChat transformed you personally and professionally? Q4: What is the most memorable #TChat you’ve been a part of and why? Q5: What tools and social platforms do you use for #TChat and other communities and why?
Voices of the #TChat Community
Why are we revisiting radio? And why are we so excited about our anniversary? Well, it’s all about you, faithful #TChatters. Your energy pushes us to new things and to trying out old things anew. Following are just a few of your thoughts about why #TChat is important to you in your professional and personal lives. (Feel free to share your #TChat experiences in the comment area below!)
#TChat has connected me with some amazing business minds and allowed me to continue to learn. In the #TChat community it’s not just a sense of being, it’s a sense of belonging.
For me #TChat has been about pushing boundaries; knowledge, comfort and / or creativity. As my world spins faster with both a new contract and forming a new company #tchat is my socialmedia anchor. You ground me and bolster my faith in the highest and best uses of Social Media. You ROCK!
#TChat has been a simultaneous dose of inspiration and reality. A real time, idea and action network of people DOING the work. It has been an honor and privilege to be so welcomed and respected. I am smarter and wiser because of you!
(#TChat is) Community and I have to say some great friends who are like-minded dynamic souls. The group is available, willing to engage. As we elevate others, we elevate ourselves.
Personally, #TChat was an opportunity to explore ideas and trends related to workplace issues. The difference? This chat was welcoming, not closed. Loved that.
Always open, never closed — and one more, ‘cause we’re so excited.
For me, #TChat is a journey of redefining the new frontier in leadership, culture and workplace innovation. It compels us to think audaciously and engage quickly. It’s a space for testing/validating new ideas, cultivating meaningful connection and co-creating the 3.0 world of work.
Work 3.0? We’re verklempt. We set out two years ago to make a difference, and we’re thrilled that you’ve been there and in the game with us. It’s made all the difference. So be there, twice, this week for #TChat: once, for #TChat Radio on Tuesday (on BlogTalkRadio) at 7:30pm ET (6:30pm CT, 5:30pm MT, 4:30pm PT), and again, for #TChat itself, Wednesday at 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT). It’s a double-dose of world-of-work wonders. We couldn’t do it without you. And we couldn’t be happier to be two.
(Speaking of panache, did ya get a peek at #SHRM’s hottest swag? Check the “Ask me about #TChat” bling that the leadership conference crew is rockin this week, thanks to Donna. We like that style!)
But of course, this week’s session went way beyond the buttons.
(To see highlights from the #TChat session, watch the Storify slideshow at the end of this post.)
Tackling Today’s Toughest Topics
Anytime the relationship between business and government is on the table, it sparks passionate opinions from all sides. And this #TChat was no different.
Although there were plenty of lighthearted moments, participants were engaged and the flow was intense. But yesterday’s discussion was different from many “business/government” forums I’ve encountered – especially on social media. This session was actually constructive. The ideas were grounded and realistic. Moreover, the tone was respectful. Despite diverse viewpoints, there were no snarky “gotchas.” No dismissive “know-it-all” comments. No locked-down partisanship on display.
A Lesson for Lawmakers?
Actually, that’s why I consider #TChat such a useful resource. Each week, hundreds of professionals who are deeply interested in the human side of business gather to focus on a single topic that affects us all. Everyone brings “A-game” ideas to share – and the loosely structured virtual environment makes crowdsourcing an efficient and exhilarating experience.
It’s not about intense “win/lose” debate. And it’s not about steering everyone toward the same conclusions. Rather, it’s about creating a forum for knowledge sharing that honors plurality of thought. The process is the goal. It’s a model for corporate collaboration. But more important, it’s a laboratory for collective virtual learning. No one has all the answers. But together, we have an opportunity to improve everyone’s game.
It makes me wonder – how much could our nation’s policy makers accomplish, if they embraced the #TChat model as a framework for brainstorming and problem solving?
Hopefully, enlightened organizations like #SHRM can influence the nature of policy dialogue, and show Washington the way! It could happen – even only on a limited scale. In the meantime, we can continue to demonstrate how these new forms of communication can make a difference. What’s more, we can continue to share the #TChat concept with others. If we don’t do it, who will?
To quote one of last night’s participants, Michael Clark at @ReCenterMoment:
“Revolutions are always created and sustained by people, not policy.”
We, the people. We, the #TChat people. It’s our revolution. Let’s own it!
# # #
NOTE: For highlights from yesterday’s business/HR/government #TChat session, see the Storify slideshow at the end of this post.
# # #
Closing Notes & Highlights Slideshow
SPECIAL THANKS to this week’s guest moderator, Donna Rogers (@Donna Rogers), HR Management & Development Consultant, and Director of Illinois Society for Human Resource Management. She’s a strong advocate of TalentCulture and #TChat, whose tireless support has helped our community thrive.
NOTE TO BLOGGERS: If this #TChat session inspired you to write about business/HR/public policy issues, 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: No #TChat next week – Happy Thanksgiving! But be sure to mark your calendar now for our special 2nd-Anniversary “double feature” event, the following week! On Wednesday November 28, at 7-8pm ET, we’ll celebrate by looking at how #TChat has helped some of our best-known participants. And the day prior (Tuesday, November 27) we’ll showcase some of those community members on a live Radio #TChat show. It promises to be a week filled with great memories and glimpses of the road ahead. Look for the preview early next week via @TalentCulture and #TChat. Thanks!
Storified by TalentCulture · Thu, Nov 15 2012 07:25:55
Some of the rowdiest #TChatters in the room #TChat http://pic.twitter.com/Q0dR8V4DDonnaRogersHR
@MeghanMBiro I am at the celtics game with hall of fame legend Bob Cousy – #tchat http://pic.twitter.com/x5VweLdbValaAfshar
I’m so excited. Hello all from #yyj Canada :) #TChat http://pic.twitter.com/MBO2LrbsSocialMediaSean
Dog stole my solo cup again…guess I’ll have to join the #tchat party without it. http://pic.twitter.com/nXpcAejpSusanMazza
Drink 2 is a KNOCKOUT punch! #TChat http://pic.twitter.com/CzCbHFk0DonnaRogersHR
#SHRMlead look for Cindy – she will tell you where we are at National Pastimes Bar on the lower level #tchat http://pic.twitter.com/hxGRLwnIDonnaRogersHR
If you are at #SHRMLead join us for #Tchat in the NAtional Pastime lounge (ask for us) http://twitpic.com/bd9bnlDaveTheHRCzar
Here we go! Button delivery prep for #TChat http://pic.twitter.com/afTuOReCDonnaRogersHR
Q1: In what ways is public policy shaping the future of the workplace – for better or worse? #TChat #tchatDonna Rogers, SPHR
A1) Here’s the crux of it: Policy lags, innovation leads. If we wait for policy we’ll never be innovative enough to be competitive. #TChatJonathan Kreindler
A1: Public policy needs to level the playing field when competition won’t solve problems of public interest #tchatGreg Marcus
A1: Public policy should address urgent prob>deteriorating environment, ageing population, jobless youth, mental health, innovation #tchatIrene Becker
A1. Healthcare Reform (& specifically health exchanges) may support more people abandoning trad jobs 4 contracting & freelance work. #tchatBob Lehto
A1. USA is only country in world that’s always debating value of education, training and development. #tchatMichael Clark
A1: Public policy in Cda, Australia and Chile has led to innovation in terms of welcoming entrepreneurs and innovators building biz #tchatIrene Becker
A1. companies/orgs/business isn’t black and white anymore. policy needs to think about the gray areas and non-traditionals #tchatAshley Lauren Perez
A1 Some of us HR folk hate to hear about a new piece of legislation, but it wouldn’t be-if businesses did the right thing. #TChatJanine Truitt
A1. Determine relatively collective values, find leadership, align public policies, improve life for as many as possible. #tchatMichael Clark
A1: There has to be accountability and public policy has to not only further and protect the rights of employees but further biz #tchatIrene Becker
A1. I agree that education must adapt to better support Tomorrow’s workforce. #tchatBob Lehto
A1: Latest surveys say the French are the most productive per hour and they have the shortest wk day and longest vacations. #tchatIrene Becker
A1. Too many contradictions in public policy: work harder for less, maximum uncertainty, support children in high-stakes testing… #tchatMichael Clark
A1: policy assumes work = job — what about for those of us who don’t have a traditional job? our numbers are growing rapidly #tchatSusan Mazza
A1 – Public policies > regulations & accountability. That’s the good news, bad news. #tchatAnne Messenger
A1. i think it can help for protection purposes but i think it also can be really annoying when it comes to innovation/progression #tchatAshley Lauren Perez
A1 Regional policies affect regional economies and opportunities; businesses will choose communities that fit best. #tchatStephen Abbott
A1. A prominent university executive told me, “You would laugh out loud if you saw our operating budget.” #tchatMichael Clark
A1: It seems that public policy makers ignore the fact that they are creating a competitive disadvantage for US business. #TchatJohn R. Bell
A1) impact of Obamacare (both real and perceived consequences) will influence what small bus owners do #tchatRich Grant
A1 At the state level, public policy can provide an employer friendly landscape to do business or not. #tchatShawn LaCroix
A1: In Canada small business does not have to adhere to the same scrutiny at all as mid size and large biz #tchatIrene Becker
A1 Public policy is needed because business does not do the right thing voluntarily! e.g. people treatment! #TChatIan Welsh
A1: Public policy began with all good intentions. Protect rights, prevent abuse. But has it become a bloated regulatory bureaucracy? #tchatMark Salke
YES @ToddNoebel: A1. Public policy impacts benefits, investments, innovation investments, hiring HR should insert & help shape #TchatMeghan M. Biro
A1: One disturbing aspect of public policy is over-regulation. <= not political, but constantly changing. #TChatTom Bolt
A1. K-20 education funding and programs are decimated while record numbers of people are seeking education and training. #tchatMichael Clark
A1: Keeping up on new policies for smaller businesses can be a challenge. I hear: “Not sure if this impacts us” #tchatAlli Polin
A1. People say to me, “Do we have to throw more $$$ at education!” I say, “YES!!!” #tchatMichael Clark
A1. Fully developed talent will awaken our economy and save our planet. #tchatMichael Clark
A1. Public policy impacts benefits, capital investments, innovation investments, hiring and more. HR should insert & help shape #TchatTodd Noebel
A1: Public policy process is too slow to effect or shape the workplace. #TChatRobert Rojo
A1 Public policy provides guidance on the administration of HR. Keeps us in check whether we like it or not #TChatJanine Truitt
A1) improved technology infrastructure-big impact in Maine. Upside – more broadband in rural areas Down-too many call ctr jobs #tchatRich Grant
A1: Oh, boy, already we’re in deep waters. #tchatAnne Messenger
A1: The infamous fiscal cliff will continue economic uncertainty… job uncertainty. Huge impact on incoming #20somethings. #TChatJon M
A1. We are underfunding, over-regulating and deemphasizing education. #tchatMichael Clark
A1: Lawsuit/ allegations that have come as a result of ridiculous public policy will challenge SMB’s who have everything to lose #tchatJobsite.com
A1 provides accountability and consequences for violations EEO, FLSA etc #tchatShawn LaCroix
A1. Public Policy also drives educational trends which translates into the supply side of graduates #Tchat #SHRMLeadDave Ryan, SPHR
A1: The more open, yields more business. The more closed sends business elsewhere. #tchatRob McGahen
A1: Too many are now hiring less FT which impacts engagement, and in some cases level of talent #tchatAlli Polin
A1: Don’t we already have enough public policy in the workplace? #tchatRayanne
A1: I’m gonna say for the better, and yet we haven’t gone far enough yet (more JOBS Act, please). Keep it civil, kids. #tchatKevin W. Grossman
A1: Sadly, public policies, like Obamacare may break already struggling companies with 50 or more employees. #tchatJobsite.com
True!! We need communication >> @CASUDI: A1 Can Public Policy really know & understand what is going on the workplace? #TChatMeghan M. Biro
A1: Some public policy is leading to more telecommuting. #TCHatBrent Skinner
A1: #Leaders #HR must be accountable for PUBLIC Policy – Actions speak. #SHRMLead #TChatMeghan M. Biro
A1. To understand impact of public policy on future of workplace, we have to start with K-12 education. #tchatMichael Clark
A1: I’m not using the O word…healthcare reform. #tchatKathy Herndon, GPHR
A1 Can Public Policy really know & understand what is going on the workplace? #tchatCASUDI
A1: Public policies like 1938 #FLSA limits #HR’s ability to design innovative, 21st century #workflex strategies for orgs #Tchat #shrmleadLisa Horn
A1: This would require legislation actually being passed by Congress, for improvements to happen, right? #tchatRob McGahen
A1 Through tax incentives & Credits. #TChat #SHRMLeadDave Ryan, SPHR
Q2: Why and how can HR and leaders stay ahead of regulations — to benefit organizational stakeholders? #tchatDonna Rogers, SPHR
A2. I truly believe #communities like this are creating significant positive change. #tchatMichael Clark
A2. Public policy creation must be done by people that see and comprehend big picture and single individual. #tchatMichael Clark
A2. How many people shaping public policy know K-20 education AND large, medium, small business organizations? #tchatMichael Clark
A2: it seems that legistlation continues to pit employees against business and vice versa – how do we change that? #tchatSusan Mazza
A2 Legislators have to focus on what is needed by society, not what business wants! #TChatIan Welsh
A2: Before we accept potential (new) policies we have to understand them to be able to intelligently advocate for change #tchatAlli Polin
A2. The revolution’s always created and sustained by people, not policy. #tchatMichael Clark
A2. if hr doesn’t stand up, they’ll lose talent. many people are starting their own ventures to break out of restrictions from policy #tchatAshley Lauren Perez
A2 Common sense has gotten away from HR. In many cases we are playing a popularity contest that doesn’t favor the employee. Bad Biz! #TChatJanine Truitt
A2 Creativity is not going to happen in oppressive unregulated business environments! #TChatIan Welsh
A2. I’m seeing more and more “entrepreneurial” jobs within world of work in business and education. #tchatMichael Clark
A2: HR perspective vital in regulatory process.#SHRM Gvt Affairs always looking for input. #tchat #SHRMLEADKathleen Coulombe
A2 – Definition of “the right thing to do”? Tricky. Fine-line time. #tchatAnne Messenger
A2. Are human resources professionals given opportunities to shape work force policy? #tchatMichael Clark
A2. Definitely use SHRM resources and Social Media connections to share content and an understanding of policies #tchatChris Fields
A2: Regular self-evaluation, industry-wide support systems and maintenance of leading standards. #tchatRoger Veliquette
A2: Splitting up responsibilities across HR in larger orgs help to ensure people & culture aren’t ignored #tchatAlli Polin
A2: We may not like the concept of public policy, but recent history shows us what happens when checks & balances are not sufficient #tchatIrene Becker
A2. Be authentic. | cc @nancyrubin #tchatJustin Mass
A2. We cannot allow policy to stand in the way to talent development. #tchatMichael Clark
A2: Make sure INNOVATION a core value, align all depts (esp HR) to this value, Lead and be ahead of regulations. #TChatKeith C Rogers
A2: Like an agile lawyer, HR must show other functions how to work within regulations & generate desired biz outcome. #TchatJohn R. Bell
A2 If HR stops being a groupie to the C-Suite and gets back to working for the people they may find there will be less regulation. #TChatJanine Truitt
A2) Be transparent #tchatnancyrubin
A2 I think it’s not about staying ahead but more walking alongside, holding hands and leading Government..they are often clueless :-/ #TChatEnzo Guardino
A2: We need new processes for dialogue re legistlation – the debate model results in winners/losers vs. learning and better ideas #tchatSusan Mazza
A2. Read – Talk with each other – Stay informed #tchatChris Fields
A2: Listen to employees and work to foster open, collaborative environments to safeguard against the need for regulation #TChatIntern Employers
A2. HR professionals must be time, space, $ for mentoring and reverse mentoring. #tchatMichael Clark
A2: If you do the right thing, why would the regulations even matter? #tchatRob McGahen
A2: HR Leaders need to b/c and stay connected-u can’t mandate/regulate openness, agility, collaboration, – u experience it. #TChatAngela Maiers
A2: Leaders need to be good maze navigators… find the paths through policies w/ best result. #TChatJon M
A2) the prob can be, the more you read about pending legislation, the more confused you get. Too much political positioning #tchatRich Grant
A2: Live up to their employment branding,, for God’s sake! #tchatJobsite.com
A2: HR can be a catalyst and an advocate for the org when ahead & a partner when regulations are in place & impact #tchatAlli Polin
A2. Be knowledgable about trends – know where biz & emp trends r going – and b there b4 it becomes PUBLIC POLICY #Tchat #SHRMLeadDave Ryan, SPHR
A2 Secondarily, by presenting options to obviate or address pending regs to avoid compliance/risk issues #TchatTodd Noebel
A2 Business has to learn how to positively harness requirements rather than negatively oppose #TChatIan Welsh
A2 HR pros need to anticipate changes in workforce planning, economy and legislation to fast change adapt and stay ahead #tchatShawn LaCroix
A2: Just do the right thing. #tchatRob McGahen
A2. stop throwing their hands up in the air and accepting what is. HR needs to fight for whats right for them and the org #tchatAshley Lauren Perez
A2: They should create own regulations that benefit employees & whoever they serve, clients or customers, but fall w/i guidelines. #tchatJobsite.com
A2: Um, heavy investment in lobbyists? #tchatMark Salke
A2 HR leaders must get involved in making “innovative” policies :-) that fit the scenerios #tchatCASUDI
A2: Ack. That’s a tough one. By staying ahead of regulations but not creating so many contradictory ones? Focus on self-regulation. #tchatKevin W. Grossman
A2) meaning keeping up with regulations? Need a team of smart, unbiased lawyers to help interpret new regs #tchatRich Grant
A2) Stay connected, be pro-active, share what you know and ask others when you don’t #tchatnancyrubin
A2: Partner with orgs that monitor and study policies and long-term impact (i.e. Mercer). #tchatKathy Herndon, GPHR
A2: Never stop learning. Policy often comes without a guide on how to do it. Follow HR bloggers and news on #SoMe #TChatTom Bolt
A2: HR needs to remain connected & be active outside of the org to be effective inside the org w/regulations #tchatAlli Polin
A2: Listening to employees is a novel concept, but worth considering in this day and age #tchatRayanne
A2: the operative word is leaders- it is not a department or job title- it is a systems change @ThinDifference #TChatAngela Maiers
A2 First and foremost by being involved with legislators to see what’s coming and advise org stakeholders #TchatTodd Noebel
A2. Savvy HR professionals are doing what they always do, staying ahead of as many curve balls as possible. #tchatMichael Clark
A2: HR and Leaders either solve problems or make them – just like any employee. They need to figure out how to “solve” #tchatJobsite.com
A2 create a great empowered place to work. A great company shouldn’t be hovering near the margins of compliance #tchatShawn LaCroix
A2. #HR reps & leaders need to stay on top of regulators & communicate w/ employees because open dialogue/transparency = key #tchatGabrielle Kur
A2: I’m gonna go for the low-hanging fruit: hierarchical? #TChatBrent Skinner
A2: Probably most any style would work with a #veteran, as long as respectful management is taking place #TChatJobsite.com
Q3: What role can technology play in forging more constructive ties between business and policy makers? #tchatDonna Rogers, SPHR
A3: It’s all about communication #tchatJobsite.com
A3. The solution to everything: Engagement, engagement, engagement! #tchatMichael Clark
A3: I tell you what, Labor/HR Policymakers should join #tchat! Would they ever get a snootful!Mark Salke
A3. Interesting, that so many of us know what to do: Focus on people first! Yet, it’s not happening like it could. #tchatMichael Clark
A3 Technology is great, but it’s a mere vessel. Plain old communication is still king in many instances & that is failing miserably. #TChatJanine Truitt
#Tchat A3 by listening to chats or conversations on the social web, policy makers can understand better what needs to be addressed & howMila Araujo
A3 – Social media seriously enables the fringes of a company to move their ideas across the matrix #TChatLeAnna J. Carey
A3: Tech. can help bis/policymakers understand & respond to realtime issues. (see:Newark Mayor @CoryBooker using Twitter for #Sandy) #TChatIntern Employers
A3 – Tech is quick and sexy. Longterm, still imp’t to know your stuff, be rational, reasonable, have relationships. #tchatAnne Messenger
They do but you can follow up w/ mail. @AlliPolin: A3: I use tech to get in touch with my legislators. not sure if they get my msg :/ #tchatMike Walters
A3. Governmental institutions and policy makers should be required to participate in the Social Revolution. #tchatMichael Clark
A3. HR must be tech savvy – not to limit tech, but learn its potential to increase engagement and productivity. #tchatChris Fields
A3 Social media is a game changer and so is analytics – tech is a tool – not what you have so much as what you do with it #tchatnancyrubin
A3. Also use #SoMe and tech to stay informed – in addition to communicating. #haveavoice #tchatTiffany Kuehl
A3: Technology should also help identify drivers of performance as well as critical problems to be resolved thru effective policies #tchatIrene Becker
A3 Tech has to be “sold” to the policy makers to show that it is efficient, cost effective & that u can’t hide from progress. #TChatEnzo Guardino
A3: Technology is a tool that will amplify the values of the organization, for good or ill #tchatGreg Marcus
A3. The development of #socialmedia has been life changing for gov relations! It demands transparency & 2-way comm #tchatGabrielle Kur
A3. Tech has brought more open communication than ever, supporting collaboration in a virtual way:) #TchatNisha Raghavan
A3) policy makers need help getting the right data, right info. With technology, there’s too much noise. Gotta be smart to filter it #tchatRich Grant
A3: #HRVoice Baby! Using tech to write your MOC makes sure u #haveavoice with Legislators! #tchat #SHRMLEADKathleen Coulombe
Lemme know when u find it MT @brentskinner A3: Where is the SoMe chat where fed regulators discuss their ideas with biz leaders? Hmm? #TCHatRobert Moore
A3. Tech can speed things up… Make it happen faster. 2 Edge sword #Tchat #SHRMLeadDave Ryan, SPHR
A3: Tech, when used well, can make info available real time to HR and create a forum for questions / clarification / input #tchatAlli Polin
A3 Technology opens up more avenues for greater communication #TchatChelsea C
A3: #SocialMedia has great power through visibility – use it wisely and often. #tchatKathy Herndon, GPHR
A3: Technology provides data, but it must be used to formutlate policies to optimize human potential, business growth and survival #tchatIrene Becker
A3: For starters, helping to consolidate disparate systems into a manageable network for such a complex array of, well, stuff. #tchatKevin W. Grossman
A3: I use tech to get in touch with my legislators… not sure if they get my msg :/ when no response #tchatAlli Polin
A3 – Done well, technology can quickly arm HR leaders with accurate data to make their case. #tchatAnne Messenger
A3: Technology is a tool to compile data. Relevant good policy is about addressing urgent prob-youth unemploy, aging pop etc. #tchatIrene Becker
A3: Policy makers need to actively engage technology for anything else to happen. #tchatRob McGahen
A3: Where is the social media chat where federal regulators discuss their ideas with biz leaders? Hmm? #TCHatBrent Skinner
A3. Technology allows us to share but as we’ve seen in the news some stuff shouldn’t be shared. Tech can change security policies #tchatChris Fields
A3) Technology compresses space and time – makes communication and collaboration easier (or should) #tchatnancyrubin
A3 technology has the ability to provide accurate measures and transparency to each side govt/business/workforce #tchatShawn LaCroix
A3 Business and policy makers should have their ears to social media- #TChat perhaps- to hear what people really think. #realitycheck #TChatJanine Truitt
A3) use of technology to provide policy makers with better data. Not more, but more actionable data #tchatRich Grant
A3: Track. Communicate. Hold policymakers accountable to their word and good practices. #TChatJon M
A3: Technology is a tool that can enable policy makers to understand facts, formulate policy to help critical areas. #tchatIrene Becker
A3 HR has not kept pace w/the changing market requirements – intrapreneurs & tech innovation are needed to sustain co’s #TchatLeAnna J. Carey
A3: Policy makers can engage technology. It’s not 1950 anymore. #tchatRob McGahen
A3: #SocialMedia has great power through visibility – use it wisely and often. #tchatKathy Herndon, GPHR
A3 Tech has paved way 4 more open communication between biz & policy makers. When I was House staffer, #SM didn’t exist! #tchat #shrmleadLisa Horn
A3 Thirdly (tertiarily?), monitor trends in work/labor to ID potential issues and provide guidance #TchatTodd Noebel
Q4: To what degree is public policy helping or hindering innovation in talent strategy? What should HR do? #tchatDonna Rogers, SPHR
Deaf, DUMB & blind is the norm. @ReCenterMoment: A4. Attention, policy makers! Can you hear us? Is this thing working? Hello!?! #tchatEnzo Guardino
A4. Attention, policy makers! Can you hear us? Is this thing working? Hello!?! #tchatMichael Clark
A4: Advocacy & innovation can play together #tchatAlli Polin
A4. I have a lot to learn about public policy, but I know the “human” in human resources quite well. #tchatMichael Clark
A4: could/should policy address the issue of workplace bullying? #tchatGreg Marcus
A4. We can’t keep chopping away at the trunk, while urging the top to grow. #tchatMichael Clark
A4 In gov’t & for federal contractors #OFCCP gets a bad rap, but I see it as a means of keeping things fair and equitable in hiring #TChatJanine Truitt
A4. It has never more important for HR professionals to receive continuing education and training. #tchatMichael Clark
A4: healthcare policy has a huge impact on HR #tchatGreg Marcus
A4. Creating insecurity in your HR department, creates insecurity in the entire organization. #tchatMichael Clark
A4. Reducing retirement security creates a lot of insecurity. #tchatMichael Clark
A4 Public policy that promotes a feeling of worth of an individual promotes innovation & a person more likely to speak up, feel free! #TChatIan Welsh
A4. Middle managers and human professionals must collaborate to attract, develop, retain, transform talent. #tchatMichael Clark
A4: Public policy should only be about public employees. Let private sector alone. Free market works. Best Orgs/culture/leaders win #TChatKeith C Rogers
A4 If we managed risk, issues, and ethics appropriately-at the business level we would not be dealing with EEO, OFCCP, NLRB etc. #TChatJanine Truitt
A4. My experience has proven HR #Leadership is critical for bringing world of work into 21st century. #tchatMichael Clark
A4: Policy comes from improper use of innovation. #tchatRob McGahen
A4: How long does it actually take for an idea to become policy, weeks, months…years?? #TChatRobert Rojo
A4: Guidelines are good as long as they do not restrict creativity or allow for a monopoly. #tchatJobsite.com
A4: It sounds wrong, but with regards to policy, do the minimum required. Dedicate resources to talent development. #tchatKathy Herndon, GPHR
A4: I used to be the one that trained on OFCCP – yikes! Still, many were challenged to comply even after understanding #tchatAlli Polin
A4: Policies like #sec127 help #HR profs recruit and retain talent. Vital to ensure US competitiveness. #SHRMLEAD #TchatKathleen Coulombe
A4) outdated policy is why the US EI system bleeds $17B to fraud EVERY year. Don’t count on policy to improve HR. #TChatJonathan Kreindler
A4: HR can still be compliant w/o letting policy interpretation win over doing what’s right for people #tchatAlli Polin
A4. Because of the complexity of integrating social media, power is shifting back to HR. #tchatMichael Clark
A4 Simply no $ available. We need to convince the simple principle that they have to invest in the future; redirect useless spending. #TChatEnzo Guardino
A4: Sometimes policy can be tone-deaf to the dynamic nature of talent acquisition? #TCHatBrent Skinner
A4: This one is tough & answers could be controversial? #TCHatBrent Skinner
A4. Entrepreneurs are too busy doing-being “their thing” to focus much on public policy. #tchatMichael Clark
A4. invest in your employees, their development, and give them the empowerment to be innovative. educate them #tchatAshley Lauren Perez
A4 Public policy scares HR into becoming compliance zombies. This kills innovation & the bigger picture gets lost in translation. #TChatJanine Truitt
A4: PubPolicy makes it more arduous to fire underperformers. HR must ensure better hiring strategies & processes. #TchatJohn R. Bell
A4. I think public policy is behind tech so it does not hinder…policy tends to be reactionary … #tchatChris Fields
A4: Hiring more PT to avoid $$$ implications of FT hires is not putting talent strategy or innovation first #tchatAlli Polin
A4: Innovation is always ahead of policy. People who use that innovation for bad forces policy to be developed. #tchatRob McGahen
A4. The best talent in the best organizations does not think about public policy at all. #tchatMichael Clark
A4: HR needs to educate & advocate internally for talent. #tchatAlli Polin
A4) same as A1) Policy lags, innovation leads. If we wait for policy we’ll never be innovative enough to be competitive. #tchatJonathan Kreindler
A4 There is policy concerning ATS and EEOC requirements – how is that playing out? #tchatMarla Gottschalk PhD
A4: #TChat to Washington! Raise your voice! #tchatKathy Herndon, GPHR
A4: Join SHRM and storm DC! #tchatKevin W. Grossman
Q5: Should some aspects of the workplace remain separate from public policy oversight? Why and how? #tchatDonna Rogers, SPHR
A5) Yes – anything that has to happen quickly. #tchat #booyah!Jonathan Kreindler
A5: I’m gonna go off the beaten path and say no. Keep friends close and enemies closer #TChatIntern Employers
A5 There always has to be some oversight to determine where public policy may be necessary #TChatIan Welsh
A5 How the money is spent…give us the dosh and leave us alone to spend it ad we see fit…then revel in the results. #TChatEnzo Guardino
A5. Boutique organizations, driven by entrepreneurs, are central players in transforming world of work. #tchatMichael Clark
A5 But alas, people will always try to abuse others and privileges and this is why public policy and HR will be the best of friends. #TChatJanine Truitt
A5: I’m hard pressed to find a place that policy doesn’t already play a part. #tchatAlli Polin
A5 In a perfect world, we would shower our businesses and employees with HR goodness and innovation w/o fear of policy backlash. #TChatJanine Truitt
A5 Of course. But if there are abuses, it will be legislated. #tchatMarla Gottschalk PhD
A5: Can oversight be separate from regulation? Telling how vs. protecting rights? #tchatAlli Polin
A5. It really depends on your political views. One side believes in more gov. control and regulation. The other side doesn’t. #tchatMike Walters
A5: Nearly every aspect of employment process already dictated by federal statute or regulation #tchat #shrmleadLisa Horn
A5: WHOA!! This is such a dangerous and fiery topic – especially following the election #tchatJobsite.com
A5: If you are doing the right thing, then yes! #tchatRob McGahen
A5: Small companies need different policies that large ones. “It just isn’t fair” cried the left… #tchatRayanne
A5: More of it than what is now? #TChatBrent Skinner
A5: Public oversight has no idea what the true work environment is like – they aren’t even good listeners #tchatRayanne
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-11-15 17:26:132020-05-25 15:50:29HR on the High Road in DC: #TChat Recap
I was recently talking to a friend who’s been in the workforce a lot longer than I have. He’s a baby boomer who remembers the terrifying lack of jobs when he graduated in 1975. He remembers 1987’s Black Monday. He lived through the dotcom boom and bust. He reminds me that everything runs in cycles, including employment, but says he’s more pessimistic today than he’s ever been.
