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Why Employee Advocacy Fails and Personal Branding is a Crock

I’m going to keep this note is short and to the point. However, it has been on my mind for a while.

Here is why almost every personal brand and employee advocacy effort fails:

The employees that are most interested in personal branding are rarely interested in doing it in such a way that it is beneficial to the company. On the other hand, the ones that truly want to help their brand and are working hard for their company rarely have time to spend learning how to become good at social and then using it in a way that is impactful to their brand.

Case in point. Over the past month I have asked about 10 of my trusted circle to name just 5 people who are not CEOs or Entrepreneurs that are doing personal branding in a way that is both creating a powerful personal brand AND creating meaningful growth or visibility for their company.

Guess what? Not one of the ten people I asked could name five. Most couldn’t name one. (That isn’t to say there aren’t good ones out there, but it is interesting because the ones that are doing it well may just be doing it in a way that isn’t so obvious?)

So, is this a problem?

Heck yes it is a problem. There is this cult of stupidity running around telling people they need to build personal brands and companies that it is important for employees to build personal brands when really it is about educating employees to use social channels to create a more compelling brand image.

Personal Brand Experts (Wannabes): Cut the shit already. Just acknowledge that your systems for people using social to build their personal brand is strictly for their personal benefit so they can start a business, get paid to speak or become some type of influence marketer.

Companies: If you are financing peoples’ personal brand development, make sure their brand development is beneficial to the business AND themselves. In most cases I’ve seen where an “Employee” of a company has developed a strong personal brand they have only turned around to leave the company or be forced out because they lost sight of why they were doing it.

Employee Advocacy done well can help make work more exciting for employees and brands more appealing for consumers. However, to this date, whomever the folks are that are out there teaching this are missing the mark by a mile. It is really as simple as this…

If it isn’t good for the individual AND the brand, then it isn’t employee advocacy.

AND…If the employee is out speaking at conferences every week and nobody knows what company they work for, then you can be sure they aren’t building a brand for your company. #Cutthechord.

For more on social business, employee advocacy and powering your brand with digital visit XVA Labs.

A version of this was first posted on themarketingscope.com

#WorkTrends Recap: Known: Build and Unleash Your Personal Brand

Building a personal brand in the digital age can be a mystery to many people and companies. We all want what we want and we want it now, however creating a reputation of excellence take time and the right experience.

This week on #WorkTrends, acclaimed marketing expert, Mark Schaefer and host, Meghan M.Biro discussed the factors that Mark has identified in his latest book, KNOWN, as being what people really need to know when building and unleashing their personal brand.

Here are a few key points that Mark shared with the community:

  • Facebook is one of the most difficult places to establish a presence or a brand
  • You have to do the work to build an emotional connection
  • Social media connections are important. They open doors! The trick is turning them into personal, offline, business relationships
  • Influence is built truly on trust

Did you miss the show? You can listen to the #WorkTrends podcast on our BlogTalk Radio channel here: http://bit.ly/2oM05tg

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

Didn’t make it to this week’s #WorkTrends show? Don’t worry, you can tune in and participate in the podcast and chat with us every Wednesday from 1-2pm ET (10-11am PT). On April 26, Meghan will be joined by Ryan Kellogg to discuss how to gain a competitive edge in the war for talent.

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

#WorkTrends Preview: Known: Build and Unleash Your Personal Brand

Building a personal brand in the digital age can be a mystery to many people and companies. We all want what we want and we want it now, however creating a reputation of excellence take time and the right experience.

On Wednesday, April 19, 2017 at 1pm ET, acclaimed marketing expert, Mark Schaefer and #WorkTrends host, Meghan M.Biro will be discussing the factors that Mark has identified in his latest book, KNOWN, as being what people really need to know when building and unleashing their personal brand… to gain results.

Known: Build and Unleash Your Personal Brand

Join Mark and Meghan on our LIVE online podcast Wednesday, Apr 19 — 1 pm ET / 10 am PT.

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

Q1: Where do people start to build their personal brand? #WorkTrends (Tweet this question)

Q2: Why are passion and expertise not the root factors of personal branding? #WorkTrends (Tweet this question)

Q3: Why do many people fail at personal branding? #WorkTrends (Tweet this question)

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

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Personal Branding 201: Make Experience Work For You

Personal branding is a buzzworthy phrase that has significant applications to the corporate world. And when people discuss it, they typically are focused on an audience of college-aged or young professionals who are starting their careers. But what if you are a seasoned, experienced professional…can you still benefit from a personal branding refresh? Absolutely.

Personal branding is about you and your reputation – it’s how people get to know you (a LinkedIn profile, a published article, an industry presentation). It’s the hallmark of who you are and the quality of the work you represent. Ask yourself the following questions (and be blatantly honest with your answers) when you consider your personal brand.

  • What do people say about you when you leave the room?
  • What do you want them to say?
  • What do they currently say?

