Engagement performance. It’s a key to learning in today’s world of work. But exactly what is it, and how can we leverage this concept to achieve desired business results?
As Michael Clark, CEO of ReCenter, suggests in this video, it starts by aligning engagement with business goals, and applying social tools that help us perform more effectively.
Michael views “engagement performance” almost as one word – performance is everything that happens after the moment we decide to engage. And in today’s social workplace, it means that individuals and organizations can transform the way they conduct business in profound ways.
During the coming weeks, TalentCulture will explore this concept and offer opportunities for hands-on social learning skills development.
Join us this week, and let’s explore the potential of social learning skills together:
#TChat Radio – Tuesday, March 26 at 7:30pm ET / 4:30pm PT
Diversity: The art of thinking independently together. – Malcolm Forbes
The notion of diversity has evolved tremendously through the years. Historically, workplace diversity translated into hiring goals focused on racial and sexual equality. But today’s organizations are recognizing that there’s sustainable strategic value in diversity that reaches beyond demographics.
Diversity of ideas, perspectives and life experiences enables organizations to innovate and compete more effectively in today’s global marketplace. Bringing together a broad spectrum of skills, expertise and problem solving approaches enhances outcomes in collaborative environments. However, for this kind of diversity to take hold in the workplace, it must be woven into an organization’s culture. And, like any aspect of corporate culture, it must start with leaders who embrace inclusive attitudes and behaviors.
Dialing Into a Different Kind of Diversity
How can organizations foster innovation by nurturing the “new” diversity? It’s a question on the minds of our own diverse TalentCulture community. And it’s a central lesson in a new book “Think Like Zuck,” by Ekaterina Walter, which examines successful business principles of corporate leaders like Mark Zuckerburg.
This week, we asked Ekaterina to join us, along with Silicon Valley product development executive, Rob Garcia, who leads diverse organizations in creating breakthrough HR technology products. The conversations were rich and lively – peppered with nuggets of wisdom that anyone can use to collaborate and innovate more effectively.
NOTE: For complete highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
TUE 1/29
#TChat Radio Show: Our hosts sat down to examine the “human” side of innovation with Rob Garcia, Director of Product Strategy and Marketing at RiseSmart, the leader in next-generation outplacement solutions.
WED 1/30 #TChat Twitter: Rob again joined us – along with Ekaterina Walter – and hundreds of #TChat participants, as we opened the Twitter channel to a dynamic conversation about how to leverage diversity for better business results. Key tweets are featured below…
NOTE: For more highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
What are your unconventional definitions for workplace diversity?
“Different backgrounds. Different approaches. Different solutions. Shared success.” @talemetry
“Diversity of thought & experience gives ‘average’ a chance to be ‘great.'”@alliPolin
“More than statistical differences. Creative diversity, thought diversity just as important.” @LexieFO
How do leaders nurture and cultivate diversity?
“Be open to the unconventional. Note: Everything was unconventional at one point.” @SJAbbott
“Leaders nurture diversity by recognizing the value of “different,” publicly and decidedly.” @RobGarciaSJ
How does conventional diversity play into this?
“It happens organically, but diverse people must be brought together intentionally.” @martinamcgowan
“Diversity in the workplace is necessary to create a competitive economy in a globalized world.” @WeGoodify
What role does HR technology play?
“Digital villages are the now-next community of collaboration inside and out of organizations.” @ReCenterMoment
“HRTech puts too much focus on finding candidates’ keywords instead of their passion and company fit.” @MarcCibulka
“What current resume screening has in speed, it LACKS in ability to see diversity & potentiality.” @N_BarryJansson
How can leaders encourage this “different” diversity?
“Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know.” @LukiKit
“Leaders need to educate their teams and organizations about the value of including many different views.” @TerriKlass
SPECIAL THANKS: We’re grateful to Rob Garcia and Ekaterina Walter for bringing your understanding of diversity to TalentCulture events this week! Your ideas have inspired our diverse “world of work” community to reflect and and interact in ways that that we hope will make a difference in their respective organizations.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about diversity or other workplace issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week – as Valentine’s Day approaches, we’ll look at how employer/employee relationships have been redefined – and what it means for the future of work. Don’t miss “The Employment Romance is Over. Now What?” on #TChat Radio, Tuesday, Feb 5, at 7:30pm ET. And then #TChat Twitter Wednesday, Feb. 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
A1: We all have different experiences that we bring to the mix. Utilize those for maximum benefit! #tchatRob McGahen
A1: You have to be open minded to be diverse. Respect those from other cultures & experiences. #TchatLori~TranslationLady
A1: Diversity is experience, age, gender, ethnicity, motivation coming together for a common goal #tchatRichard S Pearson
A1: experience level, family situation (single, married, kids or not) and a mix of full and part-time workers is nice. #TChatchrys peterson
A1. Diversity is a bringing together of all the different talents and gifts in an organization or community. #tchatTerri Klass
A1. “Thinking outside of the box” diversity- someone who doesn’t just go with the flow and sees things differently #tchatBridget Webb
A1 I work in the for profit sector Diversity makes sense & Money $$$ #TchatDave Ryan, SPHR
A1: Diversity should include consideration of insight, experience, opinion, motivation… #tchatMark Salke
A1: Diversity = more than quotas & surface criteria; entire purpose = rich discussions, varied views leading 2 superior #brands. #tchatEvelyn Eury
A1: Diversity in workplace equals multiple people with multiple ideas with a centered org purpose. #TChatJon M
Q2: In the world of work, how do leaders nurture and cultivate diversity in its many non-demographic forms? #TChatKevin W. Grossman
A2. Manage yourself. Lead others. #tchatMichael Clark
A2 Remember that diversity is not something that you are. It’s something you respect and desire to be part of. #tchatStephen Abbott
A2 Cultural Awareness, Effective Listening, Body and Teleconference Language, Emotional Intelligence #tchatTim Collins
A2 Think “swarming” when you staff a team, with varied functions present. #TChatMarla Gottschalk PhD
A2 – Celebrate the value of constructive challenges to the status quo. #tchatDave Birckhead
A2: Shameless passion for what we do everyday! #TChat #TChatJoseph Tatulli
A2. Encourage mistakes and taking risks and helping them grow with choices. #tchatTerri Klass
A2. Leaders could benefit greatly from reverse-mentoring (especially middle-aged white guys). Ideas will come from new perspectives #tchatBob Lehto
A2 Ask for everyone’s opinion. Encourage everyone to challenge each other. Keep open lines of communication and collaboration. #TChatMarc Cibulka
A2: diversity success is directly related to the leaders level of emotional self awareness #tchatEd Hennessy
#TChat A2 Having people present another person’s viewpoint and have that person echo their own promotes inclusive diversity.Kris Marie
A2: Strategic planning during the recruitment process. #tchatbillallemon
A2. When the vision of goals of a company grow and change in sync with society diversity is automatically nurtured and cultvated. #TchatShay M. Lawson
A2: #Tchat, good leaders learn to see, hear different perspectives. It’s hard work!al dampier, dph
A2 For diverse opinions, leaders should establish psychological safety #tchatChristopher Yeh
A2. Diversity impacts the bottom line. The business case is there – it’s up to the leader to realize its implications. #TChatTalent Generation
A2 A diverse leader is a diverse individual. It is important to find ways to grow, educate and expand past your “norm” everyday. #tchatWeston Jolly
A2: Leaders need to create culture that inspires diverse input from all sides #tchatJen Olney
A2. You’ve got to have guts of steel to look another in the eye and engage-connect-communicate. #tchatMichael Clark
A2. Good leaders create environments where each person has a chance to lead. Enabling diversity & creativity. #TChatLexie Forman Ortiz
A2. Smart companies are the ones who realize they need to nurture this in order to retain their #diverse #talent #tchatKimPope
A2) Active listening – be part of the community and not just being reported to about it – be the model – be social #tchatnancyrubin
A2: Empowerment. Patience. And leading by example. #tchatEkaterina Walter
A2 One way is to poll everyone in an organization therby promoting self expression and the brainstorming of new ideas #TChatEnzo Guardino
A2: Leaders should strive to hire people that are different than themselves and their team. #tchatBright.com
Q3: How does conventional diversity (i.e., diversity of demographics) play into diversity of ideas? #TChatKevin W. Grossman
a3: it’s tough when companies tip-toe on tough issues like #diversity, #culture and the #organization #tchatal dampier, dph
A3: Talent who grows and struggles out of poor neighborhoods may have differing approaches from those who don’t need to. #TChatJanis Stacy
A3. It doesn’t. Stereotypes are being broken everyday like bones in the Extreme Sports Olympics #TchatRob Garcia
A3: Watch #UndercoverBoss-CEO ALWAYS has an “A-ha” idea moment from the worker bees. EVERYONE has potential 2 contribute great ideas. #TChatchrys peterson
A3 it happens organically, but diverse people must be brought together intentionally #tchatMartina McGowan
A3 A conventionally diverse team will have many different experiences, approaches and skill-sets which ultimately let ideas blossom. #TChatMarc Cibulka
A3 Diveristy brings new ideas to the table constantly, challenges status quo, improves brainstorming & provides a broader perspective #tchatSuzanne Chadwick
A3 Diverse people bring colloquialisms and different cultural “norms” to the conversation, and all should be celebrated #tchatMartina McGowan
A3. Demographic diversity brings the opportunity to learn about and experience different cultures beyond the work place. #TChatKit Lukianov
A3. Demographic diversity can remind us that the world has a lot more to offer and can even challenge the status quo #tchatBridget Webb
A3: The braintrust that comes from personal experiences, coupled with demographic #diversity, creates instant impact for a company. #tchatDiversitree.com Jobs
A3 We bring our whole selves to work. Our passion, trauma, humor, insecurity and confidence. Often those are attached to demographics.#TChatMelissa Lamson
A3: Our history, our education, our culture, our expertise, our thinking style makes us who we R. Growth thru environmental learning. #tchatEvelyn Eury
A3: Cultural diversity is the womb of innovation. #tchatDave Birckhead
A3: Let’s reward those who nurture diverse thinkers from all walks and talks #TChatMeghan M. Biro
A3: Without care it can hamper true diversity. With a cosmetic diverse feel it’s easy to stop pushing boundaries. #TchatKris Marie
A3 Decision making starts with option generation, and you get more options when you have more diverse team members #tchatGoldbeck Recruiting
A3: Diverse backgrounds yields diverse experiences which yields diverse ideas. #tchatRob McGahen
A3: Ldrs should look within their organization to see what type of LI footprint their “A” players have for guidance #TchatDan Schultz
A3: Most definitely have been asked to endorse/recommend someone and did not. If I wrote it, it is not for just showing up #TChatTom Bolt
A3: Online endorsements are almost the price of admission. If you want “front row seats” you’ll need a lot more than that though. #tchatmatthew papuchis