Perhaps it’s a consequence of age, or perhaps it’s a reaction to the culture of uncertainty we’re living in. Either way I feel his pain, and in talking with other Leaders and HR pros I know I’m not alone in having friends like this, and hearing stories like his from every generation. The future of the world of work is a scary thing to think about right now.
Employers no longer have the upper hand in what happens with employees; at best they do some navigating. Public policy on everything from healthcare to retirement to taxes is changing the world of work. People across the board need an advocate — all the families out there juggling multiple jobs to squeak by, recent graduates still living at home because they can’t find a full-time job, seniors approaching retirement and stumped as to how to protect, let alone add to, their retirement savings.
I believe that HR can step up and fill the gap. It’s time for HR leaders to stretch out of the role of risk manager and into the role of employee advocate and brand ambassador. How can we do that? We can understand public policy and its effect on the business climate. We can study regulations. And we can work with policymakers through organizations such as The Society for Human Resource Management (SHRM), which this week will send HR leaders to Washington to address Congress on the topics of retirement security and employer-subsidized education.
Normally #TChat World of Work stays away from the third rail of politics, but this week we’ll step a bit closer (while minding the gap) with a discussion of how public policy is re-shaping the world of work. Mr. Smith went to Washington, yes, and so will TalentCulture. Following are our questions for the week:
Q1: In what ways is public policy shaping the future of the workplace – for better or worse?
Q2: Why and how can HR and leaders stay ahead of regulations — to benefit organizational stakeholders?
Q3: What role can tech play in forging more constructive ties between business and policy makers?
Q4: To what degree is public policy helping or hindering innovation in talent strategy? What should HR do?
Q5: Should some aspects of the workplace remain separate from public policy oversight? Why and how?
The TalentCulture community is a powerful group of thinkers. Let’s put our virtual heads together this week and get serious about what we can do, as leaders, to help employers and employees chart a course through the next months and years. Join #TChat on Twitter this Wednesday, Nov. 14, at 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are). Moderating live, from Washington, D.C., will be SHRM’s very own Donna Rogers (@DonnaRogersHR), founder of Rogers Human Resources Consulting. We’ll steer clear of personal politics, but we’ll be looking for your opinions on the intersection of HR and public policy. Join the conversation, and remember: no complaining unless you take action.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-11-12 11:25:032020-05-25 15:50:17TalentCulture Goes to Washington: #TChat Preview
There are millions of stories in the world of work. But this time, it’s personal. For me, #TChat hit close to home yesterday, when discussing issues and opportunities associated with military veteran employment. Therefore, rather than recapping the event in detail, I’d like to illustrate some key points through one soldier’s story. …
(To see highlights from the #TChat stream, watch the slideshow at the end of this post.)
One Veteran’s Dilemma
A close friend is one of the 2.4 million Americans who have volunteered to serve in the War on Terror. As a “civilian soldier” deployed as an embedded trainer by the Army National Guard, he left behind his full-time job and his comfortable family life in suburban Chicago. Since returning from Afghanistan almost 5 years ago, he has struggled to re-enter the workforce, as so many in uniform must do in these challenging economic times.
It shouldn’t have to be that way. This soldier’s credentials are impressive:
Several decades of business experience — including 14 years as a technical sales specialist at one of the world’s largest telecommunications companies
An honors degree in communications from one of our nation’s most prestigious universities
Meritorious service in three branches of the armed forces
So why was it so difficult for him to find a good employment fit when he returned?
This thoughtful soldier would say, “It’s complicated.” Partially, it’s because businesses seem reluctant to take a chance on someone who could be recalled to active duty at any time. It’s also partially because some decision-makers seem intimidated by an impressive military profile. And, partially, it’s because his years of technical sales experience seem to over-qualify him for positions he would gladly pursue. (Ironically, as he has reminded me, he willingly traveled to a remote destination halfway around the world to perform tasks that were dirty, dangerous and sometimes mind-numbingly mundane, all in service of a higher mission.)
It seems ridiculous that business weren’t finding him attractive. It is even more ridiculous to learn that he was passed over not once, but twice, for a “troops-to-teachers” government initiative. Why? Apparently, the program didn’t feel that inner-city teens could learn English from a man who had trained poor Afghans to protect remote border villages from Taliban invasions, and had fostered productive relationships with wary Afghan tribal elders.
What’s happening here? It seems there are other factors to consider. It may not be obvious, but if we want to crack the employment code for returning veterans, it deserves a closer look.
Hiring Vets: More Than a Few Good Men (& Women)
Here’s my theory: If this soldier’s story is any indicator, we should recognize that this has been a very different kind of war — and its unique character fundamentally shifts the perceptions of those who serve.
Many missions include a strong humanitarian component. Objectives have centered on winning hearts and minds, while equipping Afghans to protect and sustain themselves through improvements in infrastructure, governance, agriculture, education and commerce.
Recent veterans have had a life-and-death hand in the future of the Afghan people. Regardless of their rank, they have contributed in a meaningful way, typically persevering in desperate and desolate conditions.
After such intense involvement in a mission, it’s a tremendous shock to return home to the U.S. and carry on as usual, without a strong sense of purpose. Perhaps that’s one reason why so many veterans sign up for subsequent tours of duty. Despite the clear-and-present need for an income stream, could it be that many vets aren’t simply searching for a job, but instead are seeking meaningful work?
With all the strengths that veterans bring to the table, perhaps some re-framing could lead both sides of the equation to a better sense of fit. Actually, come to think of it, couldn’t most of us benefit by re-framing our work lives as missions?
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NOTE: Many #TChat participants offered constructive ideas to improve the re-entry, recruiting and onboarding experience for veterans. For highlights and links to helpful resources, scroll to the end of this post and check out the Storify slideshow there.
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Highlights & What’s Ahead on #TChat
SPECIAL THANKS to this week’s guest moderator, Brenden “Bo” Wright (@BrendenMWright), director of information technology recruiting at Laureate Education. He’s also a Marine veteran who served as a nuclear, biological and chemical defense specialist. Brenden’s expertise in talent acquisition strategy and as a former member of the military brought tremendous depth and dimension to this week’s discussion. Did you miss the #TChat preview? Go here.
NOTE: If you’re a blogger and this #TChat session inspired you to write about veteran employment issues, 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. And we hope you’ll join us next Wednesday, Nov. 14, at 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) for another #TChat, when we’ll be exploring issues related to government policy and human resources. Look for the preview early next week via @TalentCulture and #TChat. Enjoy your weekend!
Q1: US legislation is creating skill certifications for military experience. What else could be done? #TChatBrenden Bo Wright
A1: Military service is not understood by most civilians – roundtables w/new hires to share stories & learning #tchatAlli Polin
#TChat A1 Skill certifications should count for college level creditFuji Fulgueras
A1: Opportunity to gain civilian certs during military service, documentation of experience (project management?) for certs #tchatJames Schmeling
A1: Clarity followed by autonomy to execute – but most people would benefit from that #tchatAlli Polin
Evening all. A1 Perhaps transition from military > civilian duties should begin well in advance of being relieved from the forces. #TChatEnzo Guardino
A1. The resources that are being pulled out of military should be channeled into the transition. #tchatMichael Clark
A1: #veterans are ready to serve in the private sector,private sector needs to be willing to create jobs that fit their background #tchatJen Olney
A1 Some of those skill certifications do not fully leverage the experience & capabilities of #Veterans. #tchatJoe Sanchez
#Tchat A1 There are thousands of public sector jobs out there. We list them everyday. Social technology can help bridge the gaps.GovernmentJobs
A1. Military veterans need tools and support for transforming internal obstacles. #tchatMichael Clark
A1: Companies can MAP their own skill reqs to the military certs so the Vets don’t have to interpret @MeghanMBiro @BrendenMWright #TChatNancy Barry-Jansson
A1. Maybe teach them a little bit about self-branding ? #tchatAshley Lauren Perez
A1: Unless you are hiring for the Mafia, get over the stereotype that you are hiring trained killers. These people have talent! #TChatTom Bolt
A1: The military has evolved and the civilian sector has to be educated in the skill sets that have each member has received #tchatJen Olney
A1. 2/3rds of the jobs in near future will require certification and/or degree. #tchatMichael Clark
A1: If legislation included required targeting of vets rather than just reporting (VETS-100) then more vets would be hired. #tchatJoey V. Price
A1. The term experience needs to be redefined. Skills for managing conflict, leadership and communication show up in many ways. #tchatSalima Nathoo
A1: Employers can bumble skills and experience screening. Don’t write off vets and/or long-term unemployed and/or part-time employed. #TChatKevin W. Grossman
#Tchat A1 Most transitioning military I know don’t want a handout. They want to earn their stripes in corp america like they did in militaryCyndy Trivella
A1: Military service is not understood by most civilians – roundtables w/new hires to share stories & learning #tchatAlli Polin
A1. Everyone must examine habitual thoughts-emotions-reactions towards all things military. #tchatMichael Clark
A1 These folks have unique skills – they are valuable! #TchatMarla Gottschalk PhD
A1: Military needs to do a better job transitioning #vets BEFORE their last 90 days of service. #TChatBrenden Bo Wright
A1: More information forwarded to employers so that they might understand military job skills better. #TChatRobert Rojo
#Tchat Would B nice to have gov reps who can work with employers to help them understand what programs, plans to have in place. A1Cyndy Trivella
@ReCenterMoment KEY A1- educate civilians. Wonder how this would work? #TChatMegan Rene Burkett
>> @cybraryman1 A1 make everyone aware of MOS (Military Occupation Specialties) and the training that had to be completed for them. #TChatMeghan M. Biro
A1. Organizations have to educated about the diverse experience and skill sets of military veterans. #tchatMichael Clark
A1: Certifications for military service are great. But will employers really value them? #TChatBrenden Bo Wright
A1. teach them to be networking-savvy. even civilians have a hard time finding work without this skill. it’s crucial. #tchatAshley Lauren Perez
A1: How about in Co’s branding message about TRUE stories of how they’ve helped put Vets back to work #tchatSusan Avello
A1: During outprocessing more detailed explanation on how military skills translate into civilian skills. #TChatRobert Rojo
A1 IMO 4 #Vet: transition counseling, business coaching, interview training, PLUS education 4 Employers on the skills gained as #Vet #TChatPam Ross
A1 Let me cut to the chase: Our corporate “head” has no idea as to how a 24 yo who commands 200 fighters fits into biz #HRfail #tchatSteve
a1. Civilians must be educated about the reality of life in the military. #tchatMichael Clark
A1 Have to make everyone aware of MOS (Military Occupation Specialties) and the training that had to be completed for them. #tchatJerry Blumengarten
A1: Because it is true, of course, that not all Vets necessarily have leadership qualifications from their service, right? #tchatMark Salke
A1. Maybe partner with RPOs or staffing agencies to help line up temp or perm jobs once they get out #tchatAshley Lauren Perez
A1. We need stories more than skill certifications to better understand how military experience translates to biz success. #TChatBob Lehto
#tchat @BrendenMWright a1: most important is providing vets resources who help “translate” their qualities to corp jargon/build confidenceMila Araujo
A1: Take advantage of transition assistance planning (TAPS). Start a year out. #tchatWilsonHCG
A1: Perhaps increased patriotism in the workplace can help as well. I haven’t seen too many American flags in local office places. #tchatJoey V. Price
A1: US should offer more accessible & updated job search training to #veterans – don’t just point them to a job board #TChatJobsite.com
A1: Make sure there is understanding by employers and the general public as to what it all means. #tchatRob McGahen
A1. We must transform how people perceive the people that serve in the military. #tchatMichael Clark
A1 Possibly more career counseling before leaving the military (I am not an expert on the current guidelines.) #TchatMarla Gottschalk PhD
Valuable point! @levyrecruits: A1 legislation created by how many of our reps whove served? #TChatMeghan M. Biro
A1 MORE awareness like this chat or @meghanMBiro Forbes article > list of WHYs = beneficial to employers #tchatCASUDI
A1: First, employers can reshape job descriptions to match the diverse experiences #vets can bring to a position. #TChatAndrew Henck
A1: Increase positive sentiment about the impact vets can have on the private industry by increasing awareness of skills from service #tchatJoey V. Price
A1: I hope that US legislation includes HR and Recruiting Pros input. Problem is still miscommunication #TChatJobsite.com
A1: Training programs and networks in place to support #vets once on the job for 60 – 90 – 120 + days #tchatAlli Polin
a1. This work must be done from all sides; public, private, personal, professional. #tchatMichael Clark
A1) Need to help vets translate military experience into work experience (on resumes and interviews) #tchatnancyrubin
Agreed** @BrendenMWright A1 Cos can do better understanding skills developed during milit
ary service. Burden shouldnt be #vet alone. #TChatMeghan M. Biro
A1 legislation created by how many of our reps who’ve served? #tchatSteve
A1: How do Vets demonstrate that their military experience translates “skill-wise” into civilian roles? #tchatMark Salke
A1 Offer ex-military rotating internships so they can gain experience, learn the corp culture nuances & select a career path. #TchatCyndy Trivella
A1: An outreach program to employers, to explain to them what the certifications mean… #TChatBrent Skinner
A1. More education of employere – not more mandates – Tax breaks at state & federal level for hiring Vets #TchatDave Ryan, SPHR
A1: Recruiters should take it upon themselves to recognize valuable skillset of #vets #TChatJobsite.com
A1 A “translation” of learned skill sets so they can be applied to jobs – #TchatMarla Gottschalk PhD
A1 more in-depth transition courses upon departure. Usually it’s a 2 day course and then “hadios” #tchatKeith Punches
A1: Organizations could do a better job of translating that experience into private sector leadership opps #tchatAlli Polin
A1. I would love to see them help #vets prepare for civilian transition months in advance. Increase transferable training #tchatAshley Lauren Perez
A1: As employers identify skills gaps, consider how hiring a veteran can specifically solve staffing needs. #tchatJoey V. Price
A1 Like the idea of providing skills certificates. Have to make all employers aware of them and the training & dedication of vets. #tchatJerry Blumengarten
A1: Companies can do better understanding skills developed during military service. Burden shouldn’t be on #vet alone. #TChatBrenden Bo Wright
A1: Turn off stereotypes and employers look at the person who is applying for the position with a full breath of their record #tchatJen Olney
A1. We need national all-channel media blitz teaching civilians how to support transitioning military veterans. #tchatMichael Clark
A1 #Tchat Put ppl into place that can help ex-military with soft skills training to integrate into a corporate environment.Cyndy Trivella
A1: Given that OFCCP compliance is so strict, recruiters should have required training translating #vets to civilian skills #TChatJobsite.com
A1: We all need to know that it takes more than legislation. You can’t legislate “right” and assume it will happen. #TChatTom Bolt
A1: Increase access outplacement training and connect employers with veteran pipelines similar to college recruitment. #tchatJoey V. Price
A1 Are they also providing subsidies for companies hiring #veterans? #TChatPam Ross
A1: Not sure how this legislation gets communicated to employers, but has to have meaning… positive, not punitive to employers #TChatTom Bolt
Q2: What management styles work best when leading an employee with military experience? #tchatBrenden Bo Wright
A2 Ex-Military tend not to ask a lot of questions. They want to power through a problem. Just know that extra help is appreciated. #tchatKeith Punches
#Tchat A2 Comps that encourage a culture of diverse ppl with different experiences may be a good culture fit.Cyndy Trivella
A2 would it be better to include vets in the team and lead like the others or isolate them for unique experience? #tchatJoey V. Price
A2. Based upon my experience, military veterans enjoy the collaborative, relatively free culture of the world of work. #tchatMichael Clark
A2 Ex-Military tend not to ask a lot of questions. They want to power through a problem. Just know that extra help is appreciated. #tchatKeith Punches
A2. The military pays in advance of services rendered! #tchatMichael Clark
A2: Vets have learned, first and foremost, the value of the team. #tchatMark Salke
A2. When I call a military person, they actually answer the phone! #tchatMichael Clark
A2 My experience with vets is they are human; all types of leadership style work. #tchatStephen Abbott
A2: Some of my #vet pilot friends also are also the most emotional individuals I know – They want leaders w/heart #tchatAlli Polin
A2 Military are used to taking orders so a more formal means of leading [in the beginning] should make them more comfortable. #TChatEnzo Guardino
A2. People in the military are clear about exactly what they are supposed to do in diverse situations. #tchatMichael Clark
A2 a leader that is not afraid to hire someone with more leadership experience. Not afraid to develop b/c vet will want to do more #Tchatcbpurdie
A2: On the lighter side, don’t raise ur voice. We’ve been yelled at by professional screamers. :) #veterans #usmc #tchatBrenden Bo Wright
A2. Based upon my experience, the military has intense precision, focus, discipline. #tchatMichael Clark
A2. I think it’s no different for anyone… ASK your employees (military or not) what the respond best to, and collaborate from there #tchatAshley Lauren Perez
A2: Vets are focused on accomplishing the mission, see what they need as far as resources and you’ll be amazed. #TChatRobert Rojo
A2: I’m gonna go for the low-hanging fruit: hierarchical? #TChatBrent Skinner
A2: Probably most any style would work with a #veteran, as long as respectful management is taking place #TChatJobsite.com
A2 Veterans have seen & worked under a variety of leadership styles (yes, they exist in the military). Vets are very adaptable. #tchatJoe Sanchez
A2: Again, don’t begin with mil experience… they were not born with a uniform… They were and are real human beings. #TChatTom Bolt
A2: Veterans are mature and can handle more than their share of stress and demands. Respect them and they’ll work wonders! #TChatRobert Rojo
A2 Depends on their experience with their military CO ;) @BrendenMWright #tchatSteve
A2: A more direct mgmt style, but make an effort to promote collaboration and idea. #tchatWilsonHCG
A2: Clear and concise communication – directive and intentions must be understood , no BS #tchatJen Olney
A2 I’d leave the vets in the community answer that one… #TchatMarla Gottschalk PhD
A2: Depends on the Vets experience and *aptitudes* – just like any population #TChatNancy Barry-Jansson
A2. Always have hard time w/generalization questions. Answers are never one size… We can’t fail to recognize the individual. #tchatJustin Mass
A2: Autocratic or Paternalistic mgmt styles both would work well, given the circumstance. #TChatJobsite.com
A2 Vets used to structure, planning, missions and staying on task. Clear communication is essential. #tchatJerry Blumengarten
A2: Indecisiveness is probably unacceptable. #tchatRob McGahen
A2 #Leaders in the military have to watch out for their teams first and themselves second – Lead by EXAMPLE #TChatMeghan M. Biro
A2. Military veterans have intensive training and experience in adapting to diverse circumstances. #tchatMichael Clark
A2: Trust. Mutual respect. Appreciation. Mission-oriented. And if u’ve served urself, an unselfish willingness to learn. #tchatBrenden Bo Wright
A2: I think we’d be surprised that it’s not necessarily “Command and Control” leadership that gets results, Even IN the military! #tchatMark Salke
A2 Structure and clarity of instruction #tchatCASUDI
Set boundaries but give plenty of autonomy, ya? A2. #tchatJocelyn Aucoin
A2: Probably depends on what level of leadership the former military held while in the military – this understanding is imperative #TChatJobsite.com
A2: What management style? Respect and open communication isn’t a style but I would think that’s the starting point… #tchatJoey V. Price
A2. Military veterans do not fe
ar command and control. #tchatMichael Clark
A2: Some orgs could learn a great deal from the structure and routine of most veteran experiences #TChatAndrew Henck
A2 Personal experience w hiring a #vet ~ my management style too “loosey-goosey” ~ I had to adapt = more structure :-) #tchatCASUDI
A2: So many mgrs don’t even know what “Yes, Sir” or “Yes, Ma’am” sounds like they’d prob have a heart attack #TChatJobsite.com
A2 Vets are individuals no one size of MGMT style fit all #TchatDave Ryan, SPHR
A2: Basically these are very bright people… they are very adaptable to any situation… train them… they will learn. #TChatTom Bolt
A2: When mgmt. manages a former military employee, it important to know that the work will be done. #Preciseness #TChatJobsite.com
A2: Familiar with authoritative leadership from TRAINED leaders. Don’t be wishy-washy. #TChatTom Bolt
A2 #Tchat Respect. Clear Communication. No B.S. Hierarchy where information goes up and down chain of command.Cyndy Trivella
Q3: What’s the biggest challenge for veterans in the civilian world of work? #tchatBrenden Bo Wright
A3: Translating your experience and intangible skills to the business world. Especially when you had an unusual job in the military #tchatDC
#tchat A3 19yr old soldier has lots of duties/responsibilities…25yr olds in corporations get the coffeeFuji Fulgueras
A3. With the pace of change, we’re all facing immense challenges in the world of work. #tchatMichael Clark
A3: Need to hear vets answer this question and note the responses #TChatNancy Barry-Jansson