If the answers aren’t what you want to project and you have been working for an organization for a while, you may not be cultivating your brand as actively as you should. Personal branding is not something that can be built overnight, so you need to be thoughtful about what you represent.

Moving to a new role within your current organization

So as you contemplate your next career move, what role do you want next? If you are happy with your organization or industry, it might be simply tweaking your current social media profiles to reflect current responsibilities. Have you found ways to lead within your team? Now is the time to publicize yourself as a subject matter expert within your organization. Is there an internal employee online forum where you can share how you solved a problem or presented an innovative solution? If you have numbers that show a dramatic cost savings or efficiency, those results should be announced.

Moving to a new role within the same industry

If you are already seen as a subject matter expert within your organization, then it is time to engage with other thought-leaders in your industry on professional social forums. Branch out on your LinkedIn groups and participate in professional associations. Volunteering is a great way to get your name out there AND get to know the movers and the shakers within the industry at a local level. All of that networking can help you find a localized role or help you learn about growth culture at various companies.

Moving to a new role in a new industry

If you are looking to change industries, then consider networking with (and following) influencers and industry thought-leaders in those fields. Comment on blogs or social media posts and offer your unique perspective where appropriate. Your ability to make connections and look for commonalities/strengths can be a leg up to getting a role. Working with an organization where innovation is a priority and keeping learning at the forefront of your development means you can be well-positioned to change industries. Take some time to pause and listen to the conversations out there and contribute appropriately.

Reconsider your elevator pitch; make sure it highlights your past successes and explains how you are evolving your focus to a new industry. People with strong personal brands make learning a priority and demonstrating an ability to grow and learn is a component to your success. This is how your personal brand can evolve over time: remaining curious, careful planning and networking, all while making sure your reputation is the best it can be.

Finally, let people know you are ready to make a career move. Contact well-connected members of your network (or re-establish old connections), research, apply and interview for roles where you meet the advertised qualifications. But remember, your personal brand isn’t all about you; it’s how you can help others.

Personal branding takes time and dedication. A strong personal brand can help you find new career opportunities and can help add value to every assignment or project you undertake. Continue to evolve you and your brand will follow!

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#WorkTrends Recap: Growing Employee Brand Advocates

In today’s workplace, it’s important for people to stand out, and whether they are blogging, using social media or other venues, writing is a key way to share your own voice.

Employees are building personal brands that just may be attracting other employers – and that’s okay. Our guest on today’s #WorkTrends show, Roger Panetta, discussed how to build careers, workplaces and businesses using performance and positioning.

Here are a few key points Roger shared:

  • Just doing your job is not enough anymore.
  • Job security is slowly going away and will not exist in five years.
  • Employees will leave a company if they feel too stifled.

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

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

Missed this week’s #WorkTrends show? Don’t worry, you can tune in and participate in the chat with us every Wednesday from 1-2pm ET (10-11am PT). Next Wednesday, June 8, Susan Vitale, Chief Marketing Officer from iCIMS, will join us to discuss how data drives millennial hiring.

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

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#WorkTrends Preview: Growing Employee Brand Advocates

In today’s workplace, employees are building personal brands that just may be attracting other employers – and that’s okay. Our guest, Roger Panetta, and his organization, Nimble at Work, builds careers, workplaces and businesses using performance and positioning.

It’s important for people to stand out, and whether they are blogging, using social media or other venues, writing is a key way to share your own voice. Join #WorkTrends next week to learn more about how to be more nimble in the workplace, perform at your best, and empower others to do the same.

Growing Employee Brand Advocates

#WorkTrends Logo Design

Tune in to our LIVE online podcast Wednesday, June 1 — 1 pm ET / 10 am PT

Join TalentCulture #WorkTrends Host Meghan M. Biro and guest Roger Panetta as they discuss the how being nimble optimizes your performance.

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

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

Q1. What are some ways employees can stand out in the workplace? #WorkTrends (Tweet the question)

Q2. How can employers effectively support employee personal growth? #WorkTrends (Tweet the question)

Q3. How can employers encourage personal branding without fear of losing talent to others? #WorkTrends (Tweet the question)

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

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Tweet Naked: Using Social Media to Build Your Brand

Social media is one of the best marketing tools available when it comes to building and a brand. However, people and companies are missing an opportunity to connect with consumers by not utilizing it effectively.

Today’s #WorkTrends guest, Scott Levy, author of “Tweet Naked”, shared tips and tricks to help you get the most from your investment of both time and resources in social media marketing. Scott also touched on the brands that have mastered social media marketing and why we need to emulate what they do. Here are a few great takeaways shared by Scott:

  • If you want to continue seeing great content on social media, reward people with likes and shares
  • The brands that we should copy are the ones focusing on customer service and social listening
  • Contribute – not for likes and followers – but because you genuinely want to help

The #WorkTrends conversation that ensued was insightful, especially Scott’s advice on personal branding and bringing value to a conversation online.