A3 with caution and a healthy cynicism #tchatAidan Daly
A3: UR brand-indv/otherwise is never about what u say about urself–it’s what’s being said when u leave the room that counts #TChatAngela Maiers
A3 Rather than seeing a ‘click’ I’d rather hear about the experience, from candidate, that resulted in endorsement #TChatClaire Crossley
Q4: What role does #hrtech play in encouraging or discouraging #innovation & diversity of ideas in the workplace? #TChatKevin W. Grossman
A4 As a jobseeker, getting my application through #hrtech screening is a priority. But I want work ethic and dedication to shine too. #TChatMarc Cibulka
A4 To some degree there is something wrong with us looking for HR Tech to figure out a human problem. Let’s not overdelegate. #TChatJanine Truitt
A4: Tech is helpful in locating individuals who may be hard to find in your locale. #TChatchrys peterson
A4.Sometimes I wonder if HR in HE uses #tech, forwarding resumes who have not worked in the profession in 15 yrs, is that using #tech #TchatGuy Davis
A4. Future resumes will be more pictures-videos than words. #tchatMichael Clark
A4: #HRTech that embraces #Social #Mobile #collaboration encourages #innovation & diversity of ideas #TChatSean Charles
A4 Seeing a lot of HR teams own employee recognition budgets and processes. Strategic recognition (thanks) spurs valued behaviors. #TchatAndrew Grossman
A4 There are some very cool “tools” that can help gather a diverse set of ideas from a diverse set of contributors. #TChatMarla Gottschalk PhD
A4. I see a ton of #social #HRTech that promotes collaboration, cross-company and helps foster individual skills to be useful #tchatBridget Webb
A4 #HRTech does prioritize learning and development, that helps breed Diversity of thought. #TChatMelissa Lamson
A4: What current resume screening has in speed, it LACKS ability to see diversity & potentiality #TChatNancy Barry-Jansson
A4 Social business enterprise platforms coupled with culture change can provide a forum for (far) better idea exchange #TchatTim Collins
A4. Hmm.. Technology CAN open possibilities, but it surely can shut stuff down, too…. so, really depends on how it’s used. #TChatCrystal Miller
A4 I love #hrtech but I can see older generations shying away with new tech and not sharing their great ideas and experiences. #TChatEnzo Guardino
A4 Tech can only amplify what is already going on #NoMagicBullet #TchatDave Ryan, SPHR
A4: Any tech will amplify good or bad issues within any organization. #tchatJen Olney
A4: If the firm doesn’t utilize different voices/ideas, then people will stop speaking up. #tchatRob McGahen
A4: Open collaborative tech platforms can and do facilitate and encourage #innovation and #diversity. #TChatKevin W. Grossman
a4 Tools that are designed for collaboration only work when people engage – not pop in, drop off and run #tchatAlli Polin
A4: #HRTech makes it easier to find diverse talent in this great, big world – and, in return, have more innovation and ideas #tchatBright.com
A4: #hrtech can help but no substitute for human connection: the phone call, the lunch, the f2f meeting, the hand-wrtitten note, etc. #TchatDave Birckhead
A4 #hrtech can help because I think it can put the focus on the ideas and conversation and off the org lines and levels #tchatSusan Mazza
Q5: How do we exercise unconventional notions of diversity in our approach to #leadership? #TChatKevin W. Grossman
A5: Unconventional diversity is treating all contributing people, diffs and all, as valued respected members of the team. #TChatJanis Stacy
A5: unconventional diversity is allowing people the freedom to have a life outside of the workplace. #tchatGreg Marcus
A5 Unconventional diversity means you have to be willing to be an unconventional thinker-which means going against the grain at times #TChatJanine Truitt
A5: Define and articulate roles. Provide the right tools. Allow freedom. Watch magic happen. #tchatMark Salke
A5 Don’t silo creatives – get them right into the traditional mix. #TChatMarla Gottschalk PhD
A5. Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know what others can add. #TChatKit Lukianov
A5 your employees are your customer base. #tchat keep them engaged.John Kosic
A5: Leaders need to get out of the way and let their teams do what they do best #tchatJen Olney
A5: Interact with people in the workforce in a completely different industry, travel, reflect, ask questions #TChatMegan Rene Burkett
A5 – GET out of the way! and let the team collaborate and do its job – give feedback when needed to keep moving forward #tchatRichard S Pearson
A5: The old rule book needs to go out the window. We are re-writing the new one right now. #tchatDawn Rasmussen
A5. Stop making things seem so concrete- welcome people to bring in fresh new ideas and follow through #tchatAshley Lauren Perez
A5: Best diversity-savvy #leaders I know are listeners, models, encouragers. They’re humble, w/ a sense of humor! #tchatAnne Messenger
#tchat A5 Leaders promote idea diversity by deeply cherishing creative solutionsMichael Leiter
A5. Leaders need to educate their teams and organizations about the value of including many different views. #tchatTerri Klass
A5 Not tolerating those who buck the system and create negative energy. Important for a leader to know enough they can distinguish. #TChatMelissa Lamson
A5 Wipe clean our emotional and prehistoric notions of top down leadership and open our eyes to the talent within each person #TChatEnzo Guardino
a5 Leaders shouldn’t be afraid to build teams of people that don’t have every skill a-z but have ooph & passion for the work #tchatAlli Polin
Community building — encourage employees from different walks to exchange ideas. #Tchat A5Andrew Grossman
A5. Encourage your staff to be curious-to take a step back and see what else is emerging in the world-they can bring back useful info #tchatBridget Webb
A5: Companies must foster, cultivate, and invest in unconventional diversity. It will take time b/c it requires a shift in culture. #TChatDeryle Daniels, Jr.
00Megan Burketthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMegan Burkett2013-01-30 20:31:072020-05-25 16:15:33The Creative Power of Diverse Ideas: #TChat Recap
The deepest principle in human nature is the craving to be appreciated. -William James
As children, when we master a new skill or complete a task well, others often offer us a hug or a thumbs up. Sometimes, we even receive stickers or an allowance as a reward for completing chores throughout the week.
Rewards and recognition are ingrained in our culture – and are central to our personal and professional lives. Whenever someone acknowledges our efforts or commends us for a job well done, that moment creates a connection, and establishes an understanding that positive reinforcement will be available again in the future.
Workplace “job well done” salutes are often associated with financial rewards. But is that what matters most? How can recognition make a real difference in today’s world of work?
That was our #TChatfocus this week – as the TalentCulture communitycame together to share issues, ideas and best practices for improving business performance by showing employees and leaders that their contributions count.
Not Just a Pat on the Back
Although money and other tangible “spiffs” are considered appropriate recognition tools, the #TChat crowd expressed strong sentiment about the value of simple, sincere interaction, and a culture that encourages recognition when it is deserved.
Feedback is necessary for individual assessment, coaching and development. Acknowledgement keeps employees on a path for engagement and productivity. Positive feedback fuels individuals and teams to continue delivering outstanding results. And in the aggregate, it keeps organizations focused on key success factors, and drives business momentum. But there is no silver bullet – no simple “checklist” formula or one-size-fits-all solution.
So, what else emerged from this week’s focus on recognition? Check it out!
NOTE: To see specific highlights from yesterday’s “Employee Recognition” #TChatsession on Twitter, see the Storify slideshow at the end of this post.
TUE 1/15 #TChat Radio Show: Two fascinating experts joined our hosts to discuss what it takes to make employee recognition work:
Rob Catalano – head of marketing at Achievers, a company that creates social software that supports employee recognition.
Ted Coine – leadership author, speaker, consultant, and one of the most influential business commentators on Twitter. His collaborative blog, Switch and Shift, explores better ways to do business. For example, this week’s #TChat topic was examined in a popular post by Roy Saunderson:“Engaging Employees with Recognition.”
WED 1/16 #TChat on Twitter: Ted and Rob joined us again – this time on the Twitter stream – as workplace strategist, Dr. Marla Gottschalk, led participants through an open conversation about the importance of avoiding “one-size-fits-all” approaches to recognition, and how to make it work in any organizational setting.
Here’s a taste of the interaction from last night’s #TChat interaction… (For full highlights, watch the Storify slideshow at the end of this post.)
Is recognition a driver or an outgrowth of engagement?
Both – it’s cyclical. An engaged employee is bound to deserve recognition, and recognition keeps them engaged. @BrightJobs
Need to hire the right people with the right mindset, so engaging people and engaging culture facilitate recognition. @ThinDifference
When should recognition be different from praise?
In some cultures praise is enough, but others want $ or a new title; you have to know what works globally @melissa_lamson1
Recognition is a form of feedback – constructive criticism is other side of coin. Both are important. @RobCatalano
How can an organization be believable?
The best way to be “believable” is to truly believe in people. People know. @ReCenterMoment
Employee recognition must be action, not words. Then it’s believable. @samfiorella
Recognition should be a daily thing that leaders do to guide their people on a journey to reach worthwhile goals! @bcoelho2000
Want to recognize employees authentically? Learn their kids & spouses’ names. @tedcoine
Does technology facilitate or hinder workforce recognition?
Tech helps facilitate immediacy of recognition when proximity isnt there. @brentskinner
Performance & productivity are key issues. Speed, revenue, innovation need to be ignited; social business can bridge gaps. @thehealthmaven
Tech is an enabler. Still need recognition strategy. Tech won’t help if you don’t establish whats important. @RobCatalano
How can organizations recognize their leaders?
Leaders praise and recognize team when getting praise and recognition. Respect 101. @YouTernMark
Work your hardest for them to make them proud. Ease up their workload and show THEIR boss how well they’re leading you. @AshLaurenPerez
# # #
Closing Notes & Highlights Slideshow
SPECIAL THANKS: Another nod of appreciation to Ted Coine and Rob Catalano for sharing your depth and perspective on this week’s topic. Also thanks to Dr. Marla Gottschalk, for your leadership as chat moderator. Our community salutes you!
NOTE TO BLOGGERS: Did this week’s events inspire you to write about employee recognition or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: Next week, the topic of recognition moves to another level, as we examine The Power of Endorsement. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 22, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 23, at 7pm ET. Look for a full preview on Monday, January 21 via @TalentCulture and #TChat.
Til then – we hope you’ll find opportunities to recognize others in your world. Let us know how it goes!
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
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?
# # #
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.
# # #
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!
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
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
In the national discussion on jobs, the plight of underemployed workers and unlucky job seekers captures the lead. If you’re lucky enough to live and work in Massachusetts, the story is more upbeat. Unemployment in Massachusetts is just shy of two percentage points below the national average of 8.1 percent, even after adjusting for September’s drop in business confidence.