A3. stereotyped. Ppl think of them as vets and forgot vets=people like us, duh. #TChatLiChing Ooi
A3 Some employers think Veterans’ achievements resulted frm ppl having to follow orders. Forget *leadership is about influence.* #tchatJoe Sanchez
A3: I’ve been told by co-workers that only ppl who couldn’t get into college join the military. To my face. #ignorance #veterans #tchatBrenden Bo Wright
A3 Trying to figure out what to do with my secret security clearance I got in the Army! Employers must recognize their service. #tchatJerry Blumengarten
A3. Feeling a sense of sole ownership to adopt new ways of being before walking through the door. Unfair burden. #tchatSalima Nathoo
A3: My experience was having a difficult time translating my military qualifications to civilian requirements #tchat #vetsChance Casas
A3. The greatest challenge is inside each individual. #tchatMichael Clark
A3: Vets will have a prob if they feel they R getting handout. They want to work for it. This ain’t charity, folks. It’s common sense #TChatTom Bolt
A3. Adapting to the unstructured flow of obtaining work is daunting. #tchatMichael Clark
A3: I’ve really got nothing for this question… #tchatRob McGahen
A3. Military parents, students, families face tremendous challenges. #tchatMichael Clark
A3: With recruiting pressures, I think it easier for a recruiter to move on to the next applicant. #TChatRobert Rojo
A3. bridging the gap between military language& civilian business language.need to find a happymedium of understandable communication #tchatAshley Lauren Perez
A3 – young vets may have never previously held civilian jobs, and while they’re adaptable it may be difficult at first #TChatSylvia Dahlby
A3. I can’t answer Q3. But I can ask how can I help? #tchatJustin Mass
A3 Recruiters unwilling to look creatively at transferable, more-than-employable skills. #TChatMark Babbitt
A3: Dealing with immaturity in workplace a challenge. There is an old saying that when you send a boy off to war he comes home a man #TChatTom Bolt
A3 I have hired a lot of vets and theyve lamented about lack of integrity and ethics from leadership. Couldn’t disagree either. #tchatJoey V. Price
A3 Many people dont understand how Military skills can be applied to their company~ they fear perceived aggression! #tchatCASUDI
A3. Most military people are keenly aware of how some people negatively perceive service. #tchatMichael Clark
A3 Learning that it’s OK to take a coffee break without being court marshalled for going AWOL. ;-) #TChatEnzo Guardino
A3: Perception – I think on both sides (employee and #Veteran) #TChatPam Ross
A3 – I think the biggest challenge for vets is CULTURAL, the military environment is nothing like most civilian employer/corp #TChatSylvia Dahlby
Any examples for us? and welcome! @JVPsaid: A3 inadequate job training. #TChatMeghan M. Biro
A3: I want to know more abt vet-to-civilian translated skills. Biggest challenge is that recruiters don’t know more or want to know. #TChatJobsite.com
A3: I was stereotyped as too rigid, only able to follow orders. Uptight. Inflexible. #veterans #tchatBrenden Bo Wright
A3. One of the greatest challenges is managing personal aspects of professional change. #tchatMichael Clark
A3 Annoying corporate culture “speak” can be a challenge. #TchatCyndy Trivella
A3: The misconception that they are not fit to serve in the civilian ranks #tchatJen Olney
A3: Perhaps stigma meets a lack of skill understanding in the world of work. Communication breakdown? #TChatMeghan M. Biro
A3: Finding meaningful work opportunities where their unique #strengths + experiences are leveraged for good #TChatAndrew Henck
A3: Transitioning in general..job roles/family/civilian life. #tchatWilsonHCG
A3 inadequate job training. #tchatJoey V. Price
A3: Civilians. #TChatKevin W. Grossman
A3: #Vets can be viewed as different than civillians – instead of looking at how we’re the same & ready to contribute #tchatAlli Polin
A3. The transition into civilian life and work can be surreal and intensely challenging. #tchatMichael Clark
A3: Managers who do not take the time to understand a veteran’s full experience could be an impediment to vets #TChatJobsite.com
A3: Being treated as equals, instead of someone who speaks a foreign language. #TChatRobert Rojo
A3: Nature and veterans abhor a vacuum… if nobody is in charge they step in and get things done. #TChatTom Bolt
A3: This is theoretical, but the feel of the urgency behind priorities is probably subtly different? #TChatBrent Skinner
A3: Don’t forget that many Vets serve in Nat’l Guard and have extensive civilian experience, too. #tchatMark Salke
A3 Stereotypes #TchatDave Ryan, SPHR
A3: Biggest challenge is lack of a visible chain of command… Who is in charge? #TChatTom Bolt
A3: They just need to be given a chance, #Veteran work ethic is far superior to most civilians #TChatJobsite.com
A3. Military veterans need comprehensive support before-during-after civilian transition. #tchatMichael Clark
A3 #Tchat Biggest challenge is probably same one civilian employees have: Lack of proper onboarding by employer.Cyndy Trivella
A3: People don’t understand the full value of the #veteran experience and discount it #tchatAlli Polin
A3: “Civilians” are probably the biggest challenge to veterans. #TChatJobsite.com
A3: Being given an opportunity. #TChatRobert Rojo
A3: Stigma, lack of knowledge of skills, education, training of modern military members, and translation of skills, ability, traits #tchatJames Schmeling
A3: Transition to civilian life for a #veteran is extremely difficult, adjusting to different work and mgmt. styles must be insane #TChatJobsite.com
A3: Biggest challenge? understanding the changes in how business communication works. #TChatJobsite.com
A3 Biggest challenge for Veterans in the civilian world of work is getting plugged into and leveraging professional networks. #tchatJoe Sanchez
Q4:
Does long-term loyalty help or hinder the career of a veteran in today’s workplace? #tchatBrenden Bo Wright
A4: Loyal to what – to the company, the brand, the people? I think people are more loyal to people than they are to companies today #tchatSusan Mazza
A4. The #TChat Recap should be required reading for all stake holders. #tchatMichael Clark
A4. Knowing how to connect dots between worlds transforms engagement and performance #tchatMichael Clark
A4 as long as skills stay shape loyalty does not hinder your career. But make sure salary is fair vs your value. #tchatJoey V. Price
A4 They have to learn to put the oxygen mask on themselves first. #tchatKeith Punches
A4: I tend to view most loyalty is from the employee to the employer and not the other way around. #tchatRob McGahen
A4 loyalty must never take a front seat* to skill sharpening and growth. Vet or otherwise. #tchatJoey V. Price
A4: Loyalty… in a world of it’s not what you have done; it’s what have you done for me lately! #TChatRobert Rojo
A4 how are you seeing loyalty hindering #Veterans @brendenmwright #TChatPam Ross
A4. We’ve got to bring colleges, universities, trade schools into the transformational process. #tchatMichael Clark
A4.recruiters sometimes cringe when they see job hoppers but the skills they might gain could be better than a person that had 1 job #tchatAshley Lauren Perez
A4 loyalty must never take a backseat to skill sharpening and growth. Vet or otherwise. #tchatJoey V. Price
A4: Loyalty is not a hindrance…it’s an asset. #tchatJen Olney
A4. I live in San Diego, the need is immense, the funding challenging #tchatMichael Clark
A4 It should help, I would think. Why are we thinking it hinders? #TChatPam Ross
A4: I don’t see how that can be viewed as a negative… #tchatRob McGahen
A4: Loyalty is great, but what distinguishes #vets from competitors is better. #tchat #TchatAlexandra Teague
A4: With the right employer, loyalty and commitment will speak volumes #TChatJobsite.com
A4. Organizations need to be educated about what military loyalty really means. #tchatMichael Clark
A4: I have worked w/ several #Vets – excellent colleagues & are devoted and always on time. Shock, especially among #GenY #TChatJobsite.com
A4. Growth & progress is as important (or more) as loyalty today, whether you are talking about military or civilian experience #TChatBob Lehto
A4: All I can say is – I sure wish I had a loyal “battle buddy” most days of my professional career! #TchatExpertus
A4: Long-term loyalty is what orgs and customers both want. For veterans, hell yea. Why is this a question? :) #TCHATChristina Brown
A4 #tchat Loyalty not reciprocated feels unjust. Employers must take care to give an honest view of their commitment to the vetMichael Leiter
A4: Just remember employers, loyalty should be a two-way street. #veterans #tchatBrenden Bo Wright
A4. People in the world of work are loyal to upward movement above all. #tchatMichael Clark
A4: The prob is that orgs don’t have the same loyalty these days as some individuals do #tchatAlli Polin
A4 Loyalty should be a big plus in hiring a #vet (there seems so little to go around these days!) {cynical smile} #tchatCASUDI
A4 For Vets loyalty = Total commitment..life-on-line. Civilians loyalty often means getting to work in time. Problem of perspectives. #TChatEnzo Guardino
A4. Sadly, I’m not sure that long-term loyalty helps veterans much less any job-seeker these days. By moving around, build a network #tchatGarick Chan
A4: Military is the most drug-free workforce in the US. Vets have higher rate of retention post-hire than general employee population #TChatTom Bolt
A4: A loyal employee is one that’s engaged in the mission and the vision – who wouldn’t want that? #tchatAlli Polin
A4. I must says that loyalty is getting harder to find . #Sendemmyway #TchatDave Ryan, SPHR
A4 Believing a company owes you loyalty or ignoring you own options is going to be a hindrance. #tchatStephen Abbott
A4: Loyalty is earned! #TChatRobert Rojo
A4: Long-term loyalty, for me, always a +. A major + if married to best-fit qualifications for the job in question. #tchatAnne Messenger
A4 Does long-term loyalty help or hinder the career of ANY employee these days? #rhetorical #tchatSteve
A4: Who woulda thunk loyalty could ever be negative? But it can be if #vet doesn’t see bad situation. #tchatBrenden Bo Wright
A4. Military veterans are trained to think team first, world of work often me first. #tchatMichael Clark
A4 Nothing better than a loyal employee…valued, rare. #TchatMarla Gottschalk PhD
A4 Where I come from loyalty will never hurt you #TchatDave Ryan, SPHR
A4 Long-term loyalty is never a hindrance for anyone’s career. #tchatStephen Abbott
A4: Both. Helps because employers recognize loyalty. Hurts because career growth becomes stagnant #tchatChance Casas
A4. Long-term loyalty’s dead in the world of work. #tchatMichael Clark
A4: Long-term loyalty could also be interpreted as unwillingness to change or grow in a quickly developing company #TChat Sad, but true.Jobsite.com
A4: For company: Most loyal employees you can hire. For Veterans: Learn to look beyond today and don’t be guilty of blind loyalty. #TChatTom Bolt
A4 #Tchat LT loyalty can help with being accepted and being team a member. Can hinder b/c they R not exploring better opptys.Cyndy Trivella
A4: Long-term loyalty could be seen as a hindrance by hiring manager, might show inflexibility #TChatJobsite.com
A4: It helps and shows employers dependability and dedication. #tchatWilsonHCG
Q5: How can HR/recruiting tech help internally assess and translate veteran assets to employers? #tchatBrenden Bo Wright
A5. Leaders, HR, tech all have priceless expertise to contribute. #tchatMichael Clark
A5 HR professionals know exactly what it takes to be successful in the world of work. #tchatMichael Clark
A5 help #vets learn to speak the civilian language, and translate their skill sets to something companies can understand #tchatChance Casas
A5: Recruiters should understand that many military folks are active on social media on their tours. Seek talent & depth! #milblogs #TChatExpertus
A5 I find HR professionals to be dynamic and helpful, eager to guide and support. #tchatMichael Clark
A5. HR people and military people share a dedication to service and people. #tchatMichael Clark
A5 tech wont differentiate vet skills unleaa vets consistently rate high on personality assessments and leadership assessments. #tchatJoey V. Price
A5: A reputation for hiring and successfully utilizing Vets’ skills might go a long way in employment branding… #tchatMark Salke
A5 By converting experience & skills expressed in military terminology to language relevant to civilian job & using video to show fit #tchatTim Barry
A5: Carefully construct and publish roles and responsibilities for positions – be clear of expectations and requirements #TChatKathy Herndon, GPHR
A5: We HR & recruiter types owe it to the #Vet community to understand what a Vet brings to the table. Who is ready to try? #TChatBob Lehto
A5: Be intentional about #veteran outreach – don’t just expect them to pop up in the ATS and get hired #tchatAlli Polin
A5. Via SoMe, connect military veterans with top teachers of workforce skill sets. #tchatMichael Clark
A5 its not HRs fault. So many companies lack succession plans and career dev
elopment. That is a senior leadership decision. #tchatJoey V. Price
A5: Include #veteran outreach and hiring in your workforce plan. Then do it. #tchatBrenden Bo Wright
A5 Often, HR focus is on Veterans’ tangible skills like security. Know & understand applicability of intangible skills as well. #tchatJoe Sanchez
A5: Use #SocialMedia to learn from one another – look at the success of this chat! #TChatKathy Herndon, GPHR
A5. Organizations must be given incentives to hire military veterans. #tchatMichael Clark
A5. Accessible education, training and development are critical. #tchatMichael Clark
A5: Take your orgs #veterans with you to military job fairs. Don’t just sent ur recruiters. #tchatBrenden Bo Wright
A5: By getting vets placed in positions where they can succeed with the skillset they bring to an organization, not to fill a quota #tchatChance Casas
A5: I think only an HR or recruiter that is a Vet will understand what a Vet brings to the table. #TChatRobert Rojo
A5: Tell them “Follow me” and then don’t be surprised. Tell them to lead and you might be surprised. #TChatTom Bolt
a5. HR builds bridges between organizations and military veterans. #tchatMichael Clark
A5: How about involving a #veteran in the interview process? Hmmmm? #tchatBrenden Bo Wright
Yes! “@MRGottschalk: Brilliant – @TomBolt: A5: Provide new hires with former military mentors early on in their career. #Tchat”Mila Araujo
A5 I will hire life experience over college degree any day #tchatRobert Moore
A5: Skill assessments and performance reviews are not only for #vets but will help orgs better translate & appreciate #tchatAlli Polin
A5 Charge your existing veterans with leading a mission to develop a program for your company #tchatSteve
A5) Learn to understand and translate military language into business language. #tchatTim McDonald
A5. help them find examples that will work well with specific behavioral interview questions #tchatAshley Lauren Perez
A5: Some of the most successful ppl I know w/o degrees are #Vets who were trained in service #TChatNancy Barry-Jansson
A5: Training is no only for the veteran. Co-workers who are non-vets are a key part of the success story. #TChatTom Bolt
A5 #tchat assessing vets skills requires a deep appreciation of ability w/o the prop of credentialsMichael Leiter
A5: If one solid vet hire is made because an HR Dept or Recruiter took the time to learn about cross skills? #GoodInTheWorld #TChatJobsite.com
A5: Create channels to link #vets with internal mentors to ease transition #tchatJen Olney
A5: Get involved. We’re hosting #OpTrans, which is completely free for all veterans, spouses and active military about to transition #tchatWilsonHCG
A5 Many traditionally attractive attributes have fallen by the wayside in today’s work culture. Like Loyalty & Integrity #tchatMark Salke
A5: Competencies and proven problem solving ability or specific experience? #veterans #tchatBrenden Bo Wright
A5: Look at top skills/strengths against experience – think orgs may be surprised by #vets range of skills & impact #tchatAlli Polin
A5: Use tech configuration to protect against discrimination. #TChatKathy Herndon, GPHR
A5: Get in touch with orgs that assist vets in finding work – they will have vital information for the recruiter and Hiring Manager #TChatJobsite.com
A5 REALLY like the idea of Ex-Military Mentors !! Anyone know of any Orgs or associations like this? #tchatKeith Punches
A5: Employees should use valid and reliable skill and experience assessment for all who apply. Simulations depending on jobs. #TChatKevin W. Grossman
A5. HR may be the most essential player in making this transition successful for military veterans. #tchatMichael Clark
A5 Folks in HR/recruiting need to become COIs at the local recruiting stations – they’ll learn very quickly #tchatSteve
A5: OPEN up communication channels and *create opportunity* for #Vets #Veterans to share their personal brands! #TChatMeghan M. Biro
A5 Use the STAR system for interview and equate that to a company problem or challenge. #TchatCyndy Trivella
A5: Seriously assess the college degree requirement. Is is really required? Big roadblock for hiring enlisted vets. #tchatBrenden Bo Wright
A5: Provide new hires with former military mentors early on in their career. #TChatTom Bolt
A5 HR should learn military language for skills. It changes less often than corporate skill naming trends. #tchatStephen Abbott
A5: Target military candidates! Like other classes of people. And consider it a patriotic duty to coach them and hire them. #TChatTom Bolt
A5. what @wilsonhcg is doing – help them get their resumes looking good so recruiters can easily see how they fit within their org #tchatAshley Lauren Perez
A5 Military must be GR8 listeners. Emphasize their listening and information-retention skills. #TchatCyndy Trivella
Jumping the gun on A5: Same as w/civilians? #TChatBrent Skinner
The long-term unemployed get airtime and programs to help them retrain and find new career paths. Millennials looking for the first big job, and a way to pay school loans, draw lots of attention. But we could probably spend much more time, as a society, talking about military veterans and the challenges they face reentering the civilian workforce.
Vets have tremendously strong skill sets. Depending upon their service, they may have skills such as people management, logistics, mechanical engineering, IT, aircraft repair, med tech, civil engineering/construction, language arts and more. Most importantly, they understand teamwork and the practical, rather than theoretical, value of collaboration. So why is it so hard for them to come home to civilian jobs?
The country faces huge cuts in its defense budget. The government is trying hard to wind down one war, and equally hard to avoid formal engagement on other fronts. Caught in the middle are tens of thousands of servicemen and women — and their families — who may need a slot in a shaky civilian economy. What can we do to help them? How can we best manage them? What skills do we, as leaders and HR people, need to refresh or acquire to accommodate our veterans in today’s world of work?
These are tough questions, practical and pressing concerns. And we’re going to take them on this week on #TChat. Here are a few questions to guide our discussion:
Q1: US legislation is creating skill certifications for military experience. What else could be done? Q2: What management styles work best when leading an employee with military experience? Q3: What’s the biggest challenge for veterans in the civilian world of work? Q4: Does long-term loyalty help or hinder the career of a veteran in today’s workplace? Q5: How can HR/recruiting tech help internally assess and translate veteran assets to employers?
You may not know anyone who served in a war, and you may not know much about the Korean conflict or the Vietnam War. That’s OK. Just do some research — i.e., talk to your parents, uncles, aunts and friends. Then, join us for a very special #TChat this Wednesday, Nov. 7, at 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are).
We’re not afraid to take on difficult topics, and we know you aren’t either. Our guest moderator this week is Brenden “Bo” Wright (@BrendenMWright), director of information technology recruiting at Laureate Education and, as a veteran marine, a former nuclear, biological and chemical defense specialist. Yours truly (@MeghanMBiro) and the rest of the #TChat gang will be there, too. We look forward to Brenden’s thoughts and yours. Tweet with us!
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!
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)
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#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
Is it just me, or is the term “employee engagement” rapidly becoming a buzzword – popular as workplace window dressing, and perhaps sexy to say, but lacking in substance? If so, I think it would be a mistake to let the spin doctors snatch it without a good fight. After all, there’s plenty of industrial-strength ammo available for a winning battle.
For example, hundreds of talent-minded professionals came together yesterday for a #TChat session focused on the “what, why and how” of employee engagement. The quantity and quality of interactions demonstrated significant depth, meaning and conviction surrounding this concept. Ideas were both grounded and inspiring – far from buzzword territory. (To see event highlights, watch the Storify slideshow at the end of this post.)
Engagement By The Numbers
But #TChat-ters aren’t the only ones who care about engagement. In a recent Aberdeen Group survey of 1300 global business leaders, employee engagement emerged as one of the top five business priorities. That really shouldn’t be a surprise. After all, engaged employees are productive employees – and productive employees drive business performance.
So, we know that company leaders think engagement counts. But that raises two related questions:
1) Is the term “engagement” universally understood? In a word, no. And that’s a problem, as TalentCulture’s Meghan Biro indicated in a recent Forbes commentary, outlining the “5 Whys” of Employee Engagement.
At best-in-class companies, 72% of employees rate themselves as “highly engaged.” That means, even under the best conditions, almost 30% of the workforce IS NOT highly engaged.
What To Do?
Clearly, there’s room for improvement. That’s where advice from the #TChat archives can help! Taste some of the tidbits I saw in the mix. Then for a deeper dive, check out the Storify slideshow below for full highlights. You’ll walk away with better understanding of engagement’s business value. And you might discover some useful “how to” advice along the way.
“Engagement is 11 words: ‘What do you think?’ ‘How can I help.’ ‘I trust you.'” @ValaAfshar
“…Allow failure (or forgive failure)…As long as there’s growth.” @KevinWGrossman
“Engagement is a global measure. How we do it is individualized. That’s why mgrs are CRITICAL to engagement.” @IncentIntel
“What is NOT engagement? Suggestion boxes, faceless surveys and once-per-year reviews.” @YouTernMark
“I’m not a huge fan of engagement surveys. They are mostly wasted exercise because no real study or follow through.” @afraymond
“Engagement is intellectual, emotional and physical.” @ReCenterMoment
“Engaged leaders pick up the phone when members of their teams call.” @brentskinner
“Engagement is tougher w/distributed teams. Social tools help, but we can’t rely on ‘engagement by osmosis’ anymore” @TalemetryJen
“Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the organization.” @JsarahwatsHR
That’s #TChat. Collective insights from some of the best minds in the talent and HR community – all in one place. Freely available for the taking. The lights are always on at TalentCulture.com, so come on back whenever you need another engagement fix!
Let’s Keep The Conversation Alive
If you joined last night’s forum, which ideas mattered most to you? How will you apply them? Add comments below — or if you blog about engagement let us know by posting a Twitter link with the #TChat hashtag. We’d like to share your ideas with the TalentCulture community here and via @TalentCulture.