Check out the highlights of the conversation from our Storify here:

Haven’t had the chance to tune into a #WorkTrends show? Don’t worry, you can tune in and participate in the chat with us every Wednesday from 1-2pm ET (10-11am PT). Next Wednesday, May 11, we will be joined by Rebecca Macek, Director of Recruitment of CareerBuilder, to discuss why we should rethink the candidate experience to get better hires.

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

 

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Before You Launch Your Resume Into Deep Space, Read This

Have you ever gotten a job by uploading your resume to an online application portal? I haven’t and I don’t know anyone who has. You could be the answer to an employer’s prayers, but if you don’t know how to appease the algorithm—by, say, using a sans-serif font like Verdana instead of a serif font like Times New Roman (for years the resume standard)—you’re sunk.

As if writing your resume for a human audience weren’t challenging enough, you now have to write it for an audience both human and robot.

The designation “black hole” comes up again and again in complaints from recruiters as well as candidates—when you upload your resume into an applicant tracking system (ATS), it’s sucked into the void. My hero, Liz Ryan, inventor of the Human-Voiced Resume and a longtime HR executive, puts it this way: “You’re better off putting a stack of paper resumes on the passenger seat of your car and driving down the freeway with the window open. One of the resumes from your stack might fly out the window and land on a hiring manager’s desk.”

Once your resume is swallowed by the gaping maw, it’s anyone’s guess where it goes. Where it almost certainly does NOT go is the desk of the person you want to be your next boss. There is a way around this, however; write a letter.

The best way to get a job is to have someone who works at the company you’ve targeted refer you to the person you want to be your next boss. In real estate, the mantra is “location, location, location;” in the job search it’s “networking, networking, networking.” That’s how you develop a contact who works for the company you want to work for.

Skip the resume abyss for now and write a letter directly to the person you want to be your next boss. Even if you’re not able to open with something like “Peggy Olsen suggested I contact you,” write a letter. Even if there’s no job opening at your target company, write a letter. In fact, there’s a hidden job market chock-full of positions that are never posted.

Jobs can also be created. It happened to me. I approached the woman I wanted to be my next boss at a UCLA extension course—her scheduled appearance on a panel of industry big wigs was the reason I took the course. During a break, I marched up to her and delivered my (finely honed) pitch. She asked me to send her my resume and a letter reiterating what we’d talked about.

In the letter I sent her, I reiterated who I was and what we’d talked about, but I also took the opportunity to tell her what I could do for her—I knew what she needed done because I’D done my homework. Before you network, network, network, you must research, research, research. I’ll get you started; here’s a great article from the aforementioned Liz Ryan called “How to Reach Your Hiring Manager Directly.”

I told the woman who would become my next boss that I understood what she and her team were going through, then gave her a couple of examples of how I’d successfully confronted the same issue for my previous employer. Liz Ryan calls these “pain letters,” because they say to the person you want to be your next boss, “I feel your pain. I know how to relieve it. Here’s how I did it for my last boss.”

Once you’ve arranged a meeting, if necessary, you and your next boss can figure out how best to get your resume through the ATS. Or not. When someone is champing at the bit to hire you, it’s amazing how easily the system can be circumvented.

Truth be told, you could study up on how to beat the resume-submission robots—there are plenty of tricks online—and still not be able to penetrate the fortress. Or you could write a letter. On paper, stapled to your resume, unfolded in an 8.5 x 11 envelope. How much email do you get in a day? How much snail mail? If you want to stand out, sometimes “ya gotta kick it old-school.”

Don’t get me wrong—I love robots. They’re terrific for surgery, weaponry, manufacturing, even hunting and killing jellyfish, but when it comes to finding you a job, don’t be surprised if all they have to offer is “Warning! Warning! Alien spacecraft approaching!”

A version of this post was published on Creative Profiles Inc.com on 12/4/2015.

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How Working Abroad Can Help Your Career

Working abroad is being recognised as a valuable asset to employees in increasingly competitive job markets. The White House recently held a summit with travel bloggers and digital outlets to discuss initiatives that would encourage American students to consider spending time studying or working abroad. Working abroad isn’t just for students though, many graduates and mature professionals are realising that time abroad can be an advantage in terms of career development.

Building Your Professional Experience

Whether you’re a medical graduate wanting to practise your skills in Dubai, a millennial looking for opportunities to advance in business in China, or an architect who wants to contribute to Bangkok’s skyline, there are opportunities out there.

A change of country offers opportunities to test skills in different ways and can often provide quicker career progression than in your home country. These experiences can expand your career options, enhance your abilities and be an excellent asset to your resume.

Those at the top of their game know the importance of facing new challenges to boost productivity, creativity and your ability to tackle unexpected changes and challenges in the future.