As a strategist, leader, recruiting practitioner, workplace and social media culture fan, I’m grateful to live and work in a state where ~116 academic institutions act as a magnet for the best and brightest students, teachers and workers. We have a tremendous Tech Innovation Economy here, even if business confidence did stutter a bit in August and September. And I’m happy Senator Scott Brown is paying attention to jobs and the local economy. I’m also honored to have been invited to speak on a panel of other passionate pros tomorrow Friday, October 5, at Talent-Focused Innovation, a live discussion which will be moderated by Joe Nigro, Business Evangelist at Vsnap. I arrive at this discussion not as much from a political standpoint as I do a global and social calling and a celebration for talent in Massachusetts.
One of my passions is humanizing brands – I enjoy consulting with companies to link workplace culture, talent strategy, leadership and company values so job seekers will be attracted by the company’s brand and culture. Employees spend nine hours a day (or more) at work – it makes sense to work for a company that understands and promotes a healthy workplace culture. Every business leader should recognize that people must be able to understand and believe in your culture – it’s critical for recruiting and longer term retention.
I’ll bring this perspective with me to the panel discussion Friday. Recruiting powerhouses Joe Nigro of Vsnap, Art Papas, CEO of Bullhorn, and Eileen Habelow, SVP of Randstad will also be on hand to field some very difficult questions from Senator Brown and Joe Nigro. I look forward to it being a collaborative panel. Community and Talent is where it’s at.
Of course you’ll have to attend to hear the panel’s response, but I’ve been thinking about these questions, and here’s a preview of my perspective:
1. Why do you think the Massachusetts economy is outpacing much of the nation in employment?
Companies – even here – are investing less in tech now. They are worried about the China debt crisis, QE3, taxes and more. Massachusetts isn’t isolated from the national and global economies. We do, however, have advantages; the question is how to help companies and workers manage in a time of economic uncertainty.
2. What types of companies are providing the most job opportunities?
Not surprisingly, the largest employers in this state are hospitals and insurance companies. Harvard University also accounts for a large proportion of workers.
3. When are the best times to recruit top talent?
March through May can be an active time for recruiters and job seekers. Grads are ready to jump into the world of work, and companies are eager for fresh talent. Honestly, there is never one best time of year. The job market is very dynamic.
4. Since Massachusetts has 116 academic institutions, do you find yourselves recruiting this talent right here or are you recruiting outside of Massachusetts and why?
With more than 100 colleges and serious software and medical innovation, Massachusetts has a great pool of candidates. Why look elsewhere? Even Mark Zuckerberg said that he regretted the move to Palo Alto.
5. Why types of technology are you using to tap top talent?
I’m seeing a wave of new and exciting recruiting and HR technologies, but LinkedIn is still popular – it has the human touch in that you can contact people more quickly something that is so lacking in the old school cold-calling style of recruiting. There is more work to be done here. LinkedIn is one large database that is now evolving on many social and content sharing levels.
6. How does the entrepreneurial spirit we are seeing impact Corporate America’s growth?
Massachusetts is a power center of entrepreneurial spirit. Look to this state to lead America, and corporate America, out of the doldrums.
7. What are some tips and tricks to engaging a passive candidate?
I don’t always recommend looking for passive candidates. You want to find and hire people who will commit to your company and be engaged by the work. If companies are doing a good job with workplace culture, it will be easier for recruiters to attract passive candidates. Business leaders must focus on building positive workplace culture! It is essential in this competitive market for the very best talent.
8. If you could offer any advice to some of this amazing talent looking for opportunities here in Massachusetts, what would it be?
If you’re a job seeker, go for it. Use your passion to show recruiters and companies how you’ll fit into their culture. You have valuable skills, and companies are searching for you – and those skills – right now. Be social. Let your brand shine. It’s a tough market out there so stay focused on your goals and keep your brand up to date.
Again, these are only partial answers. To hear my complete thoughts, and see how our panel and Senator Brown interact, you’ll need to be there Friday. Hope to see you there!
Please stop by and ask me tough questions. Get involved in the process. It doesn’t matter where you sit on the political spectrum – all that matters is that you raise your voice to be heard. Now is the time.
(Photo: Boston Harbor. Courtesy of Guglielmo Losio via Stock.xchng)
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-04 17:21:062020-05-22 14:48:12Let's Talk Jobs: Massachusetts Ahead of the Curve
It’s a party! At least it’s a virtual party for TalentCulture World of Work. I’m very excited to announce the arrival of a new book from The Lead Change Group, “The Character-Based Leader,” with a chapter from yours truly (@MeghanMBiro) and more than 20 other authors.
The book looks at characteristics of leadership, running the gamut from the ability to communicate, to humility and trust, with lots of stops in between. It’s a huge accomplishment and a group effort, and it inspired us here at TalentCulture to look at the notion of character for this week’s #TChat.
What makes a leader? Is leadership an innate quality or a learned skill? Plenty of business schools argue for the latter. You could argue both positions, really, and you could also say that what makes a leader is a combination of both those ingredients, with different combinations apparent in different leaders. For many of us, however, the ability to lead is innate, in a person’s bones.
We all know people who lead because they crave power. Others were in the right place at the right time with the right skill set, and they’re now leaders. It’s a long shot that either group contains many character-based leaders, those people of integrity, humility, emotional intelligence and energy who make leadership look easy. Yet leadership isn’t easy; it takes character, will, energy and commitment, and anyone who’s done time in corporate America recognizes the importance of character in leaders and colleagues.
So here are our questions for this week’s #TChat Twitter conversation:
Q1: Some draw power from their position. Are they effective? Have expectations around positional leaders changed? #TChat
Q2: Does the character of an org’s leaders & staff matter to the bottom line? #TChat
Q3: What might character look like in the actions of positional leaders vs. other leaders vs. other employees? #TChat
Q4. How can leaders nurture & reward character in staff & other leaders & thus have a positive impact? #TChat
Q5: How does good character underpin an org’s brand & affect frontline leaders & staff in treating customers? #TChat
How did fall get here so fast? Please join us on Wednesday, Oct. 3, from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are) to discuss what makes a character-based leader and how to help those who aren’t as gifted in the area of character to learn the attributes of a good leader.
We hope to see you there. Joining me will be one of my co-authors, Susan Mazza (@SusanMazza), a speaker and coach, as well as founder of Random Acts of Leadership. We’re excited to have Susan co-leading this week’s discussion on Twitter. As usual, Kevin W. Grossman (@KevinWGrossman) will be there, too, along with the rest of the #TChat gang — and you.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-01 10:50:272020-05-22 14:48:01Leaders With & Without Character: #TChat Preview
“Anyone who stops learning is old, whether at 20 or 80. Anyone who keeps learning stays young. The greatest thing in life is to keep your mind young.”
No surprise here — the concept of lifelong learning is as popular as mom and apple pie, especially among the progressive business professionals at the core of the TalentCulture World of Work community.
But it may surprise you to discover that old-school Henry Ford is the source of that quote. Arguably one of the most successful business leaders in American history, Ford was relentless about elevating machine efficiency to a management science. And he died more than 60 years ago, when most baby boomers were still only a gleam in their parents’ eyes.
Nevertheless, imagine if Ford had tweeted during this week’s #TChat: His philosophy of continual learning would have aligned with the sentiments of our community’s participants, who shared more than 2,900 tweets this Wednesday — ideas and opinions about “Leaders Young and Old” and the dynamics of reverse mentoring. In the brushstroke of a single blog entry, it’s difficult to do justice to the breadth and depth of perspectives exchanged. A common theme did emerge, however, from the 16.4 million impressions that echoed across the Twitter universe:
The Top Takeaway
Leadership is (appropriately) tied to competence and results – independent of age or seniority.
So what are the implications for today’s business leaders, who must span generations to engage and develop the best talent for a sustainable future? “The Leadership Challenge,” the popular management book, reminds us that “The Best Leaders are the Best Learners.” In other words, by modeling teachable behavior themselves, leaders not only grow professionally, but inspire others to do the same. It’s a next-generation extension of the principles established by business legends like Henry Ford, and it’s a valuable lesson that any of us can learn — at any age.
Living Laboratory
Looking for inspiration? That may be why you’re at #TChat, our forum and community for industry leaders committed to continual peer-to-peer learning. We’re grateful for this now nearly two-year adventure, a microcosm of today’s work world. We rely on digital tools to connect, communicate and collaborate 24-7, on-demand. And it works.
I have no clue how old or young my peers are, and frankly, I don’t care. I’d rather focus on key issues and shared interests. I evaluate insights based on their own merit. My impression of #TChat participants is shaped by the quality of their contributions and the street cred they develop within the community. Age and rank aren’t even on the radar.
Why do I return each week? This forum helps me quickly find relevant, useful ideas — and the smart people behind those ideas — without having to slog through the formalities of organizational structure and protocol. #TChat is a living laboratory for transparency and access in the networked age. And I gain immediate value from participating in this grand experiment.
It stands to reason that if learning is an equal-opportunity endeavor, then leadership is, too. Perhaps this week’s #TChat could add another layer to Kevin’s quote:
“Leading is learning. Learning is doing and doing is knowing. So do.”
Just imagine what Henry Ford would say if he could see us doing this #TChat thing we do!
Did you miss the preview? Go here. We again thank Mark Babbitt (@YouTernMark) for guest moderating this week and for bringing along his super-smart team from YouTern (@YouTern) — e.g., @YouTernDave and @YouTernErica — to tweet alongside all of us. They brought the awesome, and you did, too: Check out the slide show below of your many insightful tweets. We wish you all a wonderful weekend and look forward to seeing you at next week’s #TChat.
#TChat INSIGHTS: Full Smorgasbord of your Tweets: Leaders Young and Old
Storified by Sean Charles · Thu, Sep 27 2012 01:34:51
Can’t we all just get along? #TChat today talking mulit-generational leadership #BringIT [PIC] http://pic.twitter.com/Fk2Z2ri6SocialMediaSean
Hello, #TChat – tweeting to you from Bsquare here in sunny (today) Bellevue, WA w/my #vinylmation Recruiting “helpers” http://pic.twitter.com/g2IVUejmMichaelRecruits
Look! I gotta #TChat stache. Get it? http://pic.twitter.com/m4oBQ2pjjocelynaucoin
Bar & grill in suburbia :) @SocialMediaSean #tchat http://pic.twitter.com/SbHeSJu6Lara Zuehlke
#Tchat outside. Bene of living in NoCA. http://pic.twitter.com/qdKJymlishawmu
@SocialMediaSean Hello from the Conservatory of #music in #Ottawa to everyone at #TChat http://pic.twitter.com/fHvDOfoJnghannoum
Q1: Age was once synchronous with seniority & management roles. How has a multi-generational workforce changed that? #TChatMark Babbitt
A cultural change in business has heightened the realization that influence is not a function of age. #TChatVala Afshar
A1: new gens carry tech insights and older gens carry cultural and industry experience. Organizations must create a leadership mesh #tchatMegan Rene Burkett
A1: More mentoring for young employees + reverse mentoring where they help older workers develop millennial generation skills. #tchatInside Jobs
A1: At the risk of sounding ageist, I think that generation-y can be best for tech jobs because we grew up with technology. #tchatAndrew Bream
A1: However advance the technology might be, the drive &passion to learn &use them has to come from the person &age is not a matter. #TChatPadma Mohanram
A1 w/ rise of networked biz, virtual teams & freelance economy, shift continues toward competence as king not arbitrary factors (age) #tchatExpertus
A1 ever wonder where the phrase “quiet leader” came from and how that person earned that title? #tchatSteve
A1: 15% of GenY workers are currently in management roles. #TChatPayScale Business
A1: Absolutely, leadership has become more based on merit than seniority… #tchatMark Salke
A1: Young or old it’s about being the best version of yourself. Confidence over age any day of the week. #TChatSean Charles
A1 #TChat – as this “new economy” emerges, I think long term will be 5 yrs, no longer 25 yrs w/org. Faster transition time, move quicklyMichael!