Coming Up on #TChat
Join us next week (Wednesday at 7pmET/4pmPT), as we continue to explore the “World of Work.” Look for a full preview next Monday via @TalentCulture and #TChat. Thanks again for your interest and your contributions!
#TChat INSIGHTS: Employee Engagement or Lack Thereof?
Storified by TalentCulture · Wed, Oct 17 2012 23:49:02
My coffee is ready for #tchat http://pic.twitter.com/mTbA5We6gingerconsult
@MeghanMBiro here’s one I took a while ago while trying to work on a research paper. Yum! Margarita! #tchat http://pic.twitter.com/QZ3kLMfGsterling_amanda
#TChat one of my favorite team pics! http://pic.twitter.com/LtAmbYXpMZProhov
Q1: We hear so much about lack of #employeeengagement but what exactly is “engagement” and why? #TChatMeghan M. Biro
A1 Some people simply show up to a job and some jump in to do the work.It’s not all up to positional leaders #tchat We all can lead!Susan Mazza
#tchat A1. engagement is the weak sibling to empowerment.Mary Ann Reilly
A1: Positive contributors to org success,Motivation about the goals, and morally purposeful #TChatNissrine Ghannoum
A1 It may begin w/toxic leadership (what a term!), but engagement is an iterative cycle, can be broken @ many pts. #TChatMiriam Brosseau
A1: Empowerment drives engagement. Great things are possible when everyone is accountable to get things done #tchatAlli Polin
A1. Engagement is talent without training wheels #tchatSalima Nathoo
A1: Engagement happens when the employee and corp have a relationship where both work for each other’s future. #TChatJanis Stacy
A1 Engagement> hierarchy and stuffiness makes for poor engagement. More openess can make work fun & more efficient #TChatEnzo Guardino
A1. Engagement is the motivation to perform and the safety to express ones true self at work #tchatAmanda Sterling
A1: engagement is employee buy in. If they have not bought into the mission/vision…it will be difficult to retain or train them #TChatStewart Pratt
@MeghanMBiro A1. Engagement is people from all levels of an organization interacting and being invested in success. #TChatJason Ebbing
A1: I would define #employeeengagement as aligned organizational purpose: transparent, empowered & measurable. #TchatDavid Kovacovich
A1: Engagement is showing up fully in mind, body and spirit, bringing the best of you to your work #tchatSusan Mazza
A1 Disengagement is ultimately damaging to the ees and the organization. #TChatMarla Gottschalk PhD
A1: Engagement is part immersion & part influence. Employees feel a part of what’s going on, but can also affect what goes on. #tchatTL Frasqueri-Molina
A1. I am glad to hear engagement discussed/considered in the work place, another aspect of the real world we need to educate stds on #tchatGuy Davis
A1: Engaged employees act as if they started your company. #tchatBrent Skinner
a1. Engagement begins inside #tchatMichael Clark
A1 Employee engagement happens when businesses realize that co’s are people; some orgs take longer than others to realize #tchatClaire Crossley
A1: Engaged is being invested in the outcome for the sake of the org’s/team’s success not just for personal gain #tchatSusan Mazza
A1: Employee engagement is basically whether they give a damn or want to go home. Whether their efforts feel worth it. #tchatLisa Haggis
A1 Engaged employees care about other employees and the company they work for. #tchatAl Smith
A1 engagement is treating people like grownups and expecting them to treat you the same #TChatPaul Hebert
A1. Engaged employees feel valued and critical to an organization. #tchatTerri Klass
A1 Engagement is an emotional, values-based alignment. #tchatStephen Abbott
A1) Engagement = community #tchatnancyrubin
A1: Often there is an engagement gap because employees do not understand objectives, or the why behind what they are doing #tchatIrene Becker
A1: We’ve all been insanely busy, but not wanting to be there. #Engagement’s that, but interacting & wanting to be there. #tchatBrent Skinner
A1: Engagement makes people want to hold themselves accountable to being and doing their best #tchatAlli Polin
A1: Engaged employees care just as much about the outcome of the organization as you do. #TChatSpark Hire
A1: Engagement is giving our full attention to our teams and our employees #tchatJen Olney
A1: Engaged by heart&Mind:Loyalty, Saying good things about the org,Striving Innovation,Commitment to quality mission,Motivation #TChatNissrine Ghannoum
A1. Engagement means an alignment with employees feeling authentically connected to an org and its values. #tchatTerri Klass
A1: You’re paying attention, and you’re enjoying that. #tchatBrent Skinner
A1. Great question..its the process of keeping workers connected to the org’s goals, mission and vision. #tchatChris Fields
@JsarahwatsHRA1. Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the .. #TchatSai Krishna D.
#tchat A1 Employee engagement is also about enabling everyone to love their mission enough to play an active role in it.Bruno Coelho
A1: Engagement is allowing others to have a voice, creativity and freedom of expression, and giving them permission to crush it! #tchatSusan Avello
A1 EE demonstrates via behavior, performance & attitude:desire-loyalty-excitement-interest-passion-commitment-enthusiasm 4 job/career #TChatDonna Rogers, SPHR
A1: Meaning I dig my work, my crew and even the mother ship. I’m all in (or mostly). #tchatKevin W. Grossman
a1. Forget professional, personal, internal, external; just engage. #tchatMichael Clark
A1: Employees understanding how their particular task affects the outcome of the business, and keeping them excited about it. #tchatJoshua Barger
#tchat A1 if you truly work as a team each member is so engaged each day or project a different member may emerge as the leader.Sage Bramhall
A1. with college students engagement means activity beyond the classroom, working on campus, volunteering, student orgs, tutoring etc #tchatGuy Davis
A1: Someone who is engaged cares and shows it in everything they do as well as their way of being with others #tchatSusan Mazza
A1 – knowing why i’m here and being able to make an impact #TChatPaul Hebert
A1 Engagement is a people strategy that keeps the right employees engaged in the right position for the long haul #TChatLeAnna J. Carey
A1 Too much focus on buy-in for vision/mission & not enuf on ppl’s daily experience. Engagmnt a daily battle, not 1-time sales pitch #TchatJane Watson
A1: Engagement is connection & passion for the work & org that make people want to go the extra mile #tchatAlli Polin
A1 Engagement is an emotional commitment to your work – #TChatMarla Gottschalk PhD
A1: engagement is going beyond- a feeling of empowerment and pride in what one does. Fuels passion and curiosity #tchatMegan Rene Burkett
A1. intrinsic employee motivation, loyalty and promotion. The higher the engagement the more an ee becomes a magnet for talent #tchatJen PhillipsKirkwood
A1. Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the organization #TchatJane Watson
#tchat A1 Employee engagement is about everyone knowing the reason why they exist and why does it matter.Bruno Coelho
A1: a way to manage talent retention, hold off attrition and boost productivity and job satisfaction << SMILES? #TChatMeghan M. Biro
A1: An engaged
employee is passionate, involved in, and knowledgeable about the business – inside and out of their own realm #tchatJoshua Barger
A1 Engagement is a soft word – many meanings – dependent on context – too easy to gloss over real meaning #TChatPaul Hebert
A1: Engagement is the intangible desire to go “above and beyond” for your work #TChatAlex Raymond
A1: Engaged leaders pick up the phone when members of their teams call. #TChatBrent Skinner
Q2: Is it simply toxic #leadership that affects culture and engagement, or more than that? #TChatMeghan M. Biro
A2 Two kinds of contract: Employment and Psychological. When Psych contract gets broken engagement tanks. #tchatKeith Punches
A2: Hiring ppl that aren’t passionate about what they do, and what you do, affects engagement for all – whether they’re mgmt or not. #tchatBright.com
A2 the trad construct of jobs that separates ppl into “boxes” is antithetical to engaging-shift focus to what connects vs. separates #tchatSusan Mazza
A2: Toxic leaders are usually just lazy. Positive, motivated leaders are not toxic by default #tchatTamera RousseauVesta
a2 It goes beyond toxic leadership. Right people for the right job. Keeping people engaged. Work that is rewarding. #tchatShawn LaCroix
a2. Look people in the eye and communicate. #tchatMichael Clark
A2: It’s not the title that leads, it’s the person and if you are in a position to influence with toxic behavior you spread others #tchatJen Olney
A2: Toxic leaders come in several varieties. The leaders themselves might be the disengaged ones. #tchatBrent Skinner
A2: Folks making it sound like employees are un-empowered, scaredy cats. Toxic leaders are devastating if we let them be. #tchatTL Frasqueri-Molina
a2. Stop trying to tell people not be negative. #tchatMichael Clark
A2 So how hard is it to say – “You matter” – #TChatMarla Gottschalk PhD
A2: Engagement happens in the trenches. Great leaders empower transparency – others stay out of the way and let culture form #tchatDavid Kovacovich
a2. Dear leadership: Please be open and honest, tell employees the truth #tchatMichael Clark
A2. Toxic leaders should be banned from organizations. #tchatTerri Klass
A2—Orgs are as problematic/awesome as their people—but toxic #leadership can spread disease like dirty water if everyone drinks. #TChat (RP)Shawna Kelly
A2 It’s a lack of ability and/or commitment to make sure people know how and why they matter HERE AND NOW #tchatSusan Mazza
A2: When people are connected to clients, colleagues, inspiring work – the damage from a toxic leader is less but not gone #tchatAlli Polin
A2. No, that no the only thing…internal and external forces are kill engagement…hiring practices and compensation packages .#tchatChris Fields
A2 Leaders of culture selfless, they acknowledge that it doesn’t matter who gets the credit, and teach this to their followers. #tchatMark Clements
A2 Toxicity needs to be neutralized at the training stage otherwise the venom grows stronger with age #TChatEnzo Guardino
A2: Toxic #leadership isn’t the only thing which affects culture & engagement but may be enough for killing both. #TChatJanis Stacy
a2. People must learn how to transform toxicity into enhanced engagement, performance and productivity. #tchatMichael Clark
A2 In toxic environments, it’s impossible to challenge orthodoxies – which is a characteristic of healthy organizations #TChatLeAnna J. Carey
A2: The rotten apple in the barrel syndrome. One toxic leader among other leaders can bring the org down. #TChatTom Bolt
A2. Trickle down effect. If the leader cannot even be engaged or positive, how can employees? Lead by example. #TchatLexie Forman Ortiz
A2: A toxic culture is more devastating than a toxic leader. The nearer to the top of the org chart the more harmful to engagement. #TChatTom Bolt
A2. we look up to leaders, it’s never a good sign if your leader isn’t engaged. it’s all about the energy #tchatAshley Lauren Perez
A2 I believe it’s more, you can have great leadership but despite that, a team & peers that suck the life out of you #tchatClaire Crossley
A2: No way! You can make toxic hires too. Used to run large call center. Only takes a few to infect others w/ sinister attitudes. #TChatStephen Van Vreede
A2 A lack of alignment with engagement, organizationally, as well. Rewards, etc. #TChatMarla Gottschalk PhD
A2: Toxic “employeeship” sometimes causes the lack of #engagement. #tchatBrent Skinner
A2: One good leader can’t fix culture and engagement on their own. They need cooperation within the org for any change to stick #tchatRebecca Jo Luke
A2: Any number of factors can break down engagement in the ecosystem that is your culture. Leadership is a big one. #tchatLisa Haggis
A2: I’ve seen how a group of committed, engaged employees overcome toxic leader, so it’s just not the leadership that is influential #tchatTL Frasqueri-Molina
a2. Typically, the higher you climb in an organization, the less likely you are to think you’re wrong about anything. #tchatMichael Clark
A2: Toxic leadership hurts but so does lack of career path, unclear vision, lack of community… #tchatAlli Polin
A2: The expectations of excellence and commitment start at the top #tchatJen Olney
A2. I do think we can have idealized, unrealistic view of engagement. Not possible for everyone, everyday to be engaged. TPS reports? #TchatJane Watson
A2. #Leadership can affect culture but so can toxic employees, I have seen both #tchatGuy Davis
A2: Toxic leaders can certainly derail engagement and the company as a whole, but even good leaders can have disengaged employees. #tchatSabrina Baker
A2: Toxic leadership is the #1 problem in business. Gr8 cultures can’t exist within such environments. #TChatJohn R. Bell
A2: it’s self awareness, it’s being a fit- alignment with the role and culture, it’s stimulating dialogue. Many factors in ee #tchatMegan Rene Burkett
A2 Either toxic leadership, or weak leadership that allows toxic activity within the organization. Either way, it’s about leadership. #tchatStephen Abbott
A2: Toxicity can leech into our engagement supply from all over the frickin’ place. #tchatKevin W. Grossman
A2: It’s toxicity at all, regardless of where it comes from – leadership or folks on the line – we’re all a part of the ecosystem #tchatTL Frasqueri-Molina
A2: The top leaders set the tone and their level of engagement is palatable throughout their organizations. #tchatJen Olney
A2. it plays a part, especially if leadership kills any chances for employees to be engaged on their own #tchatAshley Lauren Perez
a2. I call employee break rooms toxic waste dumps #tchatMichael Clark
a2. Every person must become responsible for toxic words, emotional states and reactions. #tchatMichael Clark
A2. Definitely a big factor, but org structural issues (excess bureaucracy, limited communication/collaboration) major culprits too #TchatJane Watson
A2: Everything moves from the top down. Toxic leaders derail engagement, but ther are other factors also. #tchatIrene Becker
A2: Toxic leadership / toxic coworkers can shrivel employee engagement. If it isn’t pleasant, nobody’s gonna be excited 2 b there! #tchatDawn Rasmussen
A2 engagement is a choice – not a reaction #TChatPaul Hebert
#tchat A2 Leadership is the one thing that affects everything. Leaders help answer the question: why should I put my Heart+Soul into this?Bruno Coelho
A2 leadership only one part of culture- other part is the empls – they have responsibilit
y too #TChatPaul Hebert
A2: Toxic leadership is definitely a huge contributor, as leaders set the tone, but EE apathy can make it spiral out of control #tchatJoshua Barger
A2 Two kinds of contract: Employment and Psychological. When Psych contract gets broken engagement tanks. #tchatKeith Punches
A2 Broken unspoken employment contract between comps and ees created the prob IMHO #TChatPaul Hebert
Q3 Are stretch assignments and risk-taking important to employee engagement? Why or why not? #TChatMeghan M. Biro
@MeghanMBiro #tchat A3: idle hands are the devils playgroundBurke Allen
A3. May depend on who you are classing as employees – all those who work on behalf of an org, or just those on the perm payroll? #tchatBelinda Johnson
A3 if you are there 40+ hours a week you might as well do a good job and help others #tchatShawn LaCroix
A3. Choose stretch assignments in partnership with employee and boss. #tchatTerri Klass
A3: The nine box model has room for risk takers & stretchers but still embraces others that are engaged & contributing #tchatAlli Polin
A3: Yes -your top employees want to continue to grow & it’s to your business’ benefit to let them. Calculated risks are a good thing. #tchatBright.com
A3 Stretchable = Flexible. Employees are like reeds in the wind just don’t blow too hard #tchatEnzo Guardino
A3: Blocking Social Media at work shows lack of trust, = a HUGE engagement killer! It can be so powerful in workplace! #tchatSusan Avello
a3. Engagement and growth are two sides of the same experience #tchatMichael Clark
A3. Stretch assignments made me a better pro, but I have supervised people that could handle nothing beyond the formal job descp, sad #tchatGuy Davis
A3: There is a need to celebrate even small wins, while also modeling and teaching the skill of failing fwd #tchatIrene Becker
A3 Not everyone wants “enriched” work – and that’s ok. #TChatMarla Gottschalk PhD
A3 Yes! Helps gives employees a sense of ownership & builds trust. Employers can see employees full potential as well. #TChatAmy Do
A3 but it’s balance. Do you really WANT to build a cadre of Entrepreneurs? Better lock your IP down (some would say) #tchatKeith Punches
A3 Risk taking is key to growth personally & organizationally – equipping employees w/skills results in engagement #TChatLeAnna J. Carey
A3 stretch goals require a partnership between the person asking and the person doing – when both engage success is inevitable #tChatSusan Mazza
A3: engaging organizational initiatives start with a person and a belief in positive change. No one cares if no one tries. #tchatDavid Kovacovich
A3. Stagnation leads to disengagement. #tchatTerri Klass
A3: Absolutely, challenges at work are an excellent vehicle for personal & professional growth #TChatSean Charles
A3 What doesn’t bend, breaks. (To quote Ani in an unexpected setting…) #TChatMiriam Brosseau
a3. If an employee does not feel like they can stretch and grow, they’re gone. #tchatMichael Clark
A3 if you’re not growing you’re……………………………….. #tchatKeith Punches
A3: A “stretch” assignment would need to mean that you know the #strengths + abilities of your folks. Important thing to remember. #TChatAndrew Henck
A3: Stretch assignments won’t spark a *culture* of engagement org-wide, but they might engage one disengaged employee. #tchatBrent Skinner
A3 How do you find the right stretch assignment for you or your ees? #TChatMarla Gottschalk PhD
A3: Let employees show us what they can do instead of assuming they’re not ready or able #tchatAlli Polin
A3 “stretches” will be viewed with disdain if failures outnumber successes #tchatSteve
A3 stretch assignments are a great way to hold people accountable for being and doing their best #tchat ppl doing great work are engagedSusan Mazza
A3: They’re important to a) employee development which is important to b) employee engagement. If no a), then fire b). #tchatKevin W. Grossman
A3. Risk taking can be just what the doctor ordered if an individual and their boss partner together. #tchatTerri Klass
A3 stretch assignments are first and foremost opportunities to make the entire company better #tchatSteve
A3: it depends on the employee and what is going to help each individual get the best results. #TChatSpark Hire
A3. A stretch assignment helps talent grow into their leadership skin. #tchatSalima Nathoo
A3 It’s always very positive to find out that you can do (be) way more than you ever thought possible ~ stretch & risk > #tchatCASUDI
A3 Huge believer in the stretch assignment – how else to you challenge what you have “under the hood”? #TChatMarla Gottschalk PhD
A3 if I’m not challenged it’s not a good day. #tchatKeith Punches
A3: Risk taking is important in cultures where failure is accepted… otherwise, fear will rule & engagement even lower #tchatAlli Polin
A3: Employees who want to be challenged will accept it, but careful not to impose the assignments – they have to be willing to engage #tchatJen Olney
A3. Stretch assignments can really motivate people to perform at a higher level and grow in their career. #tchatTerri Klass
A3 Any org culture that is focused on learning + growth will encourage + equip folks to take risks (new role/project/etc.). #TChatAndrew Henck
A3. playing it safe is not progression. we are human- we progress. our needs to be engaged change. we need to risk to discover. #tchatAshley Lauren Perez
A3. Yes, in that they’re features of orgs that trust employees, are not overly rigid, place value on employee learning & innovation #TchatJane Watson
A3: Challenging employees to go outside of their comfort zone increases engagement but not tossing in the deep end of the pool 2 swim #TChatTom Bolt
A3: Stretch assignments and risk taking are important for some, not others but does let mgmt know the character of the employee! #TChatJanis Stacy
A3: YES! Employees want to be challenged and grow. Nobody likes dead ends #tchatAlli Polin
A3 Stretching employees that are willing and eager to develop is fantastic. The challenge is stretching complacent employees #tchatShawn LaCroix
A3 risk taking is required for learning and growth – seeing progress is #1 thing for engagement #TChatPaul Hebert
A3: IMO it’s a good indicator of engagement if an EE is willing to go outside their comfort zone for what they believe (the company) #tchatJoshua Barger
A3 stretch assignments signal trust and value #TChatPaul Hebert
Q4: What can employees do to improve their own mindful engagement investment? What about leaders? #TChat #TChatMark Babbitt
A4 want to mindfully engage? get CURIOUS, especially about the people you work with — they are always so much more than u see.#tchatSusan Mazza
a4. Do you know how to show love for someone in a professional manner? #tchatMichael Clark
A4: In addition to offering suggestions outside of your area, taking the initiative and being involved in the project #tchatJoshua Barger
a4. People easily engage with people that care. #tchatMichael Clark
A4: Approach your leader as if he or she is partially a partner. Good leaders will welcome this. #tchatBrent Skinner
a4. Listening demands internal silence. Do you know how to stop thoughts? #tchatMichael Clark
A4: Message to Leaders (especially CEOs): Like life, there’s more to business than just making money. #TchatJohn R. Bell
A4 employees can choose to do work that they enjoy and that matters to them to begin with – don;t just settle for a job #tchatSusan Mazza
A4. constantly ask ma
nagers about opportunities to learn/shadow. They can point you in the right direction #tchatAshley Lauren Perez
A4. leaders need to communicate openly and honestly, the single mom with 3 kids may be as engaged as she can at that point in time #tchatGuy Davis
A4: Leaders must lead from within. …within the team, not outside it. #tchatBrent Skinner
a4. Consciously engage moment-to-moment, day-to-day, week-to-week, year-to-year life-long #tchatMichael Clark
Amen! “@SocialMediaSean: A4: Avoid workplace drama at all costs and invest time in positive relationships #TChat”Miriam Brosseau
A4 it’s easier if you OWN your piece of the process. Find ways to improve it, tinker with doing things better. “Polish your Peace”.. #tchatKeith Punches
A4. don’t let anyone make you feel like you feel like you are stuck. fight to grow and learn- everyday #tchatAshley Lauren Perez
A4: Leaders need to lose the “my way or the highway” mentality & employees need to let their voices be heard #tchatAlli Polin
a4. Learn, practice and experience power tools and real-time strategies for transforming engagement . #tchatMichael Clark
A4 technique: List your EOY goals so you can see them every day and write down each day’s progress towards these #GrowthChart #tchatSteve
A4: Offer solutions not just complaints #tchatJen Olney
A4 Listen. Actively listen. #TchatAmy Do
A4. Keep an open mind and heart. #tchatTerri Klass
A4: Employees can continue their education/learn new skills. Leaders can help them put that to use. #tchatBright.com
A4: Be a 360 degree leader – extend beyond your official title. #tchatKathy Herndon, GPHR
A4: Employees can drive results. Share ideas & solutions. Seek out opportunities. Does require strong #leadership to support #tchatErin Colleen Goodell
A4 Invest in yourself (leader or employee) by continually Learning. #tchatCASUDI
A4. First step for employees is to access if they are in the right position 4growth-if not, seek stretch position #TChatLeAnna J. Carey
A4: Be the wind beneath the wings of the team. Communicate with ALL. Sometimes the cheerleader is responsible for points scored. #tchatBeverly Davis
a4. Effective engagement does not happen by accident or good intentions #tchatMichael Clark
A4: Avoid workplace drama at all costs and invest time in positive relationships #TChatSean Charles
A4. Leaders need to set tone – ask people for their opinions (& listen to what they say); be open to alternate ways of reaching goals #TchatJane Watson
a4. Physical engagement: transforming negative reactions into creative choices, reducing stress and enhancing well being. #tchatMichael Clark
A4. take initiative. try to learn more about the company other than what their role restricts them to. network, innovate, grow. #tchatAshley Lauren Perez
#tchat A4 Just because you’re an employee doesn’t mean you’re not a leader. Who’s leading your Life? Use everything to become ALL you can beBruno Coelho
A4 at some level all employees have to think like consultants-ask “why?” often, practice #LateralThinking, spend time with customers #tchatSteve
A4. Expect more of yourself and meet it before scheduling a meeting with your manager to transfer responsibility. #tchatSalima Nathoo
a4. Emotional engagement: improving how we experience, manage, transform and communicate emotional states. #tchatMichael Clark
A4: Leaders need to ask more questions and wait for answers before filling the silence #tchatAlli Polin
A4: See question #3 — stretch assignments and risk taking. #tchatKevin W. Grossman
A4 employees Be open minded. Leaders should ask questions and listen. A lot. #tchatAl Smith
a4. Intellectual engagement: improving how we think and speak. #tchatMichael Clark
A4: Take accountability for their work,pride in their own individual leadership w/in and be willing to step up when the time presents #tchatJen Olney
a4. Everyone can learn how to effectively engage intellectually, emotionally and physically #tchatMichael Clark
A4 Open up the “engagement” conversation with yourself (then your boss.) #TChatMarla Gottschalk PhD
A4: Make the time for relationships & communication – not just cranking out the work #tchatAlli Polin
A4 if toxic environment shift focus away from pleasing management to just doing the best job YOU can do. #tchatKeith Punches
A4. Leaders need to encourage continual learning for their teams to feel engaged. #tchatTerri Klass
A4. Employees should explore how their role fits into larger org; seek out expert colleagues & learn from them; shake up routine! #TchatJane Watson
A4: Question status quo, be respectful, offer alternatives. #TChatTom Bolt
A4: Focus on personal development regardless of work culture #tchatKathy Herndon, GPHR
A4) Form a support group or start a twitter chat (just kidding….I think) #tchatnancyrubin
A4 take an active role in career and job planning – not wait for reviews and mgrs to tell what to do #TChatPaul Hebert
A4 look at your paycheck…look at the unemployment numbers…look in the mirror #tchatSteve
A4 decide what they want – what they like – where they want to be #TChatPaul Hebert
A4: Practice mindfulness before heading to work. Yes, really. #tchatBrent Skinner
A4. Employees must see learning and growing as a way of work life. #tchatTerri Klass
A4: Asking good questions is a sign of mindful engagement. #TChatAndrew Henck
A4: Employees and leaders are not always different people :) #tchatTL Frasqueri-Molina
A4: Keep lines of communication open. For ideas to be heard you have to listen first… Two way street. #TChatTom Bolt
Q5: How can technology facilitate and improve employee engagement? How can it hurt? #TChat #TChatMark Babbitt
A5: Without tech, there’d be no #TChat. But there’d still be a world of work. :-)Brent Skinner
A5: For this Engineer, Technology IS the biggest reason to be engaged at work! #TChatJanis Stacy
Precisely! @TerriKlass A5. We need to use both technology and relationship building side by side to engage. #tchatErin Colleen Goodell
A5 At this moment I’m using tech as a tool to engage. Love it. Feel connected, free to share. Tech can enhance connection, commitment #tchatExpertus
a5. People detest change and cling to comfort zones, tech is a brave new world changing by the second. #tchatMichael Clark
a5. People are more afraid of being social than understanding how to integrate tech. #tchatMichael Clark
#TChat a5: tech can limit engagement too- leaving some employees feeling overwhelmed and silencedMegan Rene Burkett
A5 Need to use the tool that fits the job- social media, tangible tech, f2f. We have them all at our disposal, must use wisely. #TChatMiriam Brosseau
A5: Saw some Yammer success stories. In my old org? It was quiet… silent… except for HR/Mktg >no engament #tchatAlli Polin
A5: Technology helps geographically dispersed teams remain engaged. That’s all I got on this one tonight. :-( #tchatBrent Skinner
A5 I would MUCH rather have a Fireside or Brown Bag Chat with the CEO than a tech solution. #tchatKeith Punches
When your attention goes to the technology not the people using the technology = watch out ~ A5 #tchatCASUDI
A5 focus on increasing connection and meaning reagardless of the tool or medium – high tech can be high touch too #tchatSusan Mazza
A5.w/o tech i’d feel like i was on an island- we even have contests (this week will be pumpkin carving)-we post pics on internal site #tchatAshley Lauren Perez<
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a5. Organizations will have to create culture and space for employees to fail and learn with customers in real-time #tchatMichael Clark
A5 Technology keeps people networked even across great distances but nothing beats eye to eye think tanking…which engagement needs #tchatEnzo Guardino
A5: a) Transparency b) Transparency ~ Careful technology is a loaded weapon #TChatSean Charles
A5 Technology allows employees near and far to connect. Downfall – focus can be lost when face-to-face due to multi-tasking. #tchatAmy Do
a5. How to effectively engage real-time via teach cannot be taught in an online course, manual or book. #tchatMichael Clark
A5: Tech should not be a place where ideas grow until leaders weigh in & brainstorming dies #tchatAlli Polin
a5. Organizations must train employees how to successfully engage customers real-time, a tremendous challenge. #tchatMichael Clark
A5. We need to use both technology and relationship building side by side to engage. #tchatTerri Klass
A5. Then there’s the ‘Engagement survey’ – can technology, data analysis make it more valuable; impactful to engagement initiatives? #TchatJane Watson
a5. Engaging via tech is a subtle art that is difficult for even the best communicators. #tchatMichael Clark
A5: My org is HUGE! But employees use Yammer to share stories, crowd source solutions – connecting like that using tech is amazing. #tchatTL Frasqueri-Molina
A5. tech helps my company communicate/stay engaged/be involved since most of us work from remote locations #tchatAshley Lauren Perez
A5 TECH Helps w scope & speed (tools) of comm & collab BUT does not replace IRL ~ if U think it does = HURT #tchatCASUDI
#tchat A5 some will use it a a vehicle to learn and produce. Someone very shy may find it easier to engage through technology but can’t hideSage Bramhall
A5: Low tech works miracles too. Remember the handshake and press the flesh. #TChatTom Bolt
A5 There are some great platforms that help facilitate, profile sharing & team building out there. (Jostle) #TChatMarla Gottschalk PhD
A5. tech can present engagement opporunities in a non-threatening way, but can also be impersonal #tchatGuy Davis
A5: Real-time collaboration & building on ideas enhances engagement through tech or not #tchatAlli Polin
a5. People face tremendous challenges communicating IRL, much less engaging via tech #tchatMichael Clark
A5: Technology can be a gr8 (tool)
A5 Used well it can connect, support knowledge sharing, collaboration. Used poorly, it can further insulate employees from each other #TchatJane Watson
A5: Tech offers tools—they only build #engagement as much as leaders/empls are willing to use them to connect, share info & listen. #TChatShawna Kelly
A5: Technology is merely a vehicle to serve our communication, it’s the technology that engages, it’s the people who use it #tchatJen Olney
A5 Excellent online support and capability can be more engaging than a poor supervisor. #TChatIan Welsh
A5: #Technology can bridge time zones, cultures, generations… #tchatKathy Herndon, GPHR
A5: Correct application of technology enhances engagement. Technology for technology’s sake misses the purpose. #TChatTom Bolt
a5. What happens in tech, stays in tech, visible forever. #tchatMichael Clark
A5: If used incorrectly, it could hurt it, but generally speaking I think it’s a great tool to keep everyone involved and connected #tchatJoshua Barger
A5. Technology can open up a world of information and people to each of us. It can be amazing! #tchatTerri Klass
A5: Technology is not the message. It is the vehicle to deliver the message. #TChatTom Bolt
A5 Technology can greatly facilitate engagement by giving employees the best equipment and trust in usage. #TChatIan Welsh
Engage this picture: Post #TChat Sunset, Mission Beach, San Diego, CA http://pic.twitter.com/C2MW4T69Michael Clark
One thing it know is true about the world of work: All business leaders say they want to engage with employees. They know it’s a way to retain talent, hold off attrition, boost productivity and support job satisfaction. However, they don’t know why engagement really matters, because they don’t know really what engagement is.