Is Working Abroad Important To Your Career?

When considering opportunities abroad, only pursue ones that are relevant to your career. Will the job abroad improve your professional network, help you to reach new clients, or give you access to more advanced job roles? Ask yourself how an opportunity will help you to advance and achieve your goals – and if it won’t then pass on it and keep looking.

There are endless career opportunities abroad, and looking for programs through your current college or workplace is a good place to start. If your current workplace is flexible, consider asking to work remotely while abroad for a short period of time. If this isn’t an option, look for programs sponsored by think tanks, non-profits and governments.

If you have already established a career in a specific field, niche job boards and sites like LinkedIn can be useful places to search for job vacancies in other countries.

How To Present Working Abroad On Your CV

How you market your time abroad on your resume depends on the work or program that you were part of. In many instances, working abroad will mean a new job that can be included in your previous work experience.

Highlight how the job abroad increased your professional knowledge, led you to take on new challenges and the achievements you made. Discuss projects you were involved in, and any clients or industry professionals that you networked with.

Look also at the soft skills which you gained that will apply to workplaces back home. Those who can successfully live abroad for extended periods of time will be better able to adapt to new environments, more comfortable with change, independent, dedicated and self-motivated.

Ron Stewart has worked in the recruitment industry for 30 years, having owned companies in the IT, Construction and Medical sectors. He is currently running the Jobs4Group, including Jobs4Medical.

#TChat Preview: How Social Networking And The Job Search Pay Off

The TalentCulture #TChat Show is back live on Wednesday, Aug 12, 2015, from 1-2 pm ET (10-11 am PT).

Last week we talked about how employers can help bridge the great debt divide, and this week we’re going to talk about how social networking and the job search pay off.

The power of social networking and social media is well known these days. It can be an amazing boon for your career development, but used unwisely can ruin you forever.

Managing your online profile and persona consistently and accurately is where it all starts. Those organizations searching you and your “brand” out and reviewing who you are will be looking for anomalies that don’t add up — and you want to always have everything add up — even if you’re not looking for a job.

Social networking isn’t a quick fix for managing your career. You need to be thoughtful about your brand and your point of view and nurture every single day for it to pay off.

Sneak Peek:

#TChat Events: How Social Networking And The Job Search Pay Off

TChatRadio_logo_020813#TChat Radio — Wed, Aug 12 — 1 pm ET / 10 am PT

Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how social networking and the job search pay off with this week’s guests: Robin Schooling, accomplished HR Leader, strategist and advisor; and our very own Cyndy Trivella, marketing manager for SmartSearch applicant tracking systems and events & accounts manager at TalentCulture.

 

Tune in LIVE online Wednesday, Aug 12

#TChat Twitter Chat — Wed, Aug 12 — 1:30 pm ET /10:30 am PT Immediately following the radio show, Meghan, Kevin, Robin and Cyndy will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we gather for a dynamic live chat, focused on these related questions:

Q1: What are the top 3 things job seekers should use social networking for? #TChat (Tweet this Question)

Q2: How can job seekers use social for researching potential employers? #TChat (Tweet this Question)

Q3: How can job seekers use blogs, podcasts or vodcasts to promote their personal brand? #TChat (Tweet this Question)

Until then, we’ll keep the discussion going on the #TChat Twitter feed, our TalentCulture World of Work Community LinkedIn group, and in our TalentCulture G+ community. So feel free to drop by anytime and share your questions, ideas and opinions. See you there!!!

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May Thine Own Personal Brand Be True (To You)

What do you think about the term “personal brand”? If you’re like most of us, all the brand this, brand that, brand yourself talk is beyond tired — it’s a cliché.

But let’s not hate on or disregard personal branding, for it’s highly important.

After all, like all clichés, branding became one because there’s truth in it.

The simple truth: your branding is real and imperative. It is positive, passionate, and powerful. It is a road that leads to our best career and leadership selves.

And it’s not complicated.

Let’s get back to basics with these five essentials steps:

1. Listen To Shakespeare

“This above all: to thine own self be true.” With these nine simple words, the Bard has gotten to the heart of branding. Your brand must start with you — and stay true to you. It’s not a B-school concept or some trending social media fad that will burn out in six months. Your brand is you – heart, soul, and head. Never forget that fact. Make it the foundation of all that follows your career and leadership skills.

2. Take A Personal Inventory

We all think we know ourselves pretty well, but a personal inventory is an essential step in building Brand You. It’s an objective look at our strengths, our weaknesses and our personality. Start with your passions — what makes you leap out of bed in the morning, makes you want to dig deep and deliver? What are your talents? What areas just don’t grab you? Where are you weak? Remember, no one is good at everything, and nobody hires you to be perfect. Understand what Brand You is best at — this your career calling card.