A1 Age matters. Experience bring wisdom and perspective. Youth bring optimism and innovation. #tchatSam Fiorella
A1: young mgrs can be effective leaders, but they gotta work at it continuously. Learning to be a leader is hard work. #TChatBill Cushard
A1: years of experience does not necessarily make anyone a good manager #tchatGeorge LaRocque
A1: Mgmt of 2day encourages all generations to collaborate, giving workplace variety of views and showcasing talent no matter the age #tchatEmilie Mecklenborg
A1 if you have the NEED to stay current and relevant you’ll stay current and relevant. #tchatKeith Punches
A1: Younger workers have not experienced stability so we do not value it #tchatLaTonya Wilkins
A1, #TChat – I think as the marketplace, ie tech has shifted, different gens moving up quickly as they seem to adapt faster to the changeMichael!
A1. As for age people see I have gray hair and say but you don’t act old? I take is as a complement. I do have a young mindset #TchatGuy Davis
A1 The big difference is the opportunity to work for yourself at any age #TChatBill Boorman
A1: Younger generations do not even know what “seniority” means. Normal to switch jobs every few years. #tchatLaTonya Wilkins
A1: Young leaders through hard work & integrity of purpose have shown that age does not matter. #TChatSean Charles
A1 Not sure if this age to be honest but my parents gen waited for opportunities while me (39) & my DD (21) seek them #tchatClaire Crossley
A1: Less about age now & more about aptitude. I was promoted quickly at 22 b/c I was willing to step up. Not e’one wants to #lead. #TchatLara Zuehlke
A1: Age does seem matter in the hiring process though. #TChatJanis Stacy
Hellllooo #tchat! A1:Technology means I really have to put an emphasis on continuous learning. Tech is always changing.Rebecca Jo Luke
A1: I’d say technology has had greater impact than multi-generational work force. #tchatSam Fiorella
A1: The workplace has shifted and age is not seen as inexperienced. More weight on knowledge, education & exp – not age. #tchatEmilie Mecklenborg
A1 due to the nomadic trends, ppl only staying for shorter periods, internet gives younger empl an advantage, not intimidated by it. #TChatRobert Rojo
A1. Conscious leadership and ownership of what you rock at and what you’re “not” at, are more important than ever. #tchatSalima Nathoo
A1: The shift offers the opportunity for more knowledge sharing + mentoring possibilities. #tchatInside Jobs
A1: As babyboomers leave #workforce in droves, seasoned mindshare dwindles; younger generations fill gap. #TChatBrent Skinner
A1: The focus in many instances appears to be on skill sets over experience. Sr. Execs have to know how to develop each group. #tchatSalary School
A1: Age hasn’t been a position criteria in forward leaning corps. Judgement and capability makes one ready for higher positions. #TChatJanis Stacy
a1. Managment isn’t just for old ppl anymore – We now allow capable & competent young ppl to do it too! #TchatDave Ryan, SPHR
A1 More ppl than ever before have a college education. This has opened more doors for younger generations. #TchatCyndy Trivella
A1: Many other attributes have compensated for pure longevity…educational level, energy, people skills, drive, etc…. #tchatEarly Careerists
A1) Age aside, reaching upward in an org made much easier through SoMe, virtually flattens hierarchy, bridges stovepipes. #tchatTom Spiglanin
A1: Growing generational spectrum @ work now includes folks who expect less emphasis on position + more on collaboration + results #TChatAndrew Henck
A1: The younger generations are seen as having a fresh perspective rather than not knowing anything #TChatSpark Hire
A1) Gen Y is generally open to learning from everyone… We don’t expect that just b/c someone is older they get to be our boss. #TChatErica Roberts
A1: Age? What does that mean? I’m no longer aging ;-) #tchatKathy Herndon, GPHR
A1. I think technology has allowed younger gen’s to learn and execute so they can move up faster #tchatAshley Lauren Perez
A1 – I think technology has enabled younger generations to make a more immediate impact within their organizations right out of gate #TChatmatthew papuchis
A1: Age is just a number. It doesn’t dictate experience or wisdom. #tchatJen Olney
A1 – age is just a number; the internet itself made it so – we’re in the realm of ideas now – you don’t know if I’m 18 or 81 #TChatSylvia Dahlby
A1: With technology changing as quickly as it does, everyone is on a more even playing field with keeping up. #TChatSimplicant
A1: the challenge of younger leaders managing employees who are older and often more experienced. #tchatShawn LaCroix
A1 age is now synonymous with wondering why others are treated differently than you #tchatSteve
A1: New gens on the workforce expect more than age/time in position to dictate mgmt/seniority potential. #TChatAndrew Henck
Q2: Does leadership come when experience meets the right context of strategy, tactics & soft skills? Why or not? #TChatMark Babbitt
A2. Some ppl are natural leaders & other will never be leadder regardless of training or mentoring #TchatDave Ryan, SPHR
A2 Leaders develop leaders. #tchatJoe Sanchez
Leadership opportunities are available for those who are able to inspire and influence without authority. #tchatVala Afshar
A2 Yes! Any gen mgr must have empathy & mileage to understand whole employee, personality+skills+goals! Then, frame fit in #strategy. #tchatShawna Kelly
A2: I think it also depends on how #leaders are groomed. I came up thru ranks in creative shops & WAY different than tech/corporate #TchatLara Zuehlke
A2 mgr/leadership title are synonymous wth blue ribbons everyone received as kids-just for showing up; but a title isnt leadership #tchatSteve
A2: those are helpful but it also needs #humility #passion and #dedication. #tchat a humanistic meeting of the mindsMegan Rene Burkett
#tchat A2 leadership is about content not experience…Formation
A2: Great leaders don’t create more followers, they create more leaders. Teach employees how to inspire – lead one day. #tchatEmilie Mecklenborg
A2: Strong #leaders use strategy to listen. #TChatJulia Gabor
A2 Great leadership should show up at any time; think crisis situations, ppl you didn’t think ‘had it’ ~ shine! #TChatClaire Crossley
A2: Some ‘bosses’ are so damn smart, but just can’t lead. #ashame #TChatJulia Gabor
A2: A good leader is someone who motivates you, brings out your best – regardless of age. #tchatEmilie Mecklenborg
A2: Leaders motivate. Managers coordinate. It takes skills to do both. #tchatInside Jobs
A2: Being around a true leader is an experience that resonates far beyond title #TChatSean Charles
A2. Experience is always nice but is it RELEVANT, up-to-date, and useful experience that can lead multi-generations? #tchatAshley Lauren Perez
A2 #TChat – Also as the younger gens enter workforce, they are creating their own orgs, therefore as business grows, they are the leaders!Michael!
A2. As a leader you still have a boss, if you don’t respond to micromanaging you likely won’t succeed #TchatGuy Davis
A2 i would add perseverance and the ability to build great teams into the equation #tchatShawn LaCroix
A2: Need exp in diff environments & teams. 90s leadership is different from 2012 and beyond. Now lead via tech & dispersed workforce #tchatLaTonya Wilkins
A2 Leaders must have soft skills & strategy and most often this is gained through experience. #tchatLidia Cords
A2: Workplace is different now, technology plays huge role as does continuous learning. Younger mgrs are already used to the pace. #tchatEmilie Mecklenborg
A2: The RIGHT experience can develop leaders. Any old experience may not. #TChat Got to stay on top of change.Janis Stacy
A2: Doing the right things and doing things right is the difference between Leadership and management. #TChatPadma Mohanram
A2: Years do not contribute to a measurement of leadership, imo. #tchatGeorge LaRocque
A2; Depends on a lot of variables & external factors, i.e. who knows who & what their relationships are. #TChatRobert Rojo
A2: Not always. Ldrshp is pulled from our experiences, background, & willingness to learn. Context reveals r ldrshp effectiveness. #tchatShawn Murphy
A2: If the org culture prizes loyalty, time worked + other criteria not open to “newer” gens, then their leadership is already failed #TChatAndrew Henck
A2 never heard leadership described that way but Yes. Helps me make sense of a situation I had where the context was all wrong for me #TchatGuy Davis
A2 I think leadership comes from experience, self-awareness, passion; once you have those, tactics & strats, easy part #TChatClaire Crossley
A2: Leadership comes about when you have the brains & the will to do difficult things…consistently! #TChatEarly Careerists
A2 you have to want to be a leader. It’s a different mindset. Nothing wrong with being a “worker amongst workers”. Depends. #tchatKeith Punches
A2. Leadership doesn’t happen bc you “paid your dues/put in your time”- you either have it or you dont- its not a privilege #tchatAshley Lauren Perez
A2) Leadership comes when guts, instinct, & confidence meet in right context. Good ldrshp may/may not require experience. #tchatTom Spiglanin
A2: Leaders better have that mindful presence EQ flowin’. I don’t care how good at tactics you are. (That’ll get some calls.) #tchatKevin W. Grossman
A2 seems to be asking whether or not leaders are born, or if circumstances create leaders. It’s a bit of both, yes? #TChatBrent Skinner
A2: Some leaders don’t have years of experience that other seasoned workers have but are strong strategic thinkers, see big picture. #tchatEmilie Mecklenborg
A2) Experience + strategy +tactics + (soft skills) = Leadership <-Sometimes but not always #TchatDave Ryan, SPHR
A2 – #TChat – Not always. Depends on person, do they want leadership? Others see the opps when others have missed seeing it.Michael!