Most leaders sense that engagement is a soft skill – a skill they don’t have. You’d think that leaders in HR and other disciplines would come with soft skills built into their DNA, but that’s not the case. Many people come to HR from the risk–compliance management spectrum; not all have equal strengths, intuition or training in psychology, motivational leadership or cognitive sciences to count mindfulness as a core skill. Yet this soft skill set is needed to be an expert in employee engagement.
When you’re a direct report—even dotted line—to executive management, you’re dealing with spreadsheets, numbers, percentages and formulas. Engagement is an abstract notion and tough to measure using a formula or process analysis. It’s fine to be analytical: I am; most introverts are. But you also must have antennae up all the time for the nuances of human interchange: the averted glance, the nervous tic, the anxious re-arrangement of articles on a desk, the bold stare with irregular blinks, the pinking of complexion that reveal what a person is really feeling, really thinking. All are cues that tell a state of mind, and all tells for engagement or lack thereof.
This week on #TChat Twitter we’re going to examine employee engagement—i.e., the lack of it, the skills needed for it, the mindful state required to understand the very notion of it. It’s a controversial topic. Some of us are data-driven, and some are emotion-driven. But we all need to discuss, and attempt to understand, what drives employee engagement. So here are this week’s questions:
Q1: We hear so much about lack of employee engagement, but what exactly is “engagement” and why?
Q2: Is it simply toxic leadership that affects culture and engagement, or more than that?
Q3: Are stretch assignments and risk-taking important to employee engagement? Why or why not?
Q4: What can employees do to improve their own mindful engagement investment? What about leaders?
Q5: How can technology facilitate and improve employee engagement? How can it hurt?
Are your pumpkins out on the front step yet? Please join us Wednesday, Oct. 17, from 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) to explore employee engagement—the roles that leaders and employees alike must fill, and those that employers must be responsible for, as organizations. Peppering our conversation will be discussion of the roles that new (and old) technologies play, as well, in facilitating employee engagement.
I will moderate (look for me @MeghanMBiro). Joining us will be Kevin W. Grossman (@KevinWGrossman), the rest of the #TChat gang and, most importantly, you. Please bring your thoughts, tips and guidance to the show. Perhaps we can, together, learn a bit more about how to foster employee engagement. It’s a worthy topic.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-16 12:58:442020-05-22 14:49:20Employee Engagement or Lack Thereof? #TChat Preview
Few companies understand the value of going slow to go fast, especially in today’s inter-connected, always-on workplace. So we’re told to pick up the pace, not slow things down, to move at the speed of business. HR is often chided for not moving fast enough, especially in the recruiting and hiring process.
Here at TalentCulture World of Work, however, I wonder about the wisdom of trying to force speed across large, complex organizations comprising individuals with different skills, intellectual abilities, interests and value systems. Do the “5 Ways to Rock Star HR Leadership” require us to move as fast as the rock stars on radio live? My guess is probably not.
Then there’s the employee handbook side of things, where processes and policies are written down, ostensibly to add structure, but really to limit risk. Most adults are self-regulating creatures. Maybe 5 to 10 percent can’t manage their time well, but that small percentage forces a load of policy and process on the rest of the group. We’d argue that the more policy you have, the less trust and productivity you’ll have, but no doubt some will disagree.
So this week we’re going to look at speed — the speed of business, what HR can do to pick up the pace, and the role of metrics, measurement, technology and process in speeding up HR. Here are our questions for this week’s #TChat forum:
Q1: What exactly is the “speed of business” Why do we penalize HR for not moving at it?
Q2: “If it wasn’t for those pesky humans”: Why do we need HR to regulate ourselves?
Q3: How can leadership (including HR) help reduce need to self-regulate & create cultures of trust & productivity?
Q4: What metrics should leadership (including HR) focus on to move at the speed of business & why?
Q5: Tech only moves @ the speed of biz if humans do too, so what kind of tech helps us meet in the middle?
So if you’re into speed, or even if you’re built for comfort, not for speed, join us Wednesday night, Oct. 10, from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are) to talk about what (if anything) is needed to bring HR up to the speed of business. Yours truly (@MeghanMBiro) will be your moderator. Joining us, too, will be Kevin W. Grossman (@KevinWGrossman), the rest of the #TChat posse, and you. Fast or slow, innovator or laggard, please weigh in on our discussion. We look forward to chatting.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-09 11:52:532020-05-22 14:48:55HR Rock Stars & Business Speed: #TChat Preview
It seems fitting that the first 2012 U.S. Presidential Debate immediately followed this week’s #TChat session – especially since our discussion focused on what it takes to be a great leader.
However, I can’t resist connecting the Presidential dots. After all, the debate forum is perhaps the most visible litmus test for candidates who hope to lead the free world. It’s an executive-level job interview on a national scale. And the #TChat community knows more than a thing or two about how to attract, retain and develop great talent. So who better to outline America’s leadership requirements than our tribe?
Although we didn’t frame the discussion in political terms, there was plenty of wisdom shared about leadership qualities that matter most – not just for those who aspire to be President, but for anyone who wants to spearhead an organization, team or initiative.
(NOTE: For session highlights directly from the #TChat stream, see the Storify slideshow at the end of this post.)
What Does a Good Leader Look Like?
Last week, we offered a framework based on action…
“Leading is learning. Learning is doing. And doing is knowing. So do.”
And this week’s exchange built on that concept…
“We follow people because of who they are, not just what they do.” via Transcend Coaching
But this begs the question – how do we evaluate who leaders really are? What qualities matter most? Meghan Biro’s recent Forbes blog post suggests that we start with 5 core attributes:
Integrity
Trustworthiness
Emotional Intelligence
Openness
Motivation
Of course, other factors can come into play too. There’s no single “right way” to be a leader. Which points to another insightful comment from the stream:
“Good leadership comes in many forms, but is easy to identify…” via Valerie Merahn Simon
This speaks to two factors: consistency and visibility. Good leadership is as unique as the individuals who carry that responsibility. But continuity within an individual leader is mission critical. Otherwise followers risk losing their bearings, especially in fluid, unpredictable environments. Second, leaders must have a high tolerance for transparency – especially in a world that’s digitally connected and socially engaged. Word doesn’t just travel fast these days – it travels at light speed. As high-profile examples have proven in recent years, there are no hiding places for leaders who are less than authentic.
Not to suggest that perfection is the goal. Great leaders aren’t super heroes. They’re human beings. They’re a work in progress. Leaders are vulnerable to missteps, blind spots and lapses in judgment. But it’s how they deal with failure – their own and those around them – that often sets leaders apart.
Do Good Leaders Make a Real Difference?
We can talk endlessly about the benefits of working with leaders who are driven by character. But what does it actually mean for the bottom line?
“Research shows there is a direct connection between employee engagement and retention and long term profits.” via Don Shapiro
We’ve all known examples of those who’ve led through greed, intimidation or even incompetence. But that’s not a sustainable model – especially in workplace ecosystems, where market forces ultimately decide an organization’s fate. Poor leadership jeopardizes immediate performance. Moreover, it has implications for long-term business viability. Consider this recent item from Corporate Responsibility Magazine: “Companies with Bad Reputations Shunned Even by Unemployed Workers.” Ouch.
So, it seems that leading with character is not just a good idea. It is actually good business. Of course, it’s also good governance for nations everywhere. I, for one, hope our nation’s future leaders agree.
# # #
Highlights & What’s Ahead on #TChat
For more insights from the stream, watch the highlight slideshow below.
Also, if you’re a blogger, and this #TChat session inspired you to write about leadership, 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!
Yesterday’s session only scratched the surface of the leadership equation. In coming months, we look forward to drilling down, with deeper discussions around sidebar topics that emerged in yesterday’s exchange. Stay tuned!
SPECIAL THANKS to Susan Mazza (@SusanMazza), founder of Random Acts of Leadership and thanks to other co-authors of The Character Based Leader who joined the discussion! Developed as a collaborative effort by the Lead Change Group, this book represents the collective wisdom of 21 professionals who not only talk leadership talk, but have walked the walk across corporate environments. Their ideas and inspiration come from real-world scenarios – and are worthy of our attention.
We look forward to seeing you next Wednesday at 7pmET/4pmPT for another #TChat. Next week’s topic: “HR Moving at the Speed of Business.” Look for the Preview next Monday via @TalentCulture and #TChat. Enjoy your weekend!
#TChat INSIGHTS Slide Show: The Character Based Leader by Sean Charles (@SocialMediaSean)
@SocialMediaSean OK I didn’t do the huge hair today so this is what you get. My #Tchat game face! http://yfrog.com/odhotlcjLara Zuehlke
Live from the Hilton Garden inn Atlanta #tchat #hotelwine http://pic.twitter.com/xeoMLhXpShawn LaCroix
My dog, Paul, all chilled out for #TChat. http://pic.twitter.com/SPltdR5mJocelyn Aucoin
Q1: Have our expectations of people in positions of #leadership changed in terms of their skills, approaches, values, etc.? #tChatSusan Mazza
A1 The dramatic rise in the speed of change demands more from leaders than ever before. #Leadchange #leadrev #tchatDon Shapiro
A1: To be effective a leader must have influence with out influence we’re only left with a dictator. I’ve had a couple! #TChatRobert Rojo
Q1: I believe we are heading towards a new area where the sheer transparency in communication and will demand ethical leadership #tchatIrene Becker
A1: Leaders need to become masters of their egos. Be able to catch when ego interferes w/decision making. #tchatTony Vengrove
A1: Position no longer carries as much “automatic” influence as it once did. You have to earn it. #tChatSusan Mazza
A1: Title does not “entitle”! #tchatKathy Herndon, GPHR
A1. Our expectations have changed. We want then to not only lead but inspire and engage too. #tchatSabrina Baker
Q2: Does the character of an org’s leaders & staff matter to the bottom line? Why or why not? #TChatSusan Mazza
A2 we have to be affected by character based leadership. I don’t want to work in a morale vacuum. #tchatKeith Punches
Q2: Without character, the bottom line suffers. Just look at Enron. #Integrity is everything & #leaders set the tone. #TchatLara Zuehlke
A2: The collective character of an organization’s leaders can impact employee actions & even public perception. #tchatSalary School
A2: Character emanates from integrity – a lack of integrity in any dimension leaves an organization vulnerable to bad choices. #tChatSusan Mazza
A2: Leadership is not only responsibility, but Character. #TChatNissrine Ghannoum
A2: There’s a reason that shareholders vote on who gets to be in charge. #TChatMatt Charney
A2 Yes! Character influences behavior and culture. Trust built from that btwn clients/org fosters growth. #tchatEricka Lozano-Buhl
A2: Prospects buy from like minded culture vendors #tchatKane Frisby
Q3: What might character look like in the actions of positional leaders and others who choose to #lead through influence? #TChatSusan Mazza
Q3 – Leaders who listen & hear what rank and file say about workplace culture. If People are the drivers, they must have voice. #TChatJudy Martin
Q3 Good leadership comes in many forms but is easy to identify. Look not at the leader, but the level of motivation of the community #tchatValerie Merahn Simon
A3. Leaders as transformational forces, constantly engaging, motivating, encouraging others and self. #tchatMichael Clark
Q3: The actions of a leader are those that reflect the integrity of the organization. #tchatAndrae Rock Parker
A3: Assuming character. Positional leaders are present leaders and influential ones get the org where it should be tomorrow. #TChatJanis Stacy
A3 An honest character – admitting when mistakes are made and giving credit where it is due is essential in leadership. #tchatBusiness.com
A3: Consistent actions that align with values. #tchatJen Olney
Q4. How can leaders nurture and reward character in staff and other #leaders to have a positive impact? #TChatSusan Mazza
A4: The best reward is respect, trust and open communication. The “Golden Rule” applies to business as well. #tchatBeverly Davis
Q4: Lead by example and apply time for mentoring staff. #Leadership is both a trait & a skill so exemplifying it is teaching #tchatSunny Shao
A4 Values comprise part of our Vision statement. Leaders model the behaviors / “character” expected. #TchatRedge
@SusanMazza Q4. Gotta say this: you can be an egoic SOB and be great C level leader in large corp if you have enough business savvy. #tchatKent Osborne
A4 #leaders should ensure conditions for autonomy, mastery & purpose exist in their organizations. Best way to honor your ppl. #TChatBob Lehto
A4: Straight talk and social recognition. Everybody needs a deserved nod. #tchatKevin W. Grossman
A4 Our words matter little- but our actions reverberate in all areas. #leadership #character #tchatinTalent Consulting
Q5: How does good character underpin an org’s brand & affect how customers are treated? #TChatSusan Mazza
A5: In theory leaders character should align with corp values = brand, so will either amplify or destroy #tchatKirby Cole
Recognition is worth more than monetary rewards. Attention from a senior leader counts most. #TChatTranscend Coaching
Speaking as a resident of ILLINOIS we have learned that Leaders (w/o) character are bad & oftern go to jail #Tchat #Blog #Ryan (no relation)Dave Ryan, SPHR
We are drawn to natural leaders… fairn, high-integrity, motivational, character-based… leaders. #TChatMark Babbitt
Real leaders aren’t so wrapped up in being love with being a leader; they are more concerned about the ppl following. #tchatDawn Rasmussen
Lead with a beginner’s mindset – open, curious and free of prejudice. #tchat #leadershipVala Afshar
Leadership is a team sport. If you can’t play. get outta the way. #TChatDr. Janice Presser
Leadership is the confluence of service and courage. #tchatSalima Nathoo
The #character of leaders demonstrates to employee how to treat to others. Show your employees you embrace the #mission and #vision #tchatMichelle Z. Prohov
A5 If you look at offices/orgs with bad cust svc take a look at the leadership and I think you will find the reason #tchatGuy Davis
#tchat the only time a leader should look down at another team member is when they are offering them a hand up. #LeadershipBrad Wood
People wont follow if you lead in the wrong direction. Nor will they follow in the right direction if you lead them in the wrong way #tchatDavid Moore Ph.D
You can’t be a character-based leader if you lack strong character…if you have to, fake it ’till you make it :-) #tchatSheree Van Vreede
.@SocialMediaSean 100%! It’s amazing what you can learn from a great group of people #tChat #leadershipJobbook
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-10-04 23:28:362020-05-22 14:48:25Leadership, Visible From the Inside Out: #TChat Recap
“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
“It is not only for what we do that we are held responsible, but also for what we do not do.” – Moliere
Opportunity cost is a powerful concept. Finance 101 teaches us that inaction is the riskiest move of all. If you hide your money in a mattress, you remove yourself from the game, abandoning all hope of future return. Even worse, what happens if the mattress accidentally goes up in flames? Game over.
In business, as in life, every decision involves some risk. Each time an organization chooses to pursue Path X, it sacrifices the potential upside of Path Y or Z. But credible information can reduce that risk, and strong leaders look for reliable signals to guide their choices.
When deciding how social media fits into the workplace, leaders would be wise to watch and listen for signals from employees. These days the noise is deafening. New methods of organizational collaboration and communication are proliferating — not just through authorized corporate initiatives, but through ad-hoc efforts of workgroups and individuals who are pushing the social envelope just because they want to work smarter.
This isn’t heretical. It’s progress. It’s a by-product of human culture that’s as old as fire and as enduring as the wheel — and it was the upshot of yesterday’s #TChat World of Work exchange, as @Hootsuite HR Director Ambrosia Humphrey (@hambrody) and her team moderated a spirited discussion about social media’s role in work life.
The Big RT
Among hundreds of comments, which one registered highest on the retweet scale?
“Telling today’s employees not to use social media is like telling employees several years ago not to use the phone.”@MattMonge
In other words, business leaders, the social ship has left the harbor. Many of your employees eagerly climbed onboard, and it’s not too late to steer that vessel toward a desirable destination.
But which way to go next? We feel the pain of that question even here at TalentCulture.com, as we choose social platforms and tools that will best serve our mission, going forward. Recently, we’ve been exploring dozens of solutions to enhance workflow and internal communication, as well as tools to engage the TalentCulture community. Our conclusion? Even for a fearless crew of passionate social media advocates, the options can be overwhelming.
Sure, there’s a price for progress. The process can be messy. But even if you stumble, you’re still moving forward. And if our #TChat comrades have anything to say about it, environments where social connections are enhanced promise far more benefits than the status quo.
Bottom Line
The only rationale for standing in the way of social workplace progress is fear. But in this brave new socially-driven world of work, fear might as well be money in a mattress.
Did you miss this week’s preview? Look here — and look below for a swanky slideshow of yesterday’s many tasty tweets. We again thank our new best friends over at Hootsuite, who guest moderated #TChat World of Work with characteristic Twitter savvy: Joining Ambrosia were Ben Watson (@bitpakkit), Hootsuite’s vice president of marketing; Steve Johnson (@steve1johnson), Hootsuite’s chief revenue officer; and additional members of Hootsuite’s HR team, Sabrina Lavin and Kristine Naldoza.
Coffee is on and in the office ready to #TChat http://pic.twitter.com/a5TkAFK8Jen Olney
#Tchat Live from the Czar’s basement/mancave http://twitpic.com/awebm7Dave Ryan, SPHR
Going to get started Q.1 Social tech is valued upwards of $1.3 trillion. Where’s the greatest biz opportunity in the next few years? #TChatambrosia
Q1 Learning culture requires participation from top level management to workers at every level. Can’t just roll out without buyin. #TChatJudy Martin
A1 Knowledge / data sharing. Consolidation of services in the “cloud”. #TchatRedge
a1 social media is an invitation to co-create meaning & build engagement – both customers with a brand & employees with organisation #tchatrobbie semple
@hambrody A1: Increased innovation from workers who use & *get* #socialmedia. #tchatTara Eames
A1 Greatest biz opportunity for social? Company engagement for all externally facing employees #tchatsteve johnson
#TChat – A1: Keep your current employees more engaged, as the economy improves, more opps, so spend money to retain talent, not replace!Michael!