3. Be Honest

In our culture there’s bias towards extroverts, people who are positive, outgoing, cheerful. Guess what? Not all of us are like that. In fact, some of the most amazingly gifted and productive people on the planet are introverts, serious, distracted, even socially awkward. Most of us fall somewhere in between. But if you are an introvert, own it, share it, and be proud because it’s part of Brand You. Don’t force yourself to be someone you’re not. This rule also applies to social media. Maybe you’re a natural at blogging, tweeting, facebooking, etc. and maybe you’re not. If you’re not, then it shouldn’t be a crucial part of Brand You. (Caveat – these days at least a passable aptitude with social media is pretty much sine qua non. So at least master the social media basics) The key, again and always, is to be true to yourself.

4. Don’t Over (Or Under) Sell Yourself – Think Reality TV

It sometimes seems like the most aggressive (even arrogant) people get noticed, hired and rewarded. You might call it the Donald Trump Syndrome. The fact is, for every Donald, there are a dozen people who oversold themselves, weren’t able to deliver, and stalled their careers. Be confident, of course, but don’t promise what Brand You can’t deliver. It’s a mistake HR people and leaders see all the time. Yes, shoot for the stars on every project, but let your results speak for themselves. On the other hand, do make sure that your friends, recruiters, hiring managers and leaders know about your successes and that you get credit where due. Don’t hide your light under a talent, let it shine!

5. Bring Your Best Self

Our work lives are very important to all of us. Let’s not forget …. They can be a source of fulfillment, challenge, excitement, and financial, social rewards — and give real meaning to our lives. Brand You is about making that happen for you. It’s about understanding yourself – your best self – and then sharing it with the world of work and your social communities of interest. It’s about bringing your heart, soul and head, your passions and promise to your career. Build a Brand You that reflects all that and great things will happen.

This post was adapted from “5 Steps To Empowering The Brand You,” which originally appeared on Forbes.com.

About the Author: Meghan M. Biro is a globally-recognized talent management leader and social business and community catalyst. As founder and CEO of TalentCulture Consulting Group, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft and Google, helping them recruit and empower stellar talent.

photo credit: Bobble-Head Bard 6 via photopin (license)

Modernize Your Resume For 2015: Part 2

If you haven’t written a resume in a long time, but are considering seeking a new position in 2015, it’s important that you are up to date with the latest trends in resume writing and styles. Recruiters are set to focus on quality of hire in 2015, so your resume needs to be top notch, reflecting both your best skill set and an expert understanding of your field.

In Part 1 of this series, I discussed two of the five techniques: making a clear value proposition and using a professional layout. Here, in Part 2, I detail the remaining three techniques.

Cull Outdated Experience

In 2015, recruiters are looking for quality not quantity, so if you haven’t done so already it’s time to cut the deadwood. If your resume is more than two pages long, then you’re either listing irrelevant or outdated experience, or writing verbose job role descriptions. Cut out irrelevant and outdated experiences straight away. Highlight the experience that is most relevant to the job you’re going for, only list the skills required for the job roles you’re after and include achievements that make you a unique candidate.

Digital-Friendly

A digital-friendly resume that looks just as good via email or on a webpage as it does on paper will be essential in 2015. When you send your resume as an email attachment you want to make sure it opens without trouble, and that when it opens it looks good. To ensure the file format is compatible, make a copy of your resume as a PDF so that when you send it over to a recruiter or an employer, they will be able to view it exactly as you intended it. Links to a professional video, as well as your LinkedIn profile and possibly your online portfolio or blog (depending on your profession), are must-haves. There’s going to be an increased emphasis on social media — especially LinkedIn — in the recruitment sector this year, so make sure you have a stellar profile there too.

Professional Video

If you’re finding that recruiters and employers are frequently asking for a digital copy of your resume, now’s the time to supplement your main resume with a video. Though video resumes aren’t rivaling written ones, integrating a video into your digital resume can really enhance it. A short 30-second video is a great opportunity to introduce yourself and show off your personality, professionalism and how well you fit into an organization’s employee culture. A small link to the video at the beginning of your resume is all you need — an employer will be easily able to locate it and watch it. There’s plenty of advice available online for when to use a video resume and how to make it effective. Remember, a video isn’t there to replace content, but instead to add value and personality to your existing resume.

Modernizing your resume is vital to making an impression on a potential employer, but make sure it’s the right one. Formatting your resume properly and ensuring it’s digital-friendly can be exactly what you need to differentiate yourself from the rest of the pile. It could be your ticket to getting to the next stage of the hiring process.

About the Author: Ron Stewart has worked in the recruitment industry for 30 years, having owned companies in the IT, construction and medical sectors. He runs the Jobs4Group, and is CEO of Jobs4Medical.

photo credit: jsawkins via photopin cc

 

Modernize Your Resume For 2015: Part 1

If you haven’t written a resume in a long time, but are considering seeking a new position in 2015, it’s important that you are up to date with the latest trends in resume writing and styles. Recruiters are set to focus on quality of hire in 2015, so your resume needs to be top notch, reflecting both your best skill set and an expert understanding of your field.