A2: yes and no. Those are helpful but it should also include #humility, #passion, #dedication. #tchat the humanistic componentMegan Rene Burkett
A2 Good leaders also have strong emotional intelligence, which can be shaped by experiences, interactions and outcomes. #TchatCyndy Trivella
A2: Yes – leadership comes from organic growth of knwldge, soft skills. Dsn’t become mgr just as natural progression of current role. #tchatEmilie Mecklenborg
A2: If you ask good questions & solve problems strategy & tactic are less necessary. Come in time. Soft skills are always #1 for me. #tchatLara Zuehlke
A2) Leadership comes whenever its needed. Someone needs to step up or nothing gets done. Hasn’t changed since beginning of time. #tchatTom Spiglanin
A2: Not necessarily, depends on the type of leadership. #TChatRobert Rojo
A2 leadership is more about context #TChatBill Boorman
A2 Yes & No. It depends on the person. Some ppl see opportunities where other ppl don’t. #TchatCyndy Trivella
A2 Many comps offer “fast track” program to new grads that provides mngmnt training early in the new grad’s career,so advance faster. #TchatCyndy Trivella
Q3: Beyond the usual clichés and stereotypes, why is it so hard for workforce veterans to be led by younger managers? #TChatMark Babbitt
A3 In a true team culture, informal/distributed leadership works. #tchatMark Salke
A3: We need get the job done!!. For some, age means outdated and experience can be negative. New, fast, done is important! #TChatJanis Stacy
#TChat – A3 I have had younger than me managers & learned a ton from their perspective. Loved the fresh outlook.Michael!
A3: lack of support and interaction collectively #TChatNissrine Ghannoum
A3: #tchat Younger gen needs to empathize with the veterans feeling threatened. But the veterans need to remember being a young prof too!Rebecca Jo Luke
A3: leadership seems to be 1 of the larger issues in the “skills shortage”. we need all generations to step up in most co’s #tchatGeorge LaRocque
A3: Successful leaders realize that each generation learns differently and taps into each generations strengths. Creates unity, team. #tchatEmilie Mecklenborg
A3 The bottom line is you have to create a culture of #Meritocracy – regardless of age or experience #tchatRobert Moore
A3: Ego, Ego, Ego #TChatSean Charles
A3: Very important that respect goes both ways. <-> Younger managers can learn something from seasoned workers, too. Learn together. #tchatEmilie Mecklenborg
A3: Knowing yourself is critical to know & #lead others. Self-awareness, growth, and authenticity are ageless. #TchatLara Zuehlke
A3. Ego for the older is a sign of earned title/insecurity where for the younger its a sign of entitlement/ambition. #tchatSalima Nathoo
A3: Older workers may view younger workers’ leadership style differences as incompetence #tchatLaTonya Wilkins
A3 one side had to earn their stripes, the other was given theirs just for showing up (yes a bit simplistic); so why all the rancor? #tchatSteve
A3: Orgs who can create environment for diversity and communication values upfront will have an easier time w veterans & young folks. #TChatJulia Gabor
A3: It’s all approach. Some older people should have a problem working with culturally immature leaders #TChatSean Charles
A3 Younger workers tend to stray away from the safety net of what they know works & lean more on vision & make it work. #tchatBeverly Davis
A3: The young and the older need one another! Let work together to bridge gaps. #tchatTara Markus
A3: Experience used to go hand-in-hand with age. Not that way anymore and some have a hard time having an open mind. #tchatEmilie Mecklenborg
A3. It doesn’t have to be that way. With some time and effort on both sides it can be an awesome relationship@TalentCulture #TChat”Garret Meikle
A3: We were sold a bill of goods that the aged breed success, while the youngsters all get trophies. Gotta break ’em down. #tchatKevin W. Grossman
A3: I think so many firms still have the earn it mindset vs. the collaborative mindset. So it’s me vs. you mentality. #TchatLara Zuehlke
A3 Some comps R getting smarter & not looking at tenure & time-on-job. Who’s innovative; works smarter rather than harder, flexible? #TchatCyndy Trivella
A3: Everyone struggles to accept change sometimes. Working for someone younger could be one of those challenges #TChatSpark Hire
A3: There is something exciting about the young dynamic minds & mature ripened minds working together! #tchatTara Markus
A3 do you jump into a raging stream or do you survey the surroundings first? each side has its prefs but both sides are “right” #tchatSteve
A3) Raised on hard work and experience is what makes you climb that ladder, having someone with less experience lead you is daunting. #TChatTim McDonald
A3 Insecurity, esp if org culture encourages this; of losing job, not being the go-to anymore perhaps. Culture matters! #tchatClaire Crossley
A3: So hard for veterans to let their work be seen and viewed by a younger colleague w/out feeling threatened. #TChatJulia Gabor
A3 “Tradition” has it that mngmnt is a position you earn once you’ve paid a certain number of dues in your career. #TchatCyndy Trivella
A3: Great leaders create more opportunities for all. #TChatJanis Stacy
A3: In industries where moving fast is the key to success, like tech, it seems to be more common and accepted. #TChatPayScale Business
A3: Trust & Respect are hard for some people working with younger leaders #TChatSean Charles
A3: Great leaders have respect from their employees because they lead by example and will jump in the trenches w/ them. #tchatEmilie Mecklenborg
A3. Different views of opportunity: Veterans are about borrowed time. Younger generation is about borrowed authority. #tchatSalima Nathoo
A3 Comes down 2 this: communication. When 1 person doesn’t communicate in the way another understands, misunderstandings will ensue. #TchatCyndy Trivella
A3: It could be hard to see today’s jobs as actual skills. Social Media jobs don’t make sense to some members of older generations #TChatSimplicant
A3: Great Leaders don’t see age – they see maturity, wisdom and the courage to celebrate young ideas and people! #tchatTara Markus
A3 The answer may be in the question. Are younger managers managing or leading? There is a difference. #tchatJoe Sanchez
A3 #TChat Not always the older worker, maybe younger managers need 2 take some life lessons from their older workers, rework, move forward!Michael!
A3 #tchat Trust is a rare and precious thing that people give carefully. Developing confidence in a younger colleagues can feel riskyMichael Leiter
A3 Every(every)one suffers from pride and righteous indignation at some point. Question is do you CARE “who moved my cheese” #tchatKeith Punches
A3: it is the cultural mindset the older generation grew up with. It is what they have always known. Change is challenging #tchatMegan Rene Burkett
A3: Sometimes it is hard for #babyboomers to be led by #GenX or #GenY managers because of “old school” thoughts and views. #tchatEmilie Mecklenborg
A3. Older gen’s might see gen y as lacking exp but thats not always the case… sometimes they’re more evolved in other aspects #tchatAshley Lauren Perez
#TChat A3: New technology; new techniques; new rules; new jobs; new authorityAbby
A3: It isn’t harder if the younger leader has authenticity, integrity and actually has believable plans for growth. #TChatJanis Stacy
A3: upbringing that bosses need grey hair #TChatBill Boorman
A3. Sometimes veterans assume that new pros don’t understand the biz (whatever biz) I resist that and collaborate with new pros #TchatGuy Davis
A3: Lack of trust, doubt, fear of being reorganized out. #TChatAndrew Henck
A3, Speaking as an “old white guy” It somehow seems outside the natural order of things #TchatDave Ryan, SPHR
A3 both parties lacking a solid understanding of generational differences and how to appeal to each other #tchatShawn LaCroix
A3. I think its hard to accept change- in other gens you worked hard and put in your time and waited to move up. now its different #tchatAshley Lauren Perez
Q4: What can orgs do better to assess & execute cultural fit… as well as employee & leadership development? #TChatMark Babbitt
A4: I’ve met some really smart people who are smart about getting stuff done. But dumb about #leading people. #Justsaying #TchatLara Zuehlke
A4: My last interviewed, they really believe I have the talent, culture et all, but concerned I’ve become obsolete. Age.. #TChatJanis Stacy
A4: giving every employee access to knowledge, and resources that can potentially be exchanged #TChatNissrine Ghannoum
A4: Who’s got a trendier word for Leader? Feels a bit dated! #TChatSean Charles
A4: Spotting a leader is when you look at the person not their birth certificate #tchatJen Olney
#tchat A4: #socialtech will make culture easier, added transparency, collaboration and cross functional aptitude, builds interconnected orgsFormation
A4: Great leaders can get their team to put their differences aside to work towards a common goal. Reward goals met, deadlines beat. #tchatEmilie Mecklenborg
A4: People and Positive communication come first! #tchatTara Markus
A4: Lateral #leadership helps to break down the emotional barriers that stunt progress. #tchatBrent Skinner
A4 find ways to reward collaboration..up and down the chain. #tchatKeith Punches
A4: Give all your employees a leadership responsibility & see who shines with passion #TChatSean Charles
A4: Focus on accomplishments and acts of innovation & greatness, not so much on yrs of exp or age. #tchatEmilie Mecklenborg
A4. Engage from the core…not top down or bottom up. The dots need to be connected with 360 peripheral vision. #tchatSalima Nathoo
A4: Stop trying to be everything to everybody. Realize not e’one is going to fit in your culture even if they have the experience. #TchatLara Zuehlke
A4 If orgs want to assess fit & development, become a learning culture, supporting ppl working & learning in various ways #tchatClaire Crossley
A4: The culture of a company all comes down to how the employees are treated. #TChatSpark Hire
#TChat A4 – New Economic Culture = more collaboration, lot less micro-managing. generations working together & solving issues.Michael!
A4: Listen & Learn – stretch out & shape new ideas – build relationship & trust. Lead with truth & best of intentions. #tchatTara Markus
A4: Define “Cultural Fit” upfront and understand it is the first step I think. #TChatJanis Stacy
A4: Don’t emphasize the variety of generations in your workforce, focus on the talent. #tchatEmilie Mecklenborg
A4. Make your culture transparent. Flaunt it. Candidates will apply if it matches their values #tchatAshley Lauren Perez
A4: Orgs need to spend time to define their values and understand what contributes to culture. only then can they discern who fits #tchatGeorge LaRocque
A4: Communication. It always comes back to the basics. Management listens to employees and vice versa. #TChatSimplicant
#TChat A4 – I think with the economy changing the workforce, culture is being redefined, even as we speak.Michael!
A4: Increase managers’ understanding of generational characteristics+the impact of their own management practices on these groups. #tchatInside Jobs
#TChat A4: Create an environment where different workers and skills work together and learn together. Otherwise there’s always divisionAbby
A4: Trust your gut. Too many times we rely on BS metrics & fail to listen to our intuition & fail to watch things like body language. #TchatLara Zuehlke
A4: Recognize generations learn differently & are motivated by different things. What works for #babyboomers wn’t work for #GenX, etc #tchatEmilie Mecklenborg
A4. set up networking events for candidates to meet-greet-learn. it’s like a job fair but SOOOOOO much better #tchatAshley Lauren Perez
#TChat A4 – Asking candidates what they want in a company culture, how will they help get the org there? What do they bring to the table?Michael!