A1: It’s gotta be in converging all aspects of the business enterprise under a common SM brand. #tchatMark Salke
A1) Integration. Social shouldn’t require unique, stand-alone apps, must integrate into work tools. #tchatJD Dillon
a1. Social business can save and transform our planet. #tchatMichael Clark
A1 The greatest biz opportunity is for big data aggregation tools & Mobile – m-o-b-i-l-e #TchatLeAnna J. Carey
A1: The greatest opportunity in the next few years involves combining the automation of systems with the personalization of social. #TChatTalent Generation
A1. Gotta go with marketing and advertising as the BIGGEST (but not only) #tchatChris Fields
A1. Internal collaboration, info-sharing as a knowledge management tool, get knowledge in people’s heads out into the org #TChatJane Watson
Moving forward Q2. Currently only 5% of U.S. online content sharing happens on social media. Will this change? #TChatambrosia
A2: People may be afraid of negative consequences if they share something that goes against their work ethics. #TChatAuchoybur Ferane_HR
A2: Like the larger economy, what happens depends on us–*right now* we are creating the future w/our choices. #DecideThenDO #TchatNancy Barry-Jansson
A2 – push marketing to users will explode as GPS proximity to events/products /targets is fine tuned #tchatRichard S Pearson
Q2) Agree with others that it HAS to. As more companies adapt and grow it will increase. #TChatAmber Britton
Q2 Where did that stat come from? 5% #notbuyingit #TchatDave Ryan, SPHR
A2: If you’re sharing online content, aren’t you, by definition, socializing media? #TChatMatt Charney
A2: Yes, as long as it is easy to create content and share it with social. Path of least resistance wins. #TChat #tchatFaronics HR
A2: if companies want to stay relevant and current, and be where the ppl are..it has to! #tchatPlatinum Resource
A2: To succeed it has to change, we’re creatures of habit, change comes slow, #TChatRobert Rojo
A2: Social sharing habits will change depending on the behavior of how people want to interact with platforms #tchatJen Olney
#TChat A2 – Some orgs are still using #SocialMedia like web 1.0, one sided engagement. NOT the way to use it, that is NOT social.Michael!
a2. Haven’t we always wanted everything to be more transparent? #tchatMichael Clark
Q.3 How do leaders overcome perception that employees “waste” their time on social media? Definitely not #hootsuite office concern;) #TChatambrosia
A.3 Being on social is a vital part of our recruitment strategy. It is definitely not time wasted for us! #TChatHootSuite HR
Haha touché > @bitpakkit: a3) Posting what you had for lunch isn’t bad if you work for the restaurant where you ate it. #tchatambrosia
A3: Orgs need to embrace the tool and even help employees learn how to use the power of social media. Stop trying to ban it. #tchatMatt Monge
#TChat A3 Leaders need to use it to engage with customers & focus their messages to share their vision/mission.Naomi Caietti
A3 Quite frankly I learn a lot more on social media than hanging around the water cooler. Gossip never taught me a thing. #justsayin #TChatJanine Truitt
A3. A good servant leader communicates well & has transparent relationships developing your people – TRUST Social as part of that #TChatKeith C Rogers
A3: Leaders need to find value in that ‘waste.’ Turn the perceived weakness into a strength. #tchatRob McGahen
A3. Recognize employees as a sample population. Value Social Media brings to employee’s lives mirror the customer’s. #TChatThinkCEO
A3 Trust . Employees aren’t mindless, they are an asset. Of you don’t trust them they won’t trust you. Employees will surprise you #tchatArron Daniels
A3. employees won’t be wasting their time if they learn how to use it effectively. @wilsonhcg showed me how to find candidates :) #tchatAshley Lauren Perez
A3: Most leaders know the ROI of social, but do they know the value of it? #tchatRandy Thio
A3. Recognize employees as a sample population. Value Social Media brings to employee’s lives mirror the customer’s. #TChatThinkCEO
a3) Posting what you had for lunch isn’t bad if you work for the restaurant where you ate it. #tchatBen Watson
A3 If employees are being unproductive it’s usually an engagement and performance issues not a social media issue #TChatPam Ross
A3: Find examples of productive/effective/relevant enterprise social use w/in the org & showcase it. Nurture it. Reward it. Model it. #tchatExpertus
A3: Devil’s advocate alert -> Aren’t plenty of employees indeed wasting their time on social media? #TChat #tchatBrent Skinner
A3: Allowing employees a quick SM break every now and then can promote a more relaxed atmosphere at work and increase productivity #TChatSpark Hire
A3. I show my boss that I spend time on so me connecting with stds, promoting career svcs & share relevant blogs, articles with staff #tchatGuy Davis
Great discussion here. Q.4 Will social media only be valued by extroverted sharing & collaborative people? Is it an ego thing? #TChatambrosia
Spot on! @steve1johnson: A4 Social media’s value is substantial b/c it ISN’T about being extroverted. It’s about content, empathy… #tchatVicky Truong
A.4 Room for everyone. Various platforms have their spheres in #recruitment too: Twitter = public, FB = private, Linkedin = professional….ambrosia
A4: in many ways yes, but #bizsocial is more accepted than typical #socialmedia and gets everyone involved if it is a biz necessity #tchatJohn T. Lawrence
AWESOME! community, working together, feels good to be helpful @gingerconsult A4: it’s WE not ME #tchatLori~TranslationLady
A4. Social media gives individuals access to real-time info on any topic/event. Extroverted or not, you can’t deny the value in that! #tchatLaura Crawford
A4 No—asynchr. nature of #sm offers chance to compose thought—appeals to introverts. Increasing # of convos or ego isn’t only value! #tchatShawna Kelly
#TChat A4: Recognize and adapt to the cultural norm of social media or become dinosaurs sticking to legal compliance and a static brand.Avi Lambert
A4: Social media is about conversation, collaboration and filling diverse gaps that normally would be left open due to lack of info. #tchatBeverly Davis
A4 – Social media is like other communication tools, people will use it when they need it. #tchatMichael VanDervort
A4. With social media compliance becoming increasingly important in regulated industries it ll be valued by people w/ diverse natures #tchatsandrachung
Extroverts adopt early, but: @MeghanMBiro: A4: I’ve seen many INTROVERTS do very well w/ #socialmedia – It’s not a necessary skill. #TChatKeith C Rogers
@talemetry re: A4 Everyone participating on #socialmedia is collaborative; gives introverts an equal voice, too. #TChat > Smart perspective!Ian Gertler
a4 social media no different to a meeting. introverts can add value too just need to have an easy method… like buttons? re-tweet? #tchatrobbie semple
Big final Question: Q.5 What are the best social tech tools for recruiting, onboarding, learning, performance, retention & mobility? #TChatambrosia
A5) When selecting tech, my first question: “is it mobile?” If I can’t share from my phone in a movie theater, I’m not buying. #tchatJD Dillon
a.5 we launched this entire cultural initiative through our social platforms Twitter and 7Geese! http://ow.ly/dQuzY #TChatambrosia
A5. ESNs like Tibbr or Yammer or MoxieSoft… #TChatBill Cushard
A5) Twitter is my muse. I spend a lot of time in @confluence for content curation, sharing, and learning. #tchatJD Dillon
A5 Twitter &LinkedIn are gret tech tools for HR to connect, as well as provide insight. #TChatAmy Do
A5: Another GREAT tool for workspace management is @Podio. It beats Basecamp any day of the week! #TchatGwen Woltz
A5 LinkedIn is good for recruiting / learning. Blogs are great for learning / engagement. Twitter an avenue for all of the above. #TChatRedge
A5. The best social tool for reruiting is YOU! #TchatDave Ryan, SPHR
a.5 Twitter (@hoothr) has been a huge game changer in not only recruitment but also our onboarding, and cultural initiatives! #HR #TChatambrosia
Hurrah @hoothr RT @hambrody a.5 we launched entire cultural initiative thru social platforms Twitter and 7Geese! http://ow.ly/dQuzY #TChatDaveO from HootSuite
Thanks #Tchat and @talentculture @meghanmbiro for having @HootSuite on today. We’ll post a storify tomorrow. We had a brain blast! #wowambrosia
What’s Next on the #TChat Radar?
Be sure to join us next week (Wednesday 9/26, 7pmET/4pmPT) as we explore the dynamics of generational differences in the workplace — especially when older workers report to younger managers. (Read the preview post.)
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-20 14:39:392020-05-22 14:47:30Risk, Reward & The Social Workplace: #TChat Recap
Social media is fast and always changing. The pace of it all can be distracting. But it is essential to take a step back and take time to express gratitude — better yet, #gratitude. Showing #gratitude is a best-practice in social media. Here’s why:
It humanizes the business and separates the business aspect from the person behind the business.
Stronger relationships are built through appreciation and positivity toward one another.
#Gratitude is one of the reasons why social media business is developing rapidly as people connect with each other at different levels!
I’m just as much a mentee as a passionate mentor, I am learning much, much, much from all the generations every day — this whole business of social media works on the foundation of “Reverse Mentoring.” It is an honor to be nominated to these lists and recognized by other mentors in the same business. I heart Social! I’m very grateful to the amazing friendships, weekly inspiration and connections I have gained along the way.
Thank you from the bottom of my heart. I never take my valued relationships for granted. This made my week!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-18 13:29:112020-05-22 14:47:19#Nifty50 & Showing #Gratitude Social Media Best Practice
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 you ride in on your white unicorn shooting trust arrows and sprinkling culture glitter, are you the magical Chief Culture Officer?
Probably not — someone will call security or dial 911, and you’ll be hauled away quicker than most of your management colleagues can tell you how poorly you’ve been collaborating and knowledge-sharing, both of which contribute to quality workplace cultures.
And, unfortunately, that means HR folks are the not-so-magical professionals in whom management folks usually place responsibility for cultural onboarding – from recruiting, to hiring. to training, to retaining. And yet, according to a recent study by global business consultants The Hackett Group, 79% of executives were dissatisfied with HR’s collaboration and knowledge-sharing.
That was just one of many criticisms of HR, the best of the worst coming from recruiting colleagues who said their HR leaders were kinda okay, but not really. What surprises me about all of this is that organizations have decimated the people management and development budgets of the past five years, with little or no support being given to the growing number of progressive HR leaders and other executives who actually want to better facilitate cultures of trust, sharing, collaboration and learning (sans the unicorn, arrows and glitter).
Most of us in talent acquisition and management know that culture and trust fuel productivity, retention and unified business growth. And even if you don’t buy the culture line, if I don’t have anything beyond short-term affinity, then productivity will wane quickly, killing business growth.
Think about organizations today — the greater cultural ecosystem of the business is made up of full-time employees, part-time employees, flex-time employees, temporary employees, contractors, vendors, service providers, alumni, new applicants — and let’s not forget the customers. This morning on Facebook my friend Bryan Wempen, from DriveThruHR, wrote:
Just pointing out that social networking is powerful; the two way conversation is happening WITH or without you corporate america. American Airlines did a great job today being in the conversation, very nice. I always try to balance my bitchin’ and compliments about 20/80 if possible. Just kidding….LOL
Kidding aside he then shared the Twitter exchange between himself and American Airlines. Today businesses are big, messy melting pots of talent communities that spill over onto one another constantly — true talent communities in every sense of the words, offering professionals and organizations the ability to connect, communicate and collaborate.
All three activities take place not just around employer brands for the sake of branding and marketing, but also around customer service exchanges, relevant learning and developing opportunities for an organization’s entire cultural ecosystem. The bulk of it helps to elevate the 21st-century value of long-tail engagement, learning and all different kinds of growth — again, with cultures of trust fueling productivity, retention and unified business growth.
Let’s give back the tools, resources, the quivers of arrows and, yes, the glitter to the Chief Culture Officers, HR, executive management and anybody and everybody who executes on cultures of trust and fuels team-slash-work learning and loyalty. Again, thank you, Matt Monge, for your guest moderation of this important topic on #TChat. Already, we can barely wait for next week’s #TChat World of Work. Check out the slideshow below of your tweets from yesterday. Did you miss the preview? Go here.
#TCHAT RECAP: THE CHIEF CULTURE OFFICER, ONBOARDING & BEYOND
Storified by TalentCulture · Wed, Aug 15 2012 17:37:58
Snapshot of the #Tchat talk about the CCO today, via @SayZu @MattMonge @MeghanMBiro @Grant27 http://pic.twitter.com/m4tj2XMKAvi Lambert
RT @TalentCulture: .@MattMonge is moderating #TChat today at 7pmET – Who’s excited?! http://pic.twitter.com/i2gkLWyI Preview: http://su.pr/AG6XnVCathryn Perfetti
Q1: What is a Chief Culture Officer? Do they exist? If so, what is their role & why? #tchatMatt Monge
A1: CEO is de facto CCO if nobody else is appointed. Prob spreads that job too thin and disservice to org. #TChatTom Bolt
A1: It must be an incognito role meshed w/ HR Business Partner, etc. I’d like to see that advertised though! #tchatPlatinum Resource
A1 I think the CCO has to exist somewhere in the middle of HR and the C-Suite- The role cannot exclusively belong to one or the other #TChatJanine Truitt
A1 Manage message, inside/out; deep understanding of business mission, product and people; overlay on policy, assure consistency. #TChatMary E. Wright
A1: CEO of Evernote, @plibin says culture is directly tied into how the product is made and used internally #TChatSean Charles
A1 Every company has a CCO but does not necessarily go by that title. #TChatRedge
A1: The CCO bridges creative, IT and finance : the role is a master of finding patterns in the chaos of fast and slow culture #TchatAvi Lambert
A1: A CCO would be somewhat useless without a CEO/Founders and Leaders that embodies the principles/values/etc #tchatGeorge LaRocque
A1: The CCO has to be someone with power and influence. #TchatRobert Rojo
A1. Every employee should also work to keep a positive culture. #TChatInsperity Jobs
#TChat A1: Love what u r doing here. My version of CCO concentrates on culture outside the corp. U r working on culture inside? Combine em?Grant McCracken
A1 Think Google does have a CCO – responsible for various employee-centered programs. #TchatMarla Gottschalk PhD
A1: Jim Senegal, CEO of Costco. Excellent example of CEO and CCO. #TchatCatherine Chambers
Q1: What is a Chief Culture Officer? A1: A person who drives and owns the culture of an organisation, combo of HR and IC #tchatAdobe Careers APAC
A1 Culture is driven from the top – shared values. Positive or negative, it starts with the CEO #tchatMargaret Ruvoldt
A1. Hopefully someone who takes the time to listen to employees at all levels to determine what culture track would work for the co #tchatAshley Lauren Perez
A1: Where there’s culture, there’s someone “chief”ly responsible for it; CCO exists everywhere, officially or not. #TChatBrent Skinner
YOU are the Chief Culture Officer behind everything you say online & off. Take responsibility for your words & actions #tchat a1Garick Chan
a1. Couldn’t anyone in the org be the Cheif Culture Officer? #Tchat #JustSayingDave Ryan, SPHR
A1: Ideally, CCO responsibilities should be shared by all within an org. More of a behaviour than a position. #tchatCatherine Chambers
A1 Judging by the gross injustices that go on in orgs there should be many more CCO’s to make sure orgs are doing right by their EE’s #TChatJanine Truitt
A1: Chief Culture Officer is responsible for setting tone, behaviors and attitudes for the organization #TChatSean Charles
A1. CCO makes sure your cultural “fabric” is strong and helps the company’s culture shift with change. #tchatAshley Lauren Perez
A1. Agreed, the CEO should definitely be the culture champion of the company. #TChatInsperity Jobs
A1 Instigator, facilitator and regulator of the living ecosystem of values, beliefs & behaviours we call org culture #tchatSalima Nathoo
A1: Whilst CCO sounds like the top of the tree; ultimately everyone in an org is a Chief Culture Officer #tchatMelissa Bowden
A1: Culture starts with the CEO/Founders – whether they like it or not. IMO culture should be a concern for leaders in a company #tchatGeorge LaRocque
A1: The individual or collective responsible for recruiting, hiring and retaining, baby. Could be C, VP or D. But better be. #tchatKevin W. Grossman
A1: Chief Culture Officer as a “Vulnerable Visionary” or no? We are still defining! Exciting. #leadership #TChatMeghan M. Biro
A1: CCO do exist, in larger orgs, generally they are the CEO who sets the culture who is the source. #tchatJen Olney
A1. Yes they do exist, I wished more companies realized their importance though. I just spoke to a friend who dealt with bad culture. #tchatAshley Lauren Perez
A1: The culture is set by the person at the top. #tchatRob McGahen
A1: Head of HR should be CCO w/ or w/o that title. Culture is the means by which talent gets business results. #tchatJon Tveten
A1: I think the CEO is the Chief Culture Officer #TChatChina Gorman
Here’s Q2! How should the CCO facilitate and maintain employee connections, communications & collaborations from day 1? #tchatMatt Monge
A2 Think of what you want to say then what you actually tweet. Now apply the same rule to your site. #TChatRedge
A2: On Day One, #leadbyexample loudly & appropriately. Then, engage with & exercise respect for org’s employees. #TChatBrent Skinner
A2: Ensuring that employees feel like their contributions count #tchatAdobe Careers APAC
A2. CCOs should welcome employees that speak up and challenge things. Be willing to consider a change for the better. #tchatAshley Lauren Perez
A2 Culture is multi-dimensional – not always healthy. CCO would have a challenging role. #TchatMarla Gottschalk PhD
A2 There needs to be a directive that the CCO is to report any red flags in the culture no matter what. No politics or smoke screens. #TChatJanine Truitt
A2 I can teach you anything, except culture fit. Find employees who share your values and passion. #tchatMargaret Ruvoldt
A2: Leadership that is open, engaged, passionate, interested, and available will spread culture like wildfire. #tchatMark Salke
A2: Measure and communicate the impact of engagement. Make sure people know how their input has influenced outcomes. #tchatCatherine Chambers
A2 Part of the job might be monitoring the culture for changes in culture “momentum”. #TchatMarla Gottschalk PhD
A2. Hire people that are passionate about your company, culture, and/or product/service. They’ll MAKE and RETAIN positive environment #tchatAshley Lauren Perez
#Tchat A2 Combine social listening with cultural buy-in from the C-Suite 2 enable employees to be social, and respond authentically @Grant27Avi Lambert
A2 CCO’s would support the intended vision& be sure that HR can bring in new employees that would meld with the “vibe”. #TchatMarla Gottschalk PhD
A2 Be present, engage directly (walk & talk), meetings, news letters, web site #TChatRedge
A2. Stick to what you say: vision and mission. Its frustrating and confusing when a co says one thing and then does something else. #tchatAshley Lauren Perez
A2 Hold “real” town halls with the EE’s that are designed to elicit info about the state of affairs in the org. Then take action! #TChatJanine Truitt
A2 Speak with a genuine and original voice. G. Stein praised community with a “There” to it. CCO comm foster community build. #TChatMary E. Wright
A2: Lead by example, actively engage everyday and reward positive behaviors #TChatSean Charles
A2-by deeply understanding the organization and it’s contributors. that, and by being brilliant. #TChatFrank Zupan
A2 I believe the “founder” / top leaders persona and work ethic are integral to the culture – Welch, Gates, Jobs #TChat .Redge
A2: Culture is chiseled out of raw marble of peoples’ collective ambition, innovation and communication. #TChatTom Bolt
A2 Transparency in communicating. Let people make mistakes. Listen, listen, listen. #tchatMargaret Ruvoldt
A2: Facilitate employee engagement – doesn’t need to be formal, informal groups and interactions work best and probably better #tchatJen Olney
@MattMonge A2: Ask for feedback. It is all about communication and it goes both ways. Oh and LISTEN #TChatLori King
A2. Absolutely a day 1 strategy. Can be very to chg cultures (esp bad 2 better). Start right foot is key. #TChatJeremy Schmidt
A2: CCO is the silo buster! Using mission/customer as the tie that binds across functions & promoting collaboration on their behalf #tchatJon Tveten
A2 A holistic onboarding program focused on engaging, aligning & socializing new EEs #tchatcfactor Works Inc.
A2 Promote an environment where communication is wide open. Nothing kills morale more quickly than fear of saying what you know. #tchatMark Salke
A2. I also am a big believer in participative leadership style- it really opens up two-way communication #tchatAshley Lauren Perez
@MattMonge A2: Be out there. Engage. Open dialogue. Take feedback! Make things happen. #tchatChristoph Trappe
A2 Mantra: How does this communication express the culture and affect the brand. #TChatMary E. Wright
A2 The CCO has to spend a lot of time in the trenches getting to know the EE’s and understanding the culture from their perspective #TChatJanine Truitt
A2 Actions speak louder than words! #TchatDave Ryan, SPHR
A2: By leaving their office, interacting with everyone, asking questions, but more importantly, listening to the answers. #TchatRobert Rojo
A2: keep the conversation going. don’t let the “honeymoon” period end, & keep ppl engaged #tchatPlatinum Resource
A2: I think it’s as simple as communicating through all mediums: email, web, intranet, internet, social media, in person. #tchatMelissa Fairman
A2: Build trust, be genuine, LISTEN, provide structure (but not pressure), eliminate ambiguity, clarify decision making framework. #tchatKatelin Holloway
A2: By actually facilitating emp connections, communications & collaborations from day 1 formally and informally. To know is to do. #tchatKevin W. Grossman
@MattMonge A2: empower their employees and allow them to take ownership #tchatMelissa Bowden
@MattMonge A2-As a brand ambassador its important that culture is clearly defined&communicated 2me so I can convey as spokesperson #tchatEmily Kaufman
A2. CCO = Chief Conversation Officer. Ignite the conversation to influence sustainable behaviour & engagement. Let’s talk people. #tchatSalima Nathoo
#tchat A2 Business leaders should leave their desks and wonder around so they can not only catch people doing things right but also LISTEN!Bruno Coelho
A2 With sincerity. Be honest with yourself about the culture you’ve created. #tchatMargaret Ruvoldt
Q3: Cultural ecosystems of biz = employees, contractors, vendors, service providers, alumni, new applicants. True or False? #tchatMatt Monge
A3) And culture is how founder’s vision stays intact once co grows and he/she deligates control to others #tchatJonathan Kreindler
A3 Agreed. Cant be “directed” Nor constantly in committee. Created internally, by vested, talented ppl managed by smaller grp #TChatMary E. Wright
Makes sense. Then, when u think about it, makes LOTS of sense @MRGottschalk: A3 You can learn a lot about ur culture from a customer. #tchatBrent Skinner
A3) culture is the glue that controls the chaos and ensures everyone is striving for the same goal. #tchatJonathan Kreindler
#Tchat A3 The CCO and the CIO work closely together, so too with the head of HR and the CMO – Culture broadly affects the C-SuiteAvi Lambert
A3 That ecosystem has a hand in promoting your org. If it’s great they’ll champion your company and if not here comes the bad PR #tChatJanine Truitt
@avilambert @grant27 #Tchat, A3: its that inbetweenness that makes the CCO so good at employee engagement. We can speak all the languagesGrant McCracken
#Tchat A3 via @Grant27 ” The CCO’s job is to insinuate cultural knowledge into the CEO’s head.” Advancing social and digital collaborationAvi Lambert
A3: Cultural ecosystem is what you make it. Inspire your EE’s and your culture will spill over to the rest #TChatSean Charles
A3 One of our team goals was to become an employer of choice! Got problems hiring? Need to change o/s perceptions. #TChatRedge
A3) and also customers, advocates, brand champions, and influencers. #TChatFreshTransition
A3: I say True. No organization is completely self-reliant. #tchatMark Salke
#Tchat A3 via @Grant27 the CCO is an innovation agent embedded in the org, engaging slow and fast cultures, mainstream and avant-gardeAvi Lambert
A3 You can learn a lot about your culture from a customer. #TchatMarla Gottschalk PhD
A3 TRUE, I want people who visit in any capacity to wish they worked here! #TChatRedge
A3: Employees, contractors, vendors, service providers, alumni, new applicants all have an impact on the culture. #TchatRobert Rojo
A3 True! Everyone of those stakeholders affect the biz & their exp w/ the org good bad or indifferent can shatter the orgs reputation #tChatJanine Truitt
A3. I hate these T/F answers I always get them wrong (F) #TchatDave Ryan, SPHR
A3: True. Healthy high-performing culture fosters relationships, internal and external, that help get great things done #tchatJon Tveten
A3. True. Each element is important for business survival. #tchatAshley Lauren Perez
A3: T And I would add customers, prospective customers, etc. #tchatGeorge LaRocque
A3: I’m not sure I would include external biz as part of internal cultural ecosystem… #tchatTL Frasqueri-Molina
A3: Customers as well part of the ecosystems – very true. All are connected to culture #tchatJen Olney
A3 Absolutely – all groups contribute to the eco system. #TchatMarla Gottschalk PhD
A3 More true words were never spoken. #tchatMargaret Ruvoldt
A3: Can it be true and false? Culture is stirred up internally (employees) but usually spills out into the environment. #TChatTom Bolt
#tchat A3. Sure there are subcultures around the company’s context. It’s what connects everyone inside that context.Bruno Coelho
A3: True #TchatRobert Rojo
A3. It’s the present & potential. Every connection an organization has with the community is a reflection of culture in some form. #tchatSalima Nathoo
A3: Yes. #TChatTom Bolt
Q4: Who should the CCO report to & why? Who should report to them? #tchatMatt Monge
A4: The CCO reports to *everyone*. #TChatBrent Skinner
A4 The ROI for a CCO would hopefully be decreased turnover, improved morale and maybe more loyalty towards the company. #winning #tChatJanine Truitt
A4: Whatever technology keeps communication channels open, honest, interactive, and flowing! #TChatJon M
A4 I think anyone who touches employee issues or complaints needs to report into the CCO. Catch issues before the exit interview… #tChatJanine Truitt
A4 Reports to Board. Works with Dir Level HR, Mktg, R&D. Dotted line rpts are Recruiting, Marketing, HR staff Outside PR/Mkt ven
dor #TChatMary E. Wright
A4: 2 be effective CCO should report 2 the board with oversight over everyone 2 include CEO. If he reports 2 CEO might be influenced. #TchatRobert Rojo
A4. To the CEO. Why is it less important than finance, legal or comms? #tchatSelena Cameron
A4 More importantly they have to understand that they work for the employees. Not even HR can say they do this consistently. #tChatJanine Truitt
A4: CCO reports to CEO due to impact of culture across all metrics of company #tchatJen Olney
If culture is not cared about at the Board table, isn’t it just gossip? @TalentCulture: @GuyDavis02 A4 Report to the CEO #TChatEmily Gayle Aitken
A4 – CCO should report to the workforce, the dept Execs should report to the CCO #tchatcfactor Works Inc.