In this first of a two-part series, I detail two of the five techniques that top candidates will be using to get potential employers’ attentions this year. The second part will detail the remaining three techniques.

Value Proposition

Make a statement with your resume right the at beginning. What makes you a valuable asset to this company? What’s your big selling point? A concise, evidence-backed sentence that illustrates to the employer why you would be worth having on its team is the perfect way to open your resume. For example, a marketing professional might start with:

With 10 years of digital marketing experience, I have the creative solutions to increase engagement and get clients noticed. In one month, I can boost social media followings by 25%.

A sales executive would opt for something along the lines of:

Proven track record of increasing annual sales by 40% and consistently beating sales goals in all of my previous positions.

It’s likely that your value proposition will have to be adjusted slightly for each different employer. Remember, not every company is looking for the same thing: they want to know why you will be valuable to them. Make sure you’re clued in on the company vision and culture so that you know exactly what to propose in your headline.

Professional Layout

What is the purpose of layout? To make it easy for the person reading it to find the relevant information from the resume. A dense wall of text won’t get you very far, but neither will a resume that is all style and no content, unless perhaps you are working in a creative industry. If you’re struggling to format your resume in Word, try using online resume builders such as KickResume and VisualCV.

Generic resume templates aren’t going to cut it in 2015. The average time a recruiter spends reading one resume is just six seconds, so you really need to make those seconds count. While sticking to black and white text is still a good rule of thumb, your headings need to be bold so they jump out when a recruiter or employer is scanning through. Make them stand out with a subtle shade of color, a stylized font, or even graphics. This resume, from Hongkiat, is a good example of both creative font and color, while this resume on the other hand might be considered too much style, too little substance. Be careful not to go overboard here, as outlandish designs and crazy colors can get your resume thrown into the bin without a second glance.

Modernizing your resume is vital for making an impression on a potential employer. It could be your ticket to getting to the next stage of the hiring process.

To learn three more resume-modernizing techniques, keep on the lookout for part two of this series!

About the Author: Ron Stewart has worked in the recruitment industry for 30 years, having owned companies in the IT, construction and medical sectors. He runs the Jobs4Group, and is CEO of Jobs4Medical.

 

photo credit: flazingo_photos via photopin cc

Find Your True Self And Run With It

“This above all: to thine own self be true.” – Shakespeare

How long does it take to tell a “brand” apart from an authentic person? From the first word out of his or her mouth, right? “Brands” tend to be a little too perfect — packaged, programmed, plastic. They push what they think we want to buy, not their real selves. It’s like the difference between processed food and the fresh, “real” food you can get at farmers markets.

I want authenticity when I hire, and even when I’m not. Catching my drift? I do not want some amalgam of what the applicant thinks the employer is looking for. I want to know you for the real you. I want to celebrate your personality – every nook and cranny. Real success has always been about knowing ourselves and staying true to that core. People who know themselves enrich an organization’s culture, and add to the workplace community with their spontaneity and honesty.

Branding isn’t without value, but it can’t be the ultimate measure. That has to go deeper.

Here are five ways to find your authentic self:

1) Take Shakespeare’s advice and be true to yourself. Know your values and never compromise them, even if doing so might lead to short-term gain. Integrity and authenticity go hand in hand.

2) Be good to yourself. We all have to take care of ourselves. And this means doing things that enrich us, body, mind and soul. Go fly fishing, tutor ex-cons, learn a new language, discover a cool new rock band, start a new business venture, bake cupcakes, read Trollope, hike the Andes. Find things that nurture you and make you feel good about yourself. This will deepen yourself of sense of self, and your self-confidence.

3) Have fun. Life is short and often hard. Fun and a sense of humor help us all get through. They also happen to be amazing productivity and community-building tools. I can’t tell you how many tough meetings I’ve been in where the mood is turned around by some genuine humor. Exercise your funny bone.

4) Don’t hide your so-called flaws. No one is perfect and no one is expected to be perfect. You may be cranky at times, pessimistic, even antisocial or a little weird. Well, guess what? Steve Jobs was a freak. Understand yourself — talents and “flaws” — and bring it all to the table.

5) Know what you want. Career trajectories are impossible to predict. But if you know who you are and what you want, you’ll save a lot of time and energy. To the greatest extent possible, only go after opportunities that ignite your passion and stir your soul.

Authentic people are exciting, original and refreshing, the essential element of an exciting, vibrant workplace culture that leads to knockout performance. Exciting companies are hungry for authenticity. Find your true self and run with it. Please let me know how it goes.

This post was adapted from Rethink Brand ‘You’: Find Your Authentic Self, which was published on Forbes.com.