A4 I really dont think culture fit is going to mean the same thing in the new world of work #TChatBill Boorman
A4: Need to take full advantage of the knowledge of their experienced workers+rethink paradigms about what work is+how it gets done. #tchatInside Jobs
A4. Only on-board those who fit the culture #TchatDave Ryan, SPHR
A4 how about listen and learn vs following the status quo???? #TchatRebel Brown
Q5: Can technologies help facilitate the older employee/younger manager dynamic… and how? #TChatMark Babbitt
A5: That’s assuming tech’s a barrier! Part of taking time to understand employees is finding HOW to best connect—ask & experiment. #tchatShawna Kelly
A5 you don’t have to lose your edge to old age. Technology is the great equalizer. A yearn to learn is cancer to ignorance. #tchatKeith Punches
A5: Regardless of technology, u should know manual methold for a task. What if power goes out? Learn the basics, appreciate the tech. #tchatEmilie Mecklenborg
A5: #tchat Technology is a tool to enhance relationships. Make sure you do the work to start the relationship off on the right foot.Rebecca Jo Luke
A5: Tech is a great connector. Still comes down to integrity of the interaction, intention of the communication & mutual openness #tchatLara Zuehlke
A5: Anything that gets people talking and recognising each other helps integration #TChatBill Boorman
I think: Knowledge knows no age, only limit is the WANT to get the education at any age! #TChat A5Michael!
A5:Tech provides opportunity 4 experiential moments & productivity btwn any staff. Leaders must set the groundwork for it to happen. #TChatJulia Gabor
A5: #Tech engages all who are willing and interested #tchatKathy Herndon, GPHR
A5: technologies inspire connectivity and community- fueling leadership. Provide tech for open internal dialogue #tchatMegan Rene Burkett
A5: Tech bridges the gap in generation – both young and old are still learning how to adapt to the changing environment #tchatJen Olney
#Tchat A5 Tech has allowed older workers to be active for more years, the young talent helps them stay relevant & this includes leadership.ALEX BOTTOM
A5: I have #GenX friends who don’t have a FB profile, while I also know #Babyboomers who are tech savvy. Age knows no boundaries. #tchatEmilie Mecklenborg
A5 I’m not quite sold that tech is age issue; I know some fine tech peeps, from 3 yrs old (no kidding) to 90yrs. Comfort? #tchatClaire Crossley
A5: Yes, technology brings increased engagement opportunities which builds trust & rapport #TChatSean Charles
A5: Technology erases physical age. Know the technology or become history! #TChatJanis Stacy
#TChat A5: Absolutely. Look at what how we’re communicating right nowAbby
A5 yes, but if done correctly, no differently than enabling other human interactions. It’s an issue of leadership, culture, adoption #TChatBrian Rensing
A5: With workplace technology advances, older/younger employees’ experience & knwldge can compliment ea other. #tchatEmilie Mecklenborg
A5 a time machine seems like it would help out generational understanding. #tchat #billandtedsexcellentadventureShawn LaCroix
A5. each gen needs to embrace it– if used well, it can increase communication and build/maintain relationships #tchatAshley Lauren Perez
A5 Technology is native to younger, a learning curve to older #tchat Young-dont be arrogant, Old-dont be defensiveRobert Moore
#TChat A5::: absolutely, enough said.Formation
A5: Technology bridges a divide that often keeps barriers of position/title based on age/experience. #TChatAndrew Henck
A5 – #TChat – as Tech becomes more “social” older using it, younger get it and are teaching others to use in day to day.Michael!
Attention, #TChat! See #HRTechChat Fri 9/28 @ 2pmET/11amPT -> #HRTech & the Free Agent #Workforce: http://ht.ly/e1iVpBrent Skinner
#HRTechChat: They Used to Pick Up the Telephone for That | Talent Management TechThere’s a technology for that. It’s called the telephone. They should pick it up and call their staff. That’s rich. #HRTechChat Lead Co-h…
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-28 09:01:292020-05-22 14:47:52A Legacy of Leadership & Learning: #TChat Recap
Here’s a pop quiz: When was the last time you reported to a manager older than yourself? Younger than yourself? The workforce is multi-generational, but unlike 10 or even 20 years ago, age is not the primary determinant of management status. Many organizations are less hierarchical by design; matrix management may have fallen out of favor as a leadership style, but in many workplaces it’s the de facto organizational structure.
From an HR or leadership point of view it’s clear talent shouldn’t be chosen by age, but for raw ability, skills and vision. Leaders must combine strategic understanding of the business’s goals with tactical ability to execute to plan. They need soft skills too — lots of capable individuals don’t have what it takes to lead.
So we’re puzzling here at TalentCulture World of Work about multi-generational workforces, why (or if) it’s problematic for older workers to be led by the younger ones (because they say “like” every other word, perhaps?), and how to achieve cultural fit when managers are younger than their staffs.
The term “reverse mentoring” has come up, but we’re curious what the crowd thinks, so we’re throwing it open to our #TChat tribe to help us find clarity. We’re also wondering if there’s technology out there that may help smooth out the younger manager–older worker dynamic. Here are a few of the questions we’ll be discussing this week:
Q1: Used to be, age was synchronous with seniority & mgmt. How has the multi-generational workforce changed that?
Q2: Does leadership come when experience meets the right context of strategy, tactics & soft skills? Why or not?
Q3: Why is it so hard for older workers to be led by younger ones beyond the usual cliches?
Q4: What can orgs do better to assess & execute cultural fit as well as employee & leadership development?
Q5: What technologies can help facilitate the older employee/younger manager dynamic and how?
Please join us Wednesday night, Sept. 26, from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are). Look for yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman) on the #TChat stream. We’re open to your thoughts on reverse mentoring, culture and multi-generational workforces, so bring your thoughts (in 120-character blocks) to this week’s TalentCulture #TChat.
We’re fortunate to have guest moderator Mark Babbitt (@YouTernMark) and the team at YouTern (@YouTern), where Mark is CEO and founder, lending their wisdom this week as we all explore reverse mentoring, culture and the many roles workers will fill as they progress through life.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-24 12:06:132020-05-22 14:47:42Leaders Young & Old: #TChat Preview
“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
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
Are you (or someone you know) having ongoing career challenges that to go beyond, “It’s a tough business environment these days and everybody feels stressed”?
Do you feel as if you have so much work you can never get even the important things accomplished? Worse yet, does it seem you can’t get those around you – even members of your own team – to cooperate, contribute, and do their part in moving projects and deliverables forward?
Have these types of challenges followed you through multiple positions, even multiple companies?
If you are answering “Yes” to most or all of these questions, it may be you have problems letting other people help you be successful.
Getting in Your Own Way
I can look back through my career and recognize people who constantly made it difficult, if not impossible, for others to provide the assistance they so desperately needed to be more successful. Some of these individuals expressed frustration at the apparent inability to move projects ahead. Most, however, did not recognize how they personally created barriers to their teams making progress.
Working inside a corporation for an extended time, it was much more manageable to work around or avoid these types of people to get things done. Now, working with corporate clients from the outside looking in, we typically have a relatively small group of client contacts with whom we work on projects. When one of these contacts cannot get out of their own way to let a project advance, we generally have very few options to work around them since you cannot just stop interacting with your own client!
As a result, I have been thinking a lot more about ways to help someone realize they have a problem allowing others to help them and proper ways to coach and mentor someone through improving.
Signs There is a Problem
There are several signs indicating someone has a problem in letting those around them provide much needed assistance. These include:
Churn in staff and/or team members.
A personal feeling of being over-worked.
A chronic inability to accomplish goals.
A sense of having to juggle too many details across too many projects.
Repeated lack of knowledge or awareness in who to involve or how to involve others in moving a project forward.
If you see these signs in yourself or others, you owe it to all those involved to attempt to improve.
What Can Be Done to Improve Performance
Here are 12 behaviors to address, all of which can let others help you, as a boss or leader, be more effective:
Identify your strengths, weaknesses, and where you need help.
Put people in place who are stronger than you are where you are weak.
Don’t hold or delay projects too long and delegate them too late.
Hold yourself accountable for hitting deadlines.
Understand and articulate the objective without specifying how it should be done.
Share your framework for decision making along with sharing other vital information that allows people to act.
Allow people to meaningfully use their talents without your overly close supervision.
Surrender appropriate responsibility and ownership for an effort to the people who have been stepping up to contribute.
Be responsive when your team DOES ask for input.
Be open to and listen to ideas from others.
Speak when your perspective is needed and others still have time to act. After that, forever hold your peace.
Make a decision and stick with it.
None of these behaviors should be that difficult to improve upon in your work style. While getting better at them takes determination, as you improve, you’ll reap tremendous benefits as those around you are freed up to perform better for you.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Mike Brownhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMike Brown2011-09-25 15:16:552020-05-20 17:52:25Helping Other Talented People to Help You
Also known by the less fun title of: The Business Heresy of Uninterrupted Power Supplies….
Are we having fun yet?
On Tuesday of this week at the fourth annual National Clean Energy Summit, Vice President Joe Biden said, “Our country has a choice — what kind of country are we going to be? Are we going to rise to the challenges, like our grandfathers and grandmothers did? Or are we going to be a follower? It’s sad that we’re having this debate [about investing in clean tech initiatives] — in the past America has always led.”
And then a day later, in the heart of innovation-leading Silicon Valley, solar panel manufacturer Solyndra shut its doors and laid off all 1,100 of its employees, without any severance packages. This isn’t a political post either way; fierce global competition continues to knock the wind out of manufacturing in this country, and losing money on every solar panel you sell isn’t the way to stay in business, regardless of how much investment you’ve received.
In the past America has always led…
There are times when it’s hard for me to listen to the passionate Zappos social media hippie lovefest of culture-centric companies that focus on the customer and strive to create an emotional connection between product/service and consumer.
[Chuckle] Hey, if it isn’t fun, you’re doing it wrong. Tell that to the millions of professionals out of work and scrambling to reinvent their relevancy in a world looking more and more like the surface of Mars.
However, there is life on Mars. According to the latest ADP jobs report, 91,000 new private sector jobs were created in August. It won’t move the unemployment needle, but there’s still a heartbeat out there. The ADP report said the majority of the job gains in August came from small business. Employers with under 50 workers added 58,000 jobs.
Thankfully many of us are reinventing our relevancy; sparks of innovation are flying all over the world like lighting bugs at dusk. The new lovefest of business leaders are helping to rebuild a world where culture and human connectivity are queen, and recombined business models of sustainability are being applied to industries new and old.