A4: CCO reports to #Business #Leadership and everybody else executes on the culture of trust and reports via team/work loyalty. #tchatKevin W. Grossman
A4 There is that component of remaining neutral that seems important to the role of CCO. #TchatMarla Gottschalk PhD
A4: if a distinct role – to the CEO #tchatGeorge LaRocque
A4: Everyone and Everyone #TChatSean Charles
A4 The CCO should report to the CEO. Together they must have a vested interest in creating/preserving a healthy & productive culture #TChatJanine Truitt
A4: If CCO = head of HR, then reports to CEO and manages HR dept, but influence should far outweigh reporting relationships #TChatJon Tveten
A4 Such a tricky question. Almost seems a CCO should be a conservator. Independent somehow. #TchatMarla Gottschalk PhD
A4: CCO absolutely MUST have seat at the table [forgive me for that] so should have knowledge of CEO’s thoughts, dreams & nightmares #TChatTom Bolt
A4. Certain HR prof, L&D, Org. Dev, dept. managers, and leaders should report to CCO #tchatAshley Lauren Perez
A4: CCO report to: CEO! #TChatJon M
A4 Report to the CEO because all depts make up the culture of the org #TchatGuy Davis
A4: The “CCO” (#CEO in my example) should report to the board. #TChatFrank Zupan
a4 Everyone in the organization #TchatDave Ryan, SPHR
Q5: What social HR technologies should the CCO implement to their cultural ecosystems & why? #tchatMatt Monge
A5: #SoMe tech will add horsepower to a culture that’s already good, but won’t conjure culture from scratch. #TChatBrent Skinner
A5 Simple internal comm. platform can assist w engaging ee’s The issue is getting ee’s to engage when their voice has been dismissed #tChatJanine Truitt
A5: products in the new “work management” category that drive collaboration and are truly social would be a great place to start #tchatGeorge LaRocque
A5: An electronic scorecard/impact map. Something that facilitates dialogue in addition to reporting. #tchatCatherine Chambers
A5 For me it’s less about the tech and more about the environment. Stick me with smart people who energize and watch what happens. #tchatAJ Fournier
A5 Where r UR E/Es? What has multiuse (text, media, sound, art) capabilities? Ppl integrate info differently. Need adaptable tech #TChatMary E. Wright
A5 I think it’s always about the people, before choosing tech/social platforms, and purpose/goals. Are you innovating, collaborating? #TchatCathryn Hrudicka
A5: Stop the roadblocks and embrace tech, so many cos are fearful of tech as a distraction embrace it not fear it #tchatJen Olney
A5: Mobile social technology for maximum engagement with your people. #TChatSean Charles
A5: Enterprise Social Media to promote and support cultural diffusion. #tchatMark Salke
A5: With so many to choose from, ensure that it is a platform that all if not most, employees are willing to engage in #tchatMelissa Bowden
A5: Social Gamification for sure. An #HRTech engagement helper. #TChatMeghan M. Biro
A5. I like co’s that are set up to be mobile & have different/interesting workspaces. it can really open up communication #tchatAshley Lauren Perez
A5: Tech that open pathway to clear communication, and keep the conversations flowing without interruptions. Collaborative tech #tchatJen Olney
A5 : Stronger social media referral programs 4 employees. So many untapped “talent pools” People are attracted to like minded people #TchatMichael!
A5: Social recognition and internal social media tech 100% #TChatSean Charles
A5: Start “simple” with collaboration and communication platforms/tools.. social is foundation of that #tchatGeorge LaRocque
A5: Social for collaboration and BigDataAnalytics for monitoring/managing org performance #tchatJon Tveten
A5 I think the CCO should implement #culturechat once a week as a place for open honest convo keep the compny/org real #TchatGuy Davis
A5. Go where your employees are already. #tchatJustin Mass
A5. Events or alternative workspaces to allow employees to easily come together cross-departmentally and talk to one another #tchatAshley Lauren Perez
A5 True #TchatDave Ryan, SPHR
A5. Tech such as workplace social media and gamification #tchatAshley Lauren Perez
Hashtag I Love You #TChat http://pic.twitter.com/l5cwvD2u [Pic]SocialMediaSean
**WAVES** to all you #TChat-ers out there! http://pic.twitter.com/PqlIca0ZTalentCulture
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-08-16 11:25:192020-05-22 14:45:33Cultures of Trust = Productivity, Retention and Business Growth: #TChat Recap
We wish that the world defined us only by our successes, but the reality is we define ourselves continually by our failures. We build monuments to greatness like statues and skyscrapers and sweeping internal processes, while the foundations of each are filled with poor decisions, inefficient planning, half-hearted executions and the shell casings of emotional gunfire.
In fact, we long to point out where the bodies lay lifeless, and we remain excited even after they’re removed. We want to feel better about our failures, but because societal and religious mores force those feelings to be repressed, the feelings seep out and stain like sweat rings on a hot day. Then we cover our eyes quickly as if being forced to look into that same hot sun.
Imagine dealing with this everyday, throughout the entire lifespan of each and every employee. Shatter the glass half empty at your feet and you’ve got wet shards of different sizes, from full-time to part-time to flex-time to contractor. Human resource professionals have to manage all this mess as well as facilitate and mediate the supervisors in between. It’s no wonder we’ve got so many rules and regulations around people management.
Maybe if we explored what it means to be more human on the HR job and how that pays dividends in small business and the enterprise we’d come closer to reconciling the ratio of failure to success. Maybe if we took a more holistic and transparent approach to performance management instead of transactional silos of shame we’d come a lot closer to growth Nirvana, both personally and professionally.
Thankfully that’s the way it begins — change — the movement from one state to another, from a static status quo state to a hopefully more progressive and productive state. Like moving from flat two dimensions to a vibrant three. The change begins in small groups, the sharing of new knowledge of what can be done that hasn’t been done before and the return of that “change” investment. The new knowledge fills the room, some of it permeating each exposed pore, entering the bloodstream and flooding our brains with possibility.
The possibility that our failures truly define our success and understanding the why of it all — that’s where HR can truly make a difference today: to know the business, staff the business, teach the business and grow the business, all predicated on managing the messy yet mingled bad with the good.
Join us for our first-ever World of Work live #TChat Session at the 13th Annual Illinois HR Conference & Exposition, one of the many HR Super Social Hero events that occur throughout the year. We want to personally thank Dave Ryan (@DaveTheHRCzar), Susan Avello (@SusanAvello), Donna Rogers (@DonnaRogersHR), John Jorgensen (@jkjhr), and many, many other friends who have always supported our efforts to make the World of Work more social. We certainly like hanging out with our friends in the trenches, and it all starts with #ILSHRM coming up next week, on Aug. 5-7, 2012. Our live session will be Monday, Aug. 6, from 5-6 pm CST.
In the meantime, did you miss this week’s preview? Go here, and be on the watch for more tweets and slideshows from us. You Rock!
Storified by TalentCulture · Fri, Aug 03 2012 07:38:46
…. RT @rmcgahen Who else is ready for another kick ass #tchat [today]? I know I am. http://pic.twitter.com/aVi6lREuTalentCulture
RT @SabrinaLBaker: Woo Hoo RT @talentculture: We’re amped to be #TChat-ing w/ @DwaneLay @DonnaRogersHR at #ILSHRM! http://su.pr/2mWMCE http://pic.twitter.com/sNY1MqtUDonna Rogers, SPHR
Q1: In HR & the world of work, what does it mean to do the opposite of what’s been done to spark disruptive change? #TChat RT @susanavelloSean Charles
A1: Doing something different than what was done in the past to get over staleness. #tchatRob McGahen
A1 give up control. Truly involve and engage people. Have real conversations. Trust. #tchatPam Ross
a1. Learn the job and business inside out… then look for ways to make it better. Knowledge is power. #tchatAshley Lauren Perez
A1: Change doesn’t have to be done for the sake of change, innovation is not always revolution but evolution is necessary #tchatJen Olney
A1 Is it how HR sees itself? I don’t think so. It changing the view of the “brand”. #tchatMarla Gottschalk PhD
A1: Your job is not to say no. Start with yes, then modify to fit. #TChatTrepability
@MeghanMBiro @susanavello A1 #TChat it means to #bealeaderBurke Allen
A1: Back up disruption with business case using real data, not emotional attachment to #SoMe #TChatTom Bolt
A1: Make everyone a brand ambassador, regardless of what they do, and in what capacity they do it. #tchatKevin W. Grossman
#Tchat A1 Change for the sake of change is not effective. Must have bona fide reason and facts to back it up.Cyndy Trivella
A1 Partner with people that you know think differently from you. #TChatMary E. Wright
A1: Encourages folks to think outside the box and see things differently. #TChatJess ‘Babs’ Bahr
A1: Change or disruption for its own sake is pointless. Too often we change just to do it – first determine need/rationale. #tchatDoctor Daniel Crosby
A1 keep the lawyers at arms length #TChatBill Boorman
A1-Get some skin in the game vs. policy-police. Be upfront, outspoken, and available. #HR #TchatInsperity Careers
A1: Emphasize the “social” but never lose sight of the fact that it is a business activity. Encourage innovative enhancement #TChatTom Bolt
Joining for a bit for #tchat. A1: flexibility!Elizabeth Rominger
#Tchat A1 When people re-evaluate the history of a system or procedure, often times an update or refresh is needed to the process.Cyndy Trivella
A1 make sure everyone has all the information to educate and inform rather than regulate #TChatBill Boorman
A1: Be genuine! Ppl are sick of disingenuous actions that don’t get them anywhere. #tchatPlatinum Resource
#TChat A1 – Quit trying to herd cats and start trying to motivate and inspire people.Joan Ginsberg
A1 Quash cynicism, not enthusiasm. #TChatMary E. Wright
A1: Mired in status quo? Remind ppl there are other “quos” to consider <= stupid stuff I say sometimes. #TChatTom Bolt
A1: Don’t try to “disrupt”, try to see things from a diff view, and innovation just happens. Don’t force it #tchatDeb Maher
A1 Work out how you can do things rather than why you cant #TChatBill Boorman
A1: Being an early adopter also can mean you become the SME in the field faster. #tchatDawn Rasmussen
A1 Being the innovators in the organization, not blocking it. Collaborating and sharing, not secret keeping. #tchatPam Ross
A1 Technology is reshaping the landscape to create new possibilities for shifting the paradigm. Embrace it! #tchatDawn Rasmussen
#Tchat A1 Working with the best interest of the company in mind sets the stage for credibility.Cyndy Trivella
A1 Welcome the messenger for change. #TChatMary E. Wright
A1: Keep it simple and be social first #TChatBill Boorman
A1: It means to turn the corporate hierarchy on its head every once in a while & lead from beside. #TChatBrent Skinner
A1 Being a change agent and not being afraid to go against the grain even if it means dealing with political backlash #TChatJanine Truitt
A1 think of the old quote “if you don’t like change you’ll like irrelevance even less” – never be afraid to challenge status quo #TChatmatthew papuchis
A1: Letting full-time employees take flex time when needed as long as the biz isn’t disrupted, only the status quo. #tchatKevin W. Grossman
A1 stopping crying about a seat at the table, sitting down and engaging with leaders to build business thru people #tchatPam Ross
A1. Don’t be scared to ask “Why?” Asking why is how businesses find innovative ways to work more efficiently. #tchatAshley Lauren Perez
#Tchat A1 Staying ahead of the curve on new technology for example, helps set someone apart.Cyndy Trivella
A1: Challenge is not to be an early adopter but to build bridge over the gap before everybody else. #TChatTom Bolt
A1: Actually understanding the business so you can be that “strategic partner” #tchatJoshua Barger
A1- Be out in front and be OK with it. #tchatAndrea Jenkins
A1: Stepping outside of the old/narrow admin role and becoming more active and visible in other areas of the business #tchatBright.com
A1: Always keep the business goals in mind and devise new ways to reach the objectives #TChatChina Gorman
A1: My best ideas come from closing my eyes and opening my mind in an org that let’s me dream. #tchatDeb Maher
A1. Do not accept the statement “it can’t be done.” Find a way to get it done and show the naysayers #tchatAshley Lauren Perez
A1: being an early adopter and working against stereotypes #TChatChina Gorman
You guys will love this one > Q2: What are the traits that make for a great HR pro? #tchatSusan Avello
A2: Honest, truthful and open to change! #tchatRob McGahen
A2 More important now than ever b4 for HR pros to know how market dynamics impact IT, marketing, sales, etc. competencies. #tchatJoe Sanchez
A2: #tchat HR practitioners who work in recruitment are most effective when they can point job seekers to alternative occupations.Catherine Chambers
#TCHAT A2: A person who understands the linkage between investing in people and organizational success, and who champions this cause.Catherine Chambers
A2: HR is people-marketing. #TChatTrepability
A2 Think Global, create granular. #TChatMary E. Wright
A2 A great HR pro never thinks they know it all or have done it all. They have a passion of learning and staying ahead of the curve. #TChatJanine Truitt
A2: HR pros are catalysts for change. Many gr8 leaders today but too many mired in the past. #TChatTom Bolt
a2. to know how to make employees feel like assets of the business… because, well… they are :) #tchatAshley Lauren Perez
A2 The ability to create and enforce policy without losing respect for those to whom it applies. #TChatMary E. Wright
A2: HR pros know that business is human at the core #tchatJen Olney
A2 They are on the cutting edge of organization – help leaders align talent with that direction… #tchatMarla Gottschalk PhD
A2: A great HR Pro is a business professional first with a speciality in HR #tchatJoshua Barger
A2 HR has to have the ability to see doom and gloom before it hits and be ready with solutions for their partners. #TChatJanine Truitt
A2: Start with being you. That’s pretty good, you know. Next, learn more, get practice, become an expert. #TChatTrepability
A2: Self love and love for the people of the company. #TChatSean Charles
A2 be willing to influence without glory #TChatBill Boorman
A2: Know the business, staff the business, teach the business, grow the business. #tchatKevin W. Grossman
A2: HR Pros first and foremost understand people. Businesses are “People” -> The great ones know that! #TChatDaniel Newman
A2 Someone who gets people and knows their craft, creative, can think on their feet and above all fair and ethical. #TChatJanine Truitt
A2 The ability to plan and work to plan, while retaining the spirit and ability to pivot. #TChatMary E. Wright
A2: Manage HR like a business. What do your customers need? How do I measure value, optimize? What strategic goals can I support? #tchatAlyssa Burkus
A2 A passion for people is number one #TChatBill Boorman
#TChat A2 – biz smarts, positive outlook/personality, intellectual curiosityJoan Ginsberg
#Tchat A2 When HR settles, the whole company suffers. Must have courage to stand up for what is in company’s best interest.Cyndy Trivella
A2 Ability to reach for business goals without losing sight of employee needs, wants, rights. #TChatMary E. Wright
A2 flexible to business need and patient #TChatBill Boorman
A2. the ability to see talent in people and embrace it before the business even realizes they needed it. One-step-ahead. #hiresmart #tchatAshley Lauren Perez
A2: You can’t get everything in one person so start with what you need – how does this person need to interact with people? #TChatTrepability
A2: A Great HR Pro has all the great #Leadership qualities. Perhaps #Empathy is the most important. #TchatDaniel Newman
A2: I remember an #HR pro once saying to me, “you control ethics, professionalism & integrity. Everything else is an externality.” #tchatCLOUDTalent
A2: Being HUMAN ;-) #TChat cc: @pamelamaerossBrent Skinner
A2) the best HR pros straddle the line between policies and people. Genuine interest in both and can work in both worlds #tchatKyle Irwin
A2: Empathy. Anyone can do the admin work, but connecting with emps makes you a great #hr pro. #tchatScott Williams
A2 an enabler rather than a regulator #TChatBill Boorman
A2 Flexible thinker – excellent listener – representative of the organizational “heart”. #tchatMarla Gottschalk PhD
A2. Empathy! And the ability to see potential in employees and pair it up with situations that can help them progress #tchatAshley Lauren Perez
A2: Learn to listen and learn. The true pro understands they don’t know it all <= stole that one from Plato #TChatTom Bolt
A2: no different than any other business leadership position – except mastery of the #HR body of knowledge #TChat why any different?China Gorman
A2: Lead Genuine….Be Social…Try Something New. #SocialHR #TChatMeghan M. Biro
A2- In general be open, honest, innovative and TOUGH. #tchatAndrea Jenkins
A2 – An HR Pro has to be able to rip her heart out and watch it bleed on the table! #TChat #RequiredSkillsJason Lee Overbey
#Tchat A2 A thirst for knowledge and inner directive to do what is right for the company and people it employs, along with strong biz acumenCyndy Trivella
A2: #HR #people that lead with their heart, their mind and their creativity. A balance…Always! #TChatMeghan M. Biro
A2. The best #HR pros start with business problems. #tchatJustin Mass
A2: Ability to empathize with others, HR is the gatekeepers & have to deal w/all sorts of folks #TChatJess ‘Babs’ Bahr
A2: a retentless desire to win #tchatpaul jacobs
A2 #tchat Continuous learning & an evolving mind w few fixed traits.Michael Leiter
A2: swhat you know about business needs to be as important as what you know about HR #TChatChina Gorman
A2 The ability to absorb panic and display calm in response. #TChatMary E. Wright
A2: business acumen, vision, courage, #TchatChina Gorman
Moving right along ………..Q3: How do great leaders lead in business today and why? #tchatSusan Avello
A3: By working well not just up the ladder, but down as well. #tchatRob McGahen
A3 #hrtech tool #3 @Axonify – bursts of training, gamified learning, much faster time to competence #tchatPam Ross
A3: Great leaders lead with out even knowing it. It’s the passion that leads. #tchatBeverly Davis
A3) A leader is the dealer. He needs others to play and makes sure they have a stake in the game. Solitaire is a time suck. #TChatMary E. Wright
#Tchat A3 At the end of the day, a confident & capable leader will be able to back up any decision and maintain the respect of others.Cyndy Trivella
A3- Respected leaders are thoughtful, open, decisive (they can say “No”), inspirational, dependable and real. #tchatAndrea Jenkins
A3: Seems to me, a business is all about people. Great ideas, great products, great success all flow out from them. #tchatCLOUDTalent
A3. Keep it real. I’d rather trust a person who makes mistakes and learns than someone who tries to always display a perfect version. #tchatAshley Lauren Perez
A3. I’ve heard a case made for iconic leadership, eg. Steve Jobs, Phil Jackson, Bono. Not always “serve” or get-out-of-the-way types. #tchatBob Merberg
A3: A leader is whatever (S)he needs to be in the moment. No one right answer. #tchatDoctor Daniel Crosby
A3: Spend more time listening than speaking #TChatSean Charles
A3: Positive attitude and excellent communication mixed with productive behaviors #TChatSean Charles
A3 Delegate the good jobs, too. It breeds enthusiasm. #TChatMary E. Wright
A3 – Compassion (learned that from my previous CEO – @jeffweiner ) @TalentCulture #TChatCole Fox
A3: By caring about their employees #TChatJess ‘Babs’ Bahr
A3: Sometimes, they lead from the front, & other times from behind. But mostly, #leaders 2day lead from beside. #TChatBrent Skinner
A3: Great leaders need binoculars and a rear-view mirror. And a moral frickin’ compass. #tchatKevin W. Grossman
A3) A great leader Influences. There, I said it! Influence comes through and permeates throughout the culture of the organization #tchatSusan Avello
A3 great leaders create purpose for the team. They influence behavior rather than control it. They align people with results #tchatPam Ross
A3: never stop learning + embrace change + empower employees to do the same #TChatSylvia Dahlby
A3. A leader that knows they don’t know everything and are humble enough to open up and listen to others gets a gold star from me! #tchatAshley Lauren Perez
A3: Inspiration, not perspiration. Never let em see you sweat. You won’t if you focus on inspiring. #TChatTrepability
A3: Intuition seasoned with Logic #TChatSean Charles
A3 By pulling people up ladder, not by pulling ladder up behind them. People follow passion: succession/mentoring/ display passion #TChatMary E. Wright
A3: There is NO difference between #HR and a #Leader < What if we all looked at it this way? Can you imagine? #TChatMeghan M. Biro
A3: Leaders are inspiration to others. There is no followership training so they have to come willingly. #TChatTom Bolt
A3: Leader needs to keep one eye inside the org and one on the market/biz landscape. #TChatTrepability
A3. Leaders make followers feel like they’re all in it together and that every contribution truly makes a difference. Inspiration! #tchatAshley Lauren Perez
A3: The bestest (yes) HR leaders have an eye for innovation, a thirst for process improvement, and a good dose of humanity. #tchatDawn Rasmussen
A3: Great leaders inspire civility, respect and cultivate cultures that inspire beyond just a paycheck, loyalty is revered #tchatJen Olney
A3. By showing a vision, listening and inspiring employees to lead – so they feel empowered within the company. #tchatAnita
A3: great leaders engage their people in meeting the goals of the org thru the execution of the strategy. They lead people. #TChatChina Gorman
#Tchat A3 HR needs to ask a lot of questions and listen well. That is how strategic and well-formed solutions will be developed.Cyndy Trivella
A3: have the positive attitude to lead and inspire others to greatness. #tchatPlatinum Resource
A3 #tchat Great leaders know it’s not really all about them; it’s about the othersMichael Leiter
A3: Leadership is about non-coercive influence toward an objective. If you can do that, boom. #TChatDoctor Daniel Crosby
A3: Great leaders know what needs to be done, and trusts their team to use their creativity to make it happen #tchatBright.com
A3 with passion, integrity, trust, openness, transparency #tchatPam Ross
A3 -put the right people in the right roles with the right goals then get out of their way! Surround yourself with other gr8 leaders #TChatmatthew papuchis
A3 By example. Its a trust thing. #TChatMary E. Wright
a3. they don’t just lead and expect others to follow. they jump in the crowd, socialize, listen, determine needs, and put to practice #tchatAshley Lauren Perez
A3: Great leaders of today stay open-minded and try to keep a beat on what’s going on. #tchatEmilie Mecklenborg
A3: Leaders are decisive. Followers smell weakness without looking for it. #TChatTom Bolt
A3: As an Apple alum, the leader doesn’t so much lead as set the vision & then allow all to lead from that core. #tchatCLOUDTalent
A3 great leaders know when to lead, when to manage and when to command #TChatBill Boorman
A3 #tchat Great leaders inspire respectful, creative interactions among their team membersMichael Leiter
A3: Great HR leaders translate business vision into acquisition of skilled talent that embody that vision and company culture. #tchatDawn Rasmussen
We’re at ………..>Q4: What are the cool new HR technology tools and why? #tchatSusan Avello
A4: Anything that makes information exchange better, easier and more meaningful. #tchatRob McGahen
A4 If you don’t have analytics tied to real business objectives, why measure? Imbed holistic analytics in your #HRIS #tchatDeb Maher
@pamelamaeross: A4 #hrtech tool #4 @smallimprove – socializes workplace, simplifies performance management, 360s etc great for SMB #TChatPam Ross
A4: The tech is the vehicle; the people are the power, the fuel. #TChat cc: @CLOUDTalentBrent Skinner
A4 #hrtech tool #5 the many options for internal social networks for collaboration, connection, groups, etc. #TChatPam Ross
A4 Focus on EEs, not tech- that’s where the innovation happens #tchatDeb Maher
A4 I must say- I don’t know where the Instagram thing is going in the #HR space, but the companies that are doing deserve a kudos #TChatJanine Truitt
A4 Can I be really simplistic and say how much I love Doodle? #TChatMary E. Wright
A4: Tech that gets us from transactional silos of data death to predictive insight across the enterprise (and the hall). #tchatKevin W. Grossman
A4. HR tech can be great but we need to make sure everyone is trained and utilizing it efficiently, otherwise there’s no point. #tchatAshley Lauren Perez
A4:I have grown fond of sharepoint – great way to build collaboration and sense of community – esp important in decentralized orgs. #TChatmatthew papuchis
A4: Now that the ATS is in the cloud, it can be accessed by anyone from everywhere. Hiring is now truly a team sport! #TChatSimplicant
A4: Make sure you know where you’re going before you rev up the engine. #TChatTrepability
@susanavello A4: #tchat and we have gr8 tech to help with preventing the watering down of a culture from the top to the edgesBurke Allen
A4: i don’t care about cool. I care about effective; about getting better results w/employees, customers, etc. #TchatChina Gorman
A4: I like what is getting built on Salesforce right now #TChatBill Boorman
A4: I like the HR Magazine app. Room for improvement, but saves on paper. #tchatKami McClelland
#Tchat A4 Technology needs to provide seamless access 24/7/365 to keep up with the demands of a fast-paced workforce.Cyndy Trivella
A4 #hrtech tool #1: @rypple. Helps build culture of continuous feedback, holds people accountable, shares objectives openly #tchatPam Ross
A4: Anything that helps you understand how to put teams together and make the struggling ones better. #Teamability cc: @teamingtech #TChatTrepability
A4. Social Media like Yammer and WorkSimple can be a tool too- Performance management, reward, and recognition tool #tchatAshley Lauren Perez
#Tchat A4 Any technology that can connect the dots between one piece of software and another is A+Cyndy Trivella
Last question before I go have my beer > • Q5: Where does social media make sense as an HR and recruiting tool and why? #tchatSusan Avello
A5: When you are looking for the best and brightest. #tchatRob McGahen
A5: May get some flack — for all the higher #HR functions, #SoMe works everywhere, but needs good leaders. #TChatBrent Skinner
A5: Social media helps get the word out re: co brand/culture. Tell about your great co, and they will want to work there 2. #tchatKami McClelland
A5 SoMe best tool for internal messaging of HR policies. Immediate, fetching and tracks receipt, too! #TChatMary E. Wright
A5: It gives us access to insights on candidates not available anywhere else to make better decisions #TChatSean Charles
A5 Rethink what u mean by social media in #HR.Not just twitter /FB. Internal social media: profiles,chat rooms in an #HRIS #tchatDeb Maher
A5: Social media is not a magic solution, it requires dedication and effort to be effective to engage and communicate #tchatJen Olney
A5: There is probably a best-fit social niche for most companies. #TChatTrepability
A5: Where? in use. Why? because it works. #TChatSean Charles
A5 You find talent-Sourcing. Talent finds you-Branding. Both are acts of social media. No choice. Talent hunt is now on steroids. #TChatMary E. Wright
A5 SoMe is good for branding, engagement, boosting morale-need I go on… #TChatJanine Truitt
A5- It’s good way to look deeper than just a resume. Aids in a culture fit, influence in the community etc… #tchatAndrea Jenkins
A5: #SocialHR #HRTech is NOW — We’ve been waiting and the market is here. Listen, Research and then DO. #TChatMeghan M. Biro
A5: Social media is another vehicle for communication and shouldn’t be looked at as a separate entity. #TChatJess ‘Babs’ Bahr
A5 Focus on INTERNAL Social Media-imbed in ur #HRIS just in time while ee is in a process-connect w experts in org #tchatDeb Maher
A5. SM can be a way to show how amazing a company and its culture is. This can make talent want to apply and fight to get in. #tchatAshley Lauren Perez
A5 Social media is great for showing off your brand to a huge audience. Makes people think “I’d love to work there!” Great ROI #tchatKyle Irwin
#Tchat A5 The beauty abt social is that it’s easy and it’s everywhere. Don’t need to over think it.Cyndy Trivella
A5 if your not a social business, social media wont work #TChatBill Boorman
A5 -opportunities to connect employment brand to consumer brand. Lots of orgs have gr8 customer brands w/no connection to emp. brand #TChatmatthew papuchis
A5. Not everyone is a super awesome resume writer. SM can be a saving grace if recruiters are looking at it. #tchatAshley Lauren Perez
A5: If you think #socmedia and #hr only meet at recruiting and perf mgmt, you’re missing a big opportunity #tchatAndrea
A5: When #SoMe is fully integrated into HR life, asking where it applies would be like asking where the telephone applies. #TChatTom Bolt
Social media form one of the largest and most effective networks. Optimize your message and they can work well! #tchat A5Lois Martin
A5: Recruiting using social streams to look for candidate influence, engagement, and personality / cultural fit in action. #TChatKeith C Rogers
A5. SM can bring more of a personality to go along with a resume. I’m impressed by ppl on SM vs. their resume sometimes. #tchatAshley Lauren Perez
A5: It’s all about using #HRTech Smart and Soon…Really. Do your research! #TChatMeghan M. Biro
#Tchat A5 HR needs to maintain pace with job seeker demand. If job seekers want to apply via mobile (for example) then HR needs to get thereCyndy Trivella
A5: stop talking about social media and just integrate #TChatBill Boorman
A5: As a recruiting tool, new services are developing that can help make sense of that unstructured data to uncover new talent pools #tchatBright.com
A5: Utilizing social media properly can “sell” your company for you, making recruitment of grade A candidates that much easier. #tchatScott Williams
A5. Also, it can be good for recruiters to track candidates. Resumes don’t always show all the candidate’s abilities/potential #tchatAshley Lauren Perez
A5: Social media doesn’t have to make sense. It exists. There is a high noise to signal ratio. But it isn’t going away. #TChatTrepability
A5. As I said earlier, it can be a way to do performance management #tchatAshley Lauren Perez
A5: Anywhere it works. #TChatTom Bolt
great and inspiring chat! Thanks all for my 60 minute weekly leadership course :) @susanavello #TChatmatthew papuchis
Great chat. Thanks all! #tchatCLOUDTalent
Super #TChat tonight! Thanks.China Gorman
Thanks all for another great #tchatBright.com
That was a fun first #tchat for me! Thanks guys! Hope to be back next week.Scott Williams
The #TChat community never disappoints! Thanks for another great chat – don’t forget, the #TChat stream is open 24/7. Keep sharing, people!TalentCulture
Thanks to all of you who participated in our discussion. We hope you walk away with great insight! I know I am! #tchatSusan Avello
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-08-02 11:37:252020-05-22 14:29:45HR Leadership Can Make All the Difference: #TChat Recap
HR means a lot of different things to a lot of different people. To me it’s been my career. I’m not sure how else to write this in the moment. I have a lot of respect for HR practitioners that are KICKING it in the trenches every day.