About the Author: Meghan M. Biro is a globally-recognized leader, talent management and career strategist, and social community catalyst. As founder and CEO of TalentCulture Consulting Group, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft and Google, helping them recruit and empower stellar talent.

photo credit: THX0477 via photopin cc

How To Use Social Media To Build Your Personal Brand

If you’re still only using social media to chat with your friends and family, then it won’t be landing you a job anytime soon. Companies across the world are creating social media strategies to promote themselves, showcase their brands, and reach new customers. But you don’t have to be a business to make a name for yourself online — a single person can do it too.

Creating a Multi-Platform Brand

The biggest mistake people make when starting their social media brand is using the social media accounts that they created when they were 13. Of course, when your teenage self put your username as @CuteChickxx, you weren’t thinking about personal branding. You wouldn’t contact an employer with an unprofessional email address, so don’t do it with your social media accounts either.

Set up social media accounts under the same username. This could simply be your name or a combination of your name and career field — for example, @JoeGreen or @RecruiterJoe. You can use the NameChk tool to check if your desired username is available across hundreds of social media platforms.

Once your accounts are set up, create a multi-platform brand by using the same profile image and color scheme across all of your social media platforms. This will result in a recognizable, professional-looking “brand” that will make a memorable impact on those who visit your social media pages.

The Importance of a Distinctive Brand

Easier said than done. Everyone wants to be distinctive and memorable, but distinguishing yourself from other careerists isn’t always that straightforward.

When you start building your personal brand on social media, it’s likely that you will begin by modeling your social media profiles on the ones of prominent people in your field. This is a good first step, but then you need to consider what makes you different. Maybe you have a special interest in your field, a skill that is in demand, or even a unique hobby. Incorporate this into your brand too.

A professional photo will also go a long way to making your brand distinctive. By using the same head shot across your social media accounts and on any websites you contribute to, your face will become recognizable to followers and readers. Investing in a photo shoot can be a wise decision, though if you have a good camera then using a plain-colored wall and getting the lighting right can work like a charm too.

Sharing Meaningful Content

The internet is full of cute cats and funny memes, but even if you love them, don’t share them on your social media pages. Be specific about what you share. You want the people who see your profiles to be able to build a professional but personal portrait of you. Share articles from authority sites in your field and participate in debates on newsworthy topics. Your aim should be to post and share content that is meaningful, opinions that are insightful and thoughts that are valuable.

Rule number two: post a variety of visual content. We are visual creatures, and therefore our brains are better able to process images, infographics and videos than blocks of text. In fact, content which is broken up with images gains 94% more total views on average than content without. Adding a photo URL to your tweet can boost retweets by 35%, while photos gain an 87% interaction rate from fans on Facebook, making them the most engaging type of content.

Engaging and Networking on Social Media

You’ve designed a seamless multi-platform social media brand to showcase the best of yourself and you’re sharing thoughtful, insightful content and opinions. But you’re not going to get anywhere with 0 followers and a couple of Facebook likes from your mom. Build yourself a network of social media contacts.

Follow, like, connect and engage with talented people in your field, from the authority sites down to the grassroots bloggers. Reply to their social media updates and start conversations. If they like your personal brand and the content you’re posting, then they will start to share and retweet you. This way you are able to reach a larger audience and gain more social media followers. It takes commitment, but it’s very possible for you to establish yourself as someone worth listening to in your chosen field.

Landing a Dream Job with Your Personal Brand

Social media is an excellent way to meet people in high places. Engaging on social media has begun the process of strengthening your personal brand and networking has made you some valuable contacts. But how can you use that to land your dream job?

There are two things you need to do now. Firstly, engage with the companies that you are interested in across all social media platforms. This is exactly the same process as networking with individuals. Leave interesting and valuable comments in reply to updates posted by the organizations you are interested in working for. Start creating a list of employees who work there and engage with them too. If your personal brand is good, you will soon start to be recognized. This will give you a massive advantage when inquiring about and applying for jobs there.

Secondly, focus your time on growing your LinkedIn network. 78% of recruiters have hired through a social network, and the clear leader of the pack is LinkedIn, which is used by 92% of those recruiters. Add all of the contacts you’ve made on Facebook, Twitter and your other social media platforms on LinkedIn, and begin connecting with their connections too. The next step is to join groups — or even better start a group — relevant to the career path you’re following. Joining in with discussions is a surefire way to get you noticed by recruiters, headhunters and experts in your field.

Success with Your Personal Brand

Building a personal brand on social media doesn’t happen overnight. It’s a long-term commitment. To ensure success with your personal brand on social media, it is essential to have a good design, create and share valuable content, and build good relationships with other social media users. Persevere and you will find success.