Of course not everyone’s going to make it. Businesses will fail and the lights will go out. Those that do keep the power on want self-powered and empowered employees who help drive the business from the top down, the bottom up and side to side like power lines stretched from here to…
Mars maybe. Or at least the UK, since Borri UPS Systems starting following me on Twitter today, manufacturer and distributor of uninterruptible power supplies (UPS).
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-09-01 11:16:592020-05-20 17:40:45If Work isn't Fun, You're Doing it Wrong: #TChat Recap
If you want to make it rain inside and out, you’ve got to be able to control your talent weather.
More precisely, you must be able to understand the molecular makeup of your talent clouds, and how rapidly the combining and recombining of the molecules change the innovative power of your people.
Wouldn’t you rather be able to predict your weather rather than be carried away in the storm? That means having to look outward for talent sunshine, which is usually more costly in regards to attracting, recruiting, hiring, on-boarding and training. Necessary depending on who and what you’re hiring for, but more costly.
Companies today need talent insight on:
What happened before
What’s happening now
What will happen if I move the warm front to the cold front and back again…
I’m talking about understanding who you have now who can then help later when you need them then, over there, or over there. This can include selecting from full-time, part-time, temps, contractors as well as your own customers, partners and competitors (poaching is a lightning storm and story for another time).
Internal mobility has been mixed blessing for many organizations because although many would prefer to hire and promote from within, if they don’t have the right insight on their employees and teams, then it becomes difficult making those decisions.
Of course you can open up your position searches to internal folks and compare and contrast them and then hire/promote the most qualified, but that linear thinking doesn’t help when it comes to understand how your internal folks work individually, together, what their value is combined and recombined, and how they impact your business.
In the smaller organizations I’ve worked in, it’s easier to orchestrate your talent clouds. But in larger ones it can become the cliché of the resume database that stagnates like pooled rainwater that then breeds mosquitoes, not mobility.
The HR software available today gives organizations the tools to better orchestrate their talent weather, although we all know how glacial change management can be. And you can’t have just-in-time sunshine if you can’t see through the clouds.
All right – enough with the weather. Internal mobility done right with insight can help the cost of hire be lower.
PLEASE NOTE: Starting next week on Wednesday, August 10, #TChat will move to Wednesdays at 4 pm PT (7 pm ET). More announcements soon!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2011-08-03 08:39:572020-05-20 17:28:42Internal Mobility for Your Talent Clouds: #TChat Recap
HR is such an open, unique field that finds itself bound by the past. Organizations continue to churn and churn on HR programs and ideas that haven’t been current in years (or even decades). The difficulty facing folks is how to break away from the past.
We tout “change management” as a profession, but change is tough. People aren’t as open or adept to change as people may profess. Also, HR has a reputation of telling others what to do and/or what policies to step in line with. Not too appealing, honestly.
However, fear not! There is a great way to truly turn things around for HR practitioners which is well within our reach. To get our inspiration, you need to look no further than Monty Python. You probably haven’t seen the Pythons listed as a business or HR resource in a post before have you?
Being a giant Python fan, I’ve found them to be the best “model” of comedy ever. Creative, scathing, brilliant and something that truly redefined boundaries of what was expected. One of my favorite sketches is the “Ministry of Silly Walks.” A person comes into the Ministry to try out his silly walk and it doesn’t turn out to be very silly at all. The cast then shows a myriad of fantastic silly walks which still gives me deep belly laughs.
The point of this analogy is this . . .
In order for HR to succeed in today’s business environment, we need to model the behavior we expect from others. We can’t continue to just tell folks what to do and expect change. So, going forward, try this approach:
Be consistent – Consistency in HR is huge! If you are consistent across your programs, policies and procedures, you’ll bring more equality in your organization than you’ve ever witnessed before.
Be visible – You can’t expect supervisors and managers to tend to their employees if your desk is more important than people. Get out amongst the masses. After their initial shock, they’ll love (and expect) seeing you.
Be different – If you want true diversity, celebrate the vast differences everyone brings to work each day vs. trying to force conformity. It’s so cool that everyone has their own “silly walk.” Let them bring that out at work.
Be the example – HR that set the standard through modeling can’t be touched. People will literally clamor for what is going on because they’re seeing what you’re looking for in your own behavior. It works.
Now, I need to saunter down the hall with a skip, two-toe pirouette, left heel drag and two leaps . . .
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-07-29 09:35:042020-05-20 17:26:44Change HR with Your Own "silly walk"
Planting words on my MacBook Pro stimulates me emotionally and intellectually as I sow client career stories from bud to blossom. This focused, brain-powered activity, though invigorating, is physically sedentary and potentially unsustainable if not combined with the appropriate amount of physical activity.
In Joe Lavelle’s recent post, “Exercise Like a CEO,” he underscores the importance of exercising your body. He asks, “What do you do routinely to exercise your body … to maintain mental acuity?” For many, the addition of a new or enhancement of an existing exercise routine will work wonders to add muscle to a soft career or even jump-start a stalled career.
A selection of other energy- and focus-boosting activities that will both propel your productivity and strengthen your career muscle follows:
1) Simplify Your Space
Simplifying your space may mean unwrapping yourself from a visual security blanket of ‘clutter.’ Doing so can free your mind and emotional energy to concentrate on individual projects and goals – the task at hand, if you will, versus the distractions all around you.
You may consider de-cluttering your primary work area into a clean, open, airy space that includes soothing paintings, memorabilia and perhaps even a desk-top water fountain to cultivate calm and inspiration. If you must express your clutter, identify a behind-closed-doors nook and, within these boundaries, go wild!
2) Big-Picture Your Schedule
Though your talent in creating calendars, check lists and project action steps shines, you also may find that you feel yourself drowning in a sea of details and deadlines, particularly as your career and business initiatives grow. If this describes you, consider big-picturing your schedule.
White-boarding your projects-in-progress as well as crafting a two- to three-month running whiteboard calendar of meetings and deadlines may quickly quell calendar chaos by creating a bird’s-eye view snapshot of your overarching initiatives.
Remember, project ‘detail-collecting’ within the associated project lists and files will provide the information you need to deep-dive into the specifics of your big-picture initiatives when needed. By maintaining this glimpse-able overview, you can better manage existing tasks and respond to new requests to which you commit your time and energy. With a quick glance at your calendar/project whiteboards, you can quickly accept or decline new projects.
3) Recognize That Little Choices Matter
Choosing a glass of water instead of sweet tea may be the linchpin to stay within you daily caloric intake parameters. As well, with business communications, that latest email, Tweet, Facebook message or LinkedIn invitation typically does not require your immediate absorption. If you must, take a five-minute break every couple of hours to simply confirm receipt of new communications without fully partaking of a communications swap until a later, scheduled time.
And when faced with that emotionally-wrought virtual request for you to “drop everything and help me now,” remind yourself of the adage, “Lack of planning on your part does not constitute an emergency on my part.”
4) Make Peace With Perfectionism
Though your next project for your boss or your customer may mean the difference between a promotion or a career-defining sales deal, most of the time this is not the case. When you single out and assess your initiatives, you likely will find that the results of your next deliverable, though important to the recipient, will not require you overextend and go that extra 10 miles to prove you are the #1 Sales Producer, Human Resources Leader, Marketing Manager or <fill-in-the-blank>. Stop placing so much pressure and importance on yourself at every given moment of the work day.
Instead, allot yourself a reasonable number of minutes, hours or days to achieve the project goal, and then deliver! You likely will be reminded of how sometimes the extra-mile projects fall flat while the, “I did my best and infused this project with my years of value and experience without over-analyzing” projects often net the most kudos and bottom-line results.
5) Align Yourself With Complementary Others
Finding colleagues, mentors, friends and cohorts who think a bit differently than you do may be a key to unlocking doors to new ways of thinking. Seeking to explore outside your comfort zone is an admirable trait and one we all must be reminded to tap into from time to time.
By connecting with individuals or groups of folks whose intellectual capital, like the arteries of a road map, shepherd you through unexplored and sometimes uncomfortable highways and byways, you may find new direction toward achieving the destination goal that you have been struggling to reach.
00Jacqui Barrett-Poindexterhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngJacqui Barrett-Poindexter2011-06-11 10:11:252020-05-20 17:11:185 Activities to Strengthen Your Career Muscle
(Editor’s Note: All of us in the TalentCulture community mourn the loss of our dear friend, brilliant colleague and mindful mentor, Judy Martin, who passed away unexpectedly on January 31, 2014. Her message and her life are a lesson for us all. We will forever fondly remember her humor, warmth and wisdom.)
“Sometimes one creates a dynamic impression by saying something, and sometimes one creates as significant an impression by remaining silent.” ~Dalai Lama
The old adage goes, if you’re not going to say something nice than don’t say anything at all. Yes, silence speaks volumes but so can efficient communication and it’s a stretch sometimes when having to tangle with work while keeping peace on the home front.
Poor communication creates frustration and on a practical front, makes for inefficient interactions and inevitably can lead to stress or the monkey mind of coulda, shoulda, woulda. We make up stories in our head as we anticipate what will happen during a conflict, instead of being open to the ever-changing moment that might lead to a productive conversation. Strive for the 3 C’s: Co-creation of a Conscious Conversation.
Communication covers a broad territory. It comes in the form of meetings, phone calls, e-mail exchange, social media etc. We tend to lose sight of some basic tenets of effective communication in our new world. So keep the following in mind whether in a meeting or when communicating with someone via the many modes of technology:
Technology can filter a message – don’t react from the gut.
Everyone has their individual story – but that story can change in an instant due to info-overload. So be adaptable to change in someone’s attitude.
Rapid fire communication via texting can quickly heat up a simple interaction.
Perception is everything. Be willing to be a witness to what’s happening if conflict arises. Remember that you are co-creating a conversation. 2 sides to every story.
When conversing, especially via technology, it’s smart to repeat – or mirror back to the person you’re communicating with – what YOU heard.
Be mindful of how you end conversations and what the next step of communication or call to action should be.
Keeping the lines of communication open at work and at home is probably the most important factor in creating a less stressful work-life merge. Your “merge” might change on a daily or weekly basis, so an assessment of your S-O-C (state of communications) is crucial before you can set up your guidelines.
We tend to take communication for granted because there is such an ease of access to technology. The trick is to be more mindful of your communication. Your time is valuable. The analogy of examining communication as a meal works well. Remember that communication on any level is feeding your mind. As bestselling author Tim Sanders (Love is the Killer App) says, be aware of the diet you’re feeding your mind.
A. Communication Guidelines
Don’t eat too late: Try to avoid interacting with people up to the moment you hit the sack. It’s stressful and could impact your sleep if the conversation or communication was upsetting or mind-consuming .
Don’t over eat: Be sure to have an agenda for your communication and accomplish the task. Don’t keep gabbing on the phone to take up time.