Ask someone on the street and they’ll say, “The lady who tells me I’m hired, gives me my employee handbook and sets up my benefits.” Ask someone inside a company and they’ll say, “The guy who tells me I’m hired, gives me my employee handbook and sets up my benefits.” Ask executive management and they’ll say, “The lady who tells me I’m hired, gives me my employee handbook and sets up my benefits.”
Wait, what? This cannot be….HR is so much more. And yes, this includes talent management and employer branding and…marketing and CEOs. We are all uniting and becoming social. This pretty much includes many different units in the workplace. Why we call #TChat The World of Work. It’s everyone.
Unfortunately lots of people (still) dislike HR departments and many still view them as the office caricature, the resume screener, back office administrator and compliance office police officer that nobody wants to work with, one of the grim realities HR pros deal with on a daily basis. The reality is so many more also know how to keep the hiring pipeline full, how to help deal with difficult or disruptive employees, and how to build and sustain an attractive workplace culture.
But let’s be honest: HR is usually seen less as curators of workplace culture and more as the police brought in to direct traffic or quell a riot. So how do we change it up? What can we do to be seen as core to the management team, positive influences, trusted partners committed to building a rewarding and resilient workplace?
Sociable vs Social – There’s a Big Difference
The key for HR is to become more human; to be more social. This doesn’t mean office birthday parties or the annual holiday party or having a beer with the work gang after work. What it means is that we have to stop focusing on managing risk and start focusing on creating and sustaining social interactions in the workplace — to hiring responsible and accountable employees who communicate and collaborate and all the other buzz “c” words you can think of, as well as doing their jobs (and then some) to help the business grow and thrive.
We have to drop the game face and show our human side. People, after all, work for people, follow people to jobs, leave jobs because of people. We have to be people before we can lead.
Right?
In the interests of exploring what it means to be more human on the HR job and how that pays dividends in small business and the enterprise, we’ve decided to look at what it takes to become social HR leaders in this week’s TalentCulture #TChat World of Work. From using social technologies and tools to spark disruptive change in the workplace to dissecting the qualities of leadership, we’re eager to hear what the community of chatters thinks about what it takes to be a social HR leader.
Susan Avello (@SusanAvello), someone who knows a thing or two about social HR, will be our guest moderator. Alongside her, to field your tweets, will be yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman), as well as Sean Charles (@SocialMediaSean), Salima Nathoo (@SocialSalima) and Brent Skinner (@BrentSkinner). Be sure to join us at 7 PM EST / 4 PM PDT!
This will also be a preview to our first-ever World of Work live #TChat Session at the 13th Annual Illinois HR Conference & Exposition, one of the many HR Super Social Hero events that occur throughout the year. I want to personally thank Dave Ryan (@DaveTheHRCzar), Susan Avello (@SusanAvello), Donna Rogers (@DonnaRogersHR), John Jorgensen (@jkjhr), and many , many other friends who have always supported our efforts to make the World of Work more social. I like hanging out my friends in the trenches and it all starts with #ILSHRM coming up next week August 5-7, 2012. Our live session will be Monday, August 6, from 5-6 pm CST. I’m honored to be here with many of my friends and colleagues.
Here are the questions we’ll be discussing in this week’s #TChat (and next week at #ILSHRM):
Q1: In HR and the world of work, what does it mean to do the opposite of what’s been done to spark disruptive change?
Q2: What are the traits that make for a great HR pro?
Q3: How do great leaders lead in business today and why?
Q4: What are the cool new HR technology tools and why?
Q5: Where does social media make sense as an HR and recruiting tool and why?
So join us tonight, Wednesday, August 1, and if you’re in Chicago starting on August 5, come see us at the Illinois State SHRM session! Meghan M. Biro and Kevin W. Grossman look forward to discussing the above questions with our esteemed panel:
Geoff Webb (@SocialHRGuy) and Salima Nathoo (@SocialSalima) will be our special live audience moderators — because like our weekly online #TChat, this session’s all about participation and inclusion — for everybody. Let’s be inclusive and social. We can do this.
Here’s an interesting people factoid: At least three generations are playing in the workplace sandbox today, with a fourth set to join soon. The Boomers, Gen X and Gen Y are about to welcome Gen Z, sometimes called Gen 9/11. And we have more expected to arrive in the next decade.
While the entrance of a new generation into the workplace often signals the exit of another, we don’t expect Boomers to move on to retirement as quickly as anticipated. Longer lifespans, better healthcare and a failing economy are creating unusual pressure on would-be retirees, keeping many in the workplace — and skewing the demand curve for younger workers. Plus, Boomers are a populous generation, and their sheer numbers constitute a variable contributing to these circumstances.
All of this puts enormous pressure on leadership and HR. What some may miss, however, is how much pressure it puts on workers in the multigenerational workplace. Older workers may fear layoffs designed to bring in younger, cheaper labor. They are scrambling to keep skills current. Young workers may be exasperated by mature workers who are perceived as less hip to social technologies, yet the younger ones may lack the ability and seasoning to be strategic and make good decisions.
So how do HR professionals, their leadership and other business leaders keep the peace in the multigenerational workforce? And how do they keep pace? Fresh blood needs to be coming in — even when there’s a hiring freeze. How can you ensure that everyone has access to the training necessary to keep skills current? How do you keep talent motivated for that training? A mixed team must pull in the same direction. That’s a challenge.
Join us Wednesday for “#TChat, The World of Work,” when we’ll be looking at the impact of the multigenerational workplace on leadership, HR and recruiting. Here are this week’s questions:
Q1: There are fewer jobs today for all generations, so what are we to do? Q2: How do the generations adapt their skill sets to what’s needed today in business? Q3: Who are we loyal to today? The employer, the brand, the work and/or the team? And why? Q4: What generation are you and what kind of communication and collaboration tech do you use for work? And why? Q5: How do business leaders best marshal the talents of a multigenerational team?
Again, that’s #TChat on Wednesday, May 30, from 7-8 pm ET (6-7 pm CT, 4-5 pm PT, or wherever you are). Please join us to talk about the multigenerational workforce. Marla Gottschalk, a friend of mine who happens to be an industrial & organizational psychologist specializing in corporate culture, innovation strategies and organizational change, will be your moderator, backed up by me (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman). Supporting us as we all field and respond to your many tweets will be Sean Charles (@SocialMediaSean), Salima Nathoo (@SocialSalima) and Brent Skinner (@BrentSkinner). We’ve got multiple generations on our minds, so join us. See you there!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-05-29 11:30:492020-05-22 14:18:04The State of the Multigenerational World of Work: #TChat Preview
Thank you, Michael Jackson, for your timeless lyrics; your title song lines are the theme of this week’s Top Trends in the World of Work.
“Wanna Be Startin’ Something, You Got to be Startin’ Something”
Last week’s big trend was Facebook’s initial public offering. We speculated on its share value and said our pieces on whether or not to purchase. At the end of the day, both literally and figuratively, it turned out to more of an IP“Oh”. While there was marginal movement in stock price, what is truly “share” worthy (no pun intended of course) are the movements that Facebook’s existence have created in the way we function as a global society. This HBR article captures these shifts from what I like to call 2.0 to YOU.0tm – the human potential paradigm. Individuals are evolving from consumer to co-creator. Media’s movement is from audience to community and leadership is releasing control in favor of empowerment.
The Trend: Sidelines = side stepped. You can’t play to win from the periphery – The Engagement Evolution is here.
“Do You Remember the Time…”
There are those who tell stories and those who lead them. The former are rightful magicians of words, the latter are truly memorable; they are themselves stories that are retold at others’ campfires. They are legendary. So how do you become an epic story of sorts? This Inc.com post explains it all. It tells us memorable people stop observing
and start engaging (this is what I meant by the sideline thing above). They live beyond themselves by doing social good. They build a bridge and get over themselves; they leap off the paper and into practice by exercising fearlessness. They make seemingly worthless shenanigans their mission – like being an extra in a film just for the sake of it. Truly memorable people collect experiences.
The Trend: Cookie cutter is out and awesome is in. If you want to stand out, you’ve got to stand up… for something meaningful and when you fail. Live a story worth retelling.
“I’m Starting with the Man in the Mirror…”
Great Businesses Don’t Start With a Plan – A great article and idea you think is either brilliant or completely preposterous. Ok, so what do business plans start with then? Heart. No, it’s not crazy; it’s about removing complexity in favor of cultivating a vision or bigger goal. It’s also about putting people before a plan and dreaming big but daring in manageable amounts by starting small and scaling up. Failure is okay too – but only if it’s fast. Taste the Kool-Aid by reading the article.
The Trend: The heart and fast rule of business: have a purpose, put people first and give yourself permission to live your potential.
00Salima Nathoohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngSalima Nathoo2012-05-21 17:16:362020-05-22 14:16:58Top 3 Trends in the World of Work This Week
Brand issues have been a hot button topic for us at The World of Work as of late. Employee brand has given way to employer brand —many companies find that their on-staff brand ambassadors have built huge personal brands and followings, but have failed to transfer that value to their employers. Personal branding has lost some of its shine, as pundits from the HR camp point out that personal brand cannot be allowed to trump employer brand when the force of an individual’s personal brand outweighs the messages and values of the company brand.
So, after a couple of years of tentative introduction, it’s time for brand humanizationto take center stage as a new tool to link business vision and brand, with the goal of attracting and retaining talent.
This development leads us to this question: are talent acquisition/management and employer branding in conflict? While it’s been pointed out they have at least one common goal – making companies more successful by ensuring talent is attracted, brought on board, and retained – unless they are aligned at the executive, business-vision level, you might have a train wreck in progress.
I’ve been doing some social listening, and I’ve been encountering a lot of fingernails-on-a-chalkboard examples of train wrecks. Those conducting the trains must have the ability to steer effectively; at the same time, conductors must be made aware of the paths they are supposed to follow. Effective communication between employee and employer could, in effect, stop a runaway train faster than a Westinghouse air brake.
I think there’s a lot of brand dissonance around. Consumer brands seem to navigate the shifts between business vision and talent management with more agility. This is due in part to their facility with the tools of social media and their willingness to experiment (and occasionally fail). More traditional businesses – manufacturing, tech, and what we used to call ‘industry’ – appear to have less nuanced approaches to uniting brand with business vision. While there are lots of social media companies, agencies and HR tech platforms which can solve for part of the problem, we haven’t seen a category-killer solution emerge to unite business vision, with its direct link to the bottom line, and brand, with its more tenuous and debated calculus.
So, in the time-honored tradition of #TChat World of Work, we’re going to ask you some questions about how, or if, it’s possible to unite brand and business leadership vision.
We’ll be discussing and debating the following questions:
Q1: How does business leadership’s vision translate into internal and external brand?
Q2: What’s the difference between employment branding and corporate branding? And should there be one?
Q3: Workplace culture drives employment branding. Why or why not?
Q4: Who owns employment branding, corporate branding, and the bridge between?
Q5: Does a company have to go green or donate shoes to Africa to have an attractive employment brand? Why or why not?
So wear your brand advocate hat, don your talent management spurs, and join us at #TChat Wednesday night, May 23 from 7-8 pm ET (4-5 pm PT). Join myself, @MeghanMBiro, along with @socialmediasean, @brentskinner, @KevinWGrossman, and @SocialSalima. We are also excited to be joined by our special guest moderator, @cyndytrivella. Wherever you are, be sure to tune in!
We’ll dissect the relationships – and deltas – between business vision and brand, and with your help we’ll begin to chart a path where the two imperatives achieve synergy. Be there for the big words. We’re looking forward to hearing all of your ideas on Wednesday!
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. Biro2012-05-21 16:33:442020-05-22 14:16:37Uniting Business Vision & Brand (Or Not): #TChat Preview
No rifts, but we most certainly did riff and make sweet rock and roll insight together. The folks who gathered on site of our generous hosts Talent Technology were made up of progressive HR and recruiting professionals ready to learn, share and take the lead in all things social and the world of work.
Many still struggled with convincing their leadership the value of social recruiting and social marketing and blogging and even using LinkedIn to source from, for goodness sake (which is the most embraced mainstream professional social network these days, although there were those of us who argued if it was truly social or not, but I digress).
Yes, the collective did indeed riff in one session after the other, and it all crescendoed during #TChat. Although at first there was hesitation, a groupthink holding of breath, the very fabric of time stretching at the seams, we all watched the livestream of the online #TChat stream away.
I then broke free and moderated away, and what ensued was a delightfully smart, provocative at times and sometimes heated exchange about how much of the personal and professional should we combine in our personal and professional lives. Should there be boundaries?
What we discovered is that we do all have our own boundaries of varying degrees, but when we get together live at events like this, ad hoc communities within communities form, and we do combine our personal and professional lives, solving our world of work ills from the inside out.
We’ve been spending so much arguing inside our companies of whether or not business leadership, including HR and recruiting, and including everyone down to the front line employees, should be using social media to do anything, when all along the argument should be whether the why not.
Am I right?
Click here if you missed this week’s preview, and check out the slide show below of prime-cut tweets from Wednesday’s chat. We can’t wait for next week’s conversation. Stay tuned for the preview.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-05-18 11:21:462020-05-22 14:16:04Whether the Why Not of Social HR Leadership: #TChat Recap
It’s an old television show, but some in our community will recognize “The Six Million Dollar Man” in this week’s World of Work #TChat forum.I’m a complete sucker for pop culture in all forms so I could not resist this eight track flashback (HA) blast from the past. In anything but the smallest of organizations, you simply can’t be a leader without a solid team to back you up. It just doesn’t work, which is why there are so many books, columns, blogs and tweets about leadership.
Yet leadership is an elusive trait for many people. Not everyone is a born leader, and some leaders make their teams weaker, not better, stronger or faster. You can learn leadership skills, you can read books, and you can work with coaches. Some people who aren’t natural-born leaders are fortunate and find the coach, the book, the point of view that helps them make the transition. This can work for people who are open to learning and creating behaviors that nurture this kind of career path and calling. The rest of us struggle and, occasionally, shine. Leadership is a daily walk and no two days are alike.
Of course the team is just as important. Some teams are electric; everything works. Some teams are an effort; everything is work. And some teams never click. Culture and people dynamics are flawed, inspiration is absent, management comes in too close or is absent, or (and?) matrix management fails yet again.
Oh, and we have the technology, yes. These are great tools unevenly implemented and realized, and they might not always help with team building and leadership. Let’s be honest: Most HR technology ostensibly for leaders is optimized for candidate-hunting and sourcing talent, not necessarily team building and employee engagement. That has got to change. We are getting there.
So, in an effort to address the questions we continually field from you, our community, this week’s World of Work #TChat takes on two tough subjects — teams and leadership.
(EDITORIAL NOTE: For highlights from the Twitter chat event, see the Storify slideshow at the end of this post. Thanks!)
Q1: Teams that are great on paper might still fail in reality. How do you hire a successful team?
Q2: How do leaders remain their teams’ leaders even as they work with and in those teams?
Q3: How do leaders know what to inspire in their team members and what to leave alone?
Q4: Tech can help teams, but what are team technologies’ blind spots? How does tech slow teams down?
Q5: What are the team dynamics that repel top talent? How can orgs retain talented teams?
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. Biro2012-05-01 07:09:542020-05-22 14:11:05Leaders Make Teams Better, Stronger…Weaker? #TChat Preview & Recap
NOTE this post is mine from 2010. I’m still here talking about this topic I’m passionate about. Why – You ask? Because we have more work to do. Our next Social Talent Show is tomorrow with the one and only Libby Sartain, former HR executive for Yahoo and Southwest, who will focus on these topics and share tips on how to align employee and company brand. One of my very favorite topics for many reasons.
Very often, leaders believe a company’s brand is just a marketing tool, and that it doesn’t have to do with the people working for the company. That’s exactly the opposite. The best talent will be attracted to your business because of its appealing brand, the image it conveys to the public, and your employees will want to stay and give their best because of your workplace culture.
The big tech companies understood that very early: The talent war is rampant in technology, and engineers are now attracted not only by financial aspects, but mostly because of a brand’s name, and when they do join these companies, the workplace culture is so strong, every little detail embodies what the company stands for – that employees all feel part of a kind of family.
Now I’m not saying you need to build a cult or anything like that, but workplace culture and the employer’s brand go hand in hand, becoming the best ways to attract and retain talent that is slipping away.
And that leads me to my second tip: If you have both, great, but it’s incredibly important for the employer’s brand benot only to be appealing, but also to genuinely reflect “what it’s like” to work there; otherwise, after a few months or weeks, employees will feel fooled and start looking elsewhere.
In the same manner, when a company “oversells” their employer brand in the recruiting process, leaders run the risk of losing talent in the long run due to poor communication in the recruiting, hiring, and onboarding process.
So how to avoid that? As a company, build a brand that is true to you, to what the company is really about, nothing more, and then LIVE your brand. It will be that much easier if it’s genuine, and workplace culture will get reflected in everyday life at work.
It’s a little bit like the story of a pet store that wouldn’t allow employees to bring their dogs in. Not very authentic. But if the pet store’s brand promise is the love of dogs, then everybody working there should feel that love: The company can even have a dog sitting system, or employees’ dog contests, to truly live the brand.
Build a workplace culture that is consistent with the brand displayed to the public. You can win!
That’s my take. For more on these topics, join us tomorrow with Libby Sartain, HR expert and employer branding guru, at 2pm EST and 11 am PST – Register here! Share your story and join the conversation to build the future of work!
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. Biro2012-04-24 14:53:532020-05-22 14:08:18How to Get Ahead in the Talent War
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