About the Author: Ron Stewart has worked in the recruitment industry for 30 years, having owned companies in the IT, Construction and Medical sectors. He is currently running the Jobs4Group, and is CEO of Jobs4Medical. Ron is a regular contributor to TalentCulture, the Brazen Careerist and Jobs and Careers Magazine.

photo credit: B Rosen via photopin cc

7 Turns To Take On The Road To Your Dream Job

Written By: Mary Isabale

“What do you want to be when you will grow up?”- a famous question we all have faced and had to answer in our childhood days. With starry eyes full of ambition and heart full of high hopes you may have answered that you want to be an actor or a doctor or teacher, lawyer, astronaut, firefighter. You may have also dreamed of a job that would give you rich mansions with butlers and maids, cars. But when you really grow up, things may have changed. The reality around you might have reshaped that it has diverted your vision of your dream job. In a  situation like this it is may be difficult for you to chase or choose your dream job but it is never impossible. These 7 tips will help you to find your dream job.

Analyze your ambition

A good analysis of your ambition will help you to find your dream job. You have to know what is your dream job. What suits you the best as a job? The British born philosopher Alan Watts said that to know what job is the best fit for a person can be found out by asking a simple question. ‘What would you do if money were no object?’. What would you do if you won a lottery and don’t need to do anything for a living? The answers of these questions will lead one to understand his or her ambition.

Know your greatest talent and purpose

In this step you have to be completely objective about yourself. You need to point out your skills and strengths. You can take others advice or opinion into account. You also have to know about your weak points. Once you get the clear indications about your skills, strengths or weaknesses, then you can clearly connect them to choose your path. On the other hand the purpose of your life should be made clear to you. You must know for which reasons you are chasing your dream job. It will help you to not leave the dreams behind.

Being realistic

Not all the jobs full of money are the one of your dreams and not all the dream jobs are currency maker.  You have to take that into account. Your dream job might not be that much financially rich. If you want to earn money, then you have to sort out those types of jobs which will accomplish your needs. But those who are willing to follow your passion should keep in mind that when you follow your passion money often comes too.

Keep calm and patient

You need to keep calm and patient in finding your dream job. The more nervous or anxious we become in finding our dream job, the more prone we become to take actions that won’t help. Happy endings are often obstacles for not being patient. It might take years to achieve success on dream job, but you need to follow the path you have chosen from the heart.

Commit to find your job or create it

It is very important to be committed to the path towards your dream job. An audacious goal is never achieved without proper commitment. Either you have to find the job that fits you the most with all your potentials or you must be that much devoted to make a way to create it for yourself.

Consider the ups and downs of your dream job

This one is one of the most important to find your dream job. There must be some difficulties in your job besides the positive side. You have to be well aware about them. You must have to research the positivity and negativity of your dream job. The more you will be aware about them,  the more you will be certain to find what is your dream job.

Buckling up yourself

Doing some volunteer works or other jobs related to your dream jobs will certainly make you sure about if you have found your dream job yet or not. Besides, it will help to boost your confidence and enrich your CV. It will also help you to get experience which is a crucial factor for getting your dream job.

The famous Chinese philosopher Confucius said that ‘Find a job you enjoy and you will never work a day in your life.’ Finding a dream job will make your life easier to move on. But dream jobs can be also hard in nature too. But life is certainly easier when you are working with something you love. So never stop believing in yourself and always look for what suits you the most.

(About the Author: Mary Isabale is a career expert and experienced hiring manager.)

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

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

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

Looking For A Summer Project? Start Networking!

Summer’s here and you’re probably getting ready to hit the beach or soak up some sun on a patio. Fair enough. But don’t let your networking routine go cold.

Building a strong professional network takes continuous time and effort. While there may be fewer conferences and events during the summer, there are still many great opportunities to get out (or stay in) and meet new people.

Why not make networking your summer project? While everyone else is snoozing in the sand, you’ll be more visible to industry leaders who don’t take the sunny season off.

Networking doesn’t have to be awkward. And it doesn’t take place exclusively at workshops or conferences. Rather, networking should be an opportunity to learn something new and meet interesting people with interesting stories. How will you learn and grow from seeing the same people all the time? You won’t. So enhance the diversity of your networking.

Networking doesn’t always have to take place on a face to face basis either. Participate in a #TChat or another type of Twitter chat or engage with others on Linkedin. Social networking for career success is just as important as what happens at a conference and many of the same principles can be applied online.

Networking can happen anywhere. It can be casual and spontaneous. But there is still a right way to do it. An effective networker is a breath of fresh air; They’re generous, entertaining, and informative. Be somebody that you’d want to talk to.

Here are five ways to network effectively this summer.

1. Don’t just talk about the industry.

“What did you think about [relevant culture or current events topic]?”

Stay up to date with interesting things happening in the world and important news topics. Don’t just open with statements about your knowledge of a certain industry. Ask open-ended questions and you’ll find a mutual interest and you’ll be somebody other’s want to engage with.

2. Be prepared and know your brand.

Prepare a 30-second sound-