Don’t stand while eating: Be mindful and present in your communications. If we allow ourselves to be distracted we dilute the conversation, make it longer than it has to be and risk not accomplishing the task.
B. Assess Your Communication Streams
Write a list of every type of communication stream that you plug into daily. For example, e-mail, BBM’s, texting, social media and the old-fashioned phone.
Identify which forms of communication are you most comfortable using and at what times of the day.
Limit extraneous communication to certain times of the day.
Set time limits on phone calls and meetings. Have an agenda before you head into a conversation.
Identify Energizing and Depleting Relationships. Make a list of the most important personal and work relationships. Assess which unions foster your growth as an individual.
C. Design a Communication Formula
Ask yourself about the three W’s :
Who are the most important people you communicate with on a daily basis at home and at work.
Whatis the most efficient form or technology that you can use with this person.
When is the best time to communicate with this person.
In our rapidly changing business climate being mindful of how we are interacting at work and at home is increasingly important. How do you track your communications? Do you monitor and/or filter your communication at work or at home? If so, share your strategy!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Judy Martinhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngJudy Martin2011-06-03 09:49:462020-05-20 17:08:21Improve Communication in a Time Crunched/Technology Based World
In Raiders of the Lost Ark, Indiana Jones was searching for the Ark of the Covenant, the key to all human existence.
HR has been on a quest for its own Holy Grail for years – credibility.
In this post, Laurie Ruettimann says the way to get HR credibility is to take over. Move into a leadership position that allows you to influence the direction of the company and the value HR has within it. I agree. But what do you do in the meantime?
Find HR Otaku…
Otaku is a Japanese word for people who are obsessed with video games, anime and action figures. They are fanatics. They write about it, blog about it, purchase it, play it, go to conferences, read books, dress up in costumes and spend lots and lots of money on it.
One of the core principles I’ve been teaching business owners the last several years comes from Seth Godin’s book, Purple Cow. The principle of finding customers who will be otaku, who will be fanatical about the products and services you provide is a game-changer. When you figure out who those people are and target your marketing to them, your business will grow because they will talk about it, sing your praises and spend lots of money with you.
And guess what HR? There is otaku in your company; you just need to find them.
Instead of rolling out a company-wide initiative that gets a typical head-rolling, “we don’t have time for that” response, do a pilot. And when you do your pilot, do it only with a segment of the organization that will be otaku about it. Talk about a shift! Instead of convincing the whole organization about the merits of the initiative, your otaku will promote it and you.
Selection Criteria
How do you find your otaku for a pilot? It should be a group that…
1. Is ready. Find a group that is not change adverse and welcomes opportunities for new things. Trying to pilot an initiative in a group whose philosophy is, “This is how we’ve always done it” is only going to lead to frustration.
2. Has the bandwidth to make the project work. Analyze what the commitment in resources (time and money) is going to be. Be prepared to answer how much time will be lost in productivity and make the case for the long-term ROI of the project.
3. Can show demonstrable, measurable results. Get really clear about what success looks like before you start and partner with the business unit on what the metrics will be. The executive team will want to see the ROI before it goes company-wide.
4. You have a good relationships with. The key to a good pilot is lots of open, truthful communication between you and the business unit so you can make improvements to your project.
So until you are the helm of your HR department, use the otaku technique, one business unit at a time to develop the credibility you deserve.
“Nothing is really work unless you would rather be doing something else.” -James Matthew Barrie
Somehow I missed that memo the first time around. The one about making sure to underestimate your marketplace and overestimate your sales cycle when you’re starting a new business.
Or even a new career for that matter. New careers are self-contained yet interconnected businesses within themselves. Entrepreneurship has always included career management, business development, [personal] brand marketing, sales and sticky-sweet (but legitimate) customer service.
Because most, if not all entrepreneurs were employees with careers going anywhere but where they wanted to go. So they launch new careers, some of which eventually grow to make a few hires here and there, and a few others get really big by hiring tons of people, collecting tons of investment capital and riding sky-high (for now) with huge valuations (think social media firms of late).
But I did finally get the memo and read it thoroughly. You’ve heard the saying, “If at first you don’t succeed, try, try again.” From careers, to start-ups, to small businesses to big businesses — American’s longing for success and trying again is hard-wired into our DNA.
As Obama (or proxy) observed, it turns out Mom & Pop and VC babies share more in common than size; they share spirit, ‘the idea that if you have a good idea and are willing to work hard enough, you can succeed in our country…’
…For many more millions of small business owners, and workers, who have dared to dream and injected so much sweat equity into their bottom line, that creation myth is still being created. They might call themselves small businesses, or entrepreneurs, or start-ups, but our economy – and our jobs – depends on their growth. So we just wanted to say thank you.
Indeed. Thank you.
Most of the #TChat faithfuls preferred going from small companies to working in big companies. I concur. And even though I’ve always worked for smaller firms, I have worked “with” bigger companies and have always wondered what it would be like to pull the curtain back in Oz and give it a go…
Somebody slap me. Working for yourself, for a small company, launching your own start-up or firm — these activities are what continually breathes new life into the sometimes failing lungs of capitalism (long-time smoker, you know). And it’s this economic activity that sparks job creation as well. Brand name firms may still pull in the greater talent, and they’ve got the revenue to get creative with “total rewards,” but even big firms have struggled of late and now focus heavily on internal talent mobility — I know you’re in there and are just right for this position because I can’t find you out there. Plus, in this (yes, I know how many times you’ve heard it) global, virtual, contingent world where depending on the projects and the hourly rate, talent is fluid from small to big and back again.
It’s the brave new world of work. Just don’t forget to read the memos, even the stinky ones from the ditto machine. Hey, I kinda liked that smell growing up…
Here were the questions from teh #TChat last night:
Q1: How do you define ‘small business?’ Is this the term we should be using?
Q2: Would you prefer working for a small business or a big company? Why?
Q3: What role does talent play in small business success? How can small businesses successfully compete with bigger companies in the ‘war for talent?’
Q4: What are some of the biggest advantages of working for a small business employer? Drawbacks?
Q5: Do you think employers and recruiters value small business and big company experience differently?
Q6: What should big business workers know about moving to a small company (and vice-versa)?
Q7: What’s your best advice for someone thinking about starting a small business? Any myths vs. realities?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png2011-05-18 21:53:182020-05-20 17:06:40It's the Brave New World of Work: #TChat Recap
Today’s post is by Katrina Kibben — Social Media Manager at Care.com, an innovative and resourceful social media marketing professional who enjoys helping companies of all sizes use traditional and nontraditional tactics to increase profitability and product awareness. She is working with Care.com’s annual event, Care@Work, which develops smarter ways to work by using new tools, technologies and strategies to find the balance between life at work and at home.
This is not your father’s workplace anymore – literally.This year, the oldest Baby Boomers are turning 65 years old, including President Bill Clinton. This means that the 79 million baby boomers, about 26 percent of this country’s population will be retiring in the next few years.
Another generation will make an important milestone this year – Generation Y, the Millennials – are turning 30 years old. The 30’s are known as the decade of “middle management” and parenthood. But Generation Y feels differently about the “ladder” of success.
As the country comes out of the recession, the Millennals are looking for a sense of mission. They want a sense of ownership over their lives, either in the place that they work or in the lives they create for themselves outside of it. A workplace is relative and all preconceptions about job security are shattered. Their lives and desires aren’t dramatically different from generations before them, but the confluence of circumstances are – and more and more, this generation believes that they too can “do it all” but their definition of how and what that means is dramatically different.
Between these two generations, there has been a revolution in the office that has increased the influence of women and transformed the paradigm of the workplace. At the same time technology has revolutionized the way we work and our understanding of how we can work differently.
While current working parents, particularly working moms, have been told that they can “do it all,” modern working parents have found that having a Blackberry doesn’t necessarily help them to be flexible so much as feeling tethered, perpetuating a generation of working parents that find a blurred line between work and life that has inspired a generation of workers who are in a constant state of distraction, leading to the social acceptance of the furtive glances down and the feverish tapping everywhere – from office meetings to family dinners.
But as we innovate are we working more efficiently or are we simply working more?
Care.com’s Focus Forward conference is about designing the future of work where companies work for people, and people work for companies in ways that are smarter, faster, higher impact—and more sustainable, too. At a time when there have never been more distractions–and more pressure to deliver results–the event will examine how great companies command attention from customers by, first, holding the attention of their employees.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png2011-05-16 09:00:272020-05-20 17:06:01GenY: Challenge of "Doing It All" and Technology Overload
Just having returned from HRevolution, I was filled with tons of ideas, approaches and philosophies. My head was swimming with where to go next. I was trying to land on what aspect of HR resonated with me coming out of this UnConference. Then I remembered . . .
I had a conversation with Dwane Lay and William Tincup about the state of HR and what we all thought, and one term kept coming up . . . outliers. Now, this isn’t the same as the recent Malcolm Gladwell book – Outliers. (I’m a huge Gladwell fan!!) What we were talking about was the tendency for HR to manage to the exception.
I agreed with this wholeheartedly! I know that it’s difficult to work with people, but that’s why we chose HR. There are so many amazing people who work in and around us every day. However, companies tend to focus on people who are exceptions, who underperform, degrade and possibly detract from moving the company forward. Instead of focusing on the mass of talent that rocks it everyday, we follow the outliers. If the entire company was made up of people like the outliers, there would be a lot of trouble. So why should HR mainly focus on a group that is not the driving force of the company? Yes, they are a portion of the company that is important and should be acknowledged, but to base everything around them is taking it too far.
You can look at policies, handbooks and procedures that are written by companies in HR every day that focus on such a small percentage of people. This hurts the majority of employees who are doing their jobs each and every day. While the outliers shouldn’t go unnoticed, the average employees are the ones who account for most of the population.
So, what can we do?
HR needs to understand and own that one thing we have to our advantage is the ability to be consistent. This is different than being “fair.” It really is. If we are consistent in how we engage, deal with and lead people, we add incredible value!! If people in HR would take this approach and practice consistency, the outliers would take care of themselves. With a consistent HR, variability is decreased between their actions and the actions of the employees, making everything much more stable.
Take a look around, HR. Where is your focus? If your systems give employees the ability to thrive, contribute and develop – you’re doing well. If your systems look to constrict, deter and confine – you’re following outliers.
Now, some may say that the group that gathered at HRevolution are “outliers” to the norm of the HR community. I’d beg to differ. You see in Gladwell’s book he talks about outliers that are successful, move things forward and also lie outside the norm.
Outliers are not always a bad thing; although they should not be the basis of HR’s views on a company, often times they can produce something great. The group I was running with is pushing the boundaries of HR to open up new frontiers in order to set new norms. Why don’t you join us?
TalentCulture is a trailblazing HR marketing company offering advertising, media, executive and corporate branding, research, and social promotions via our global learning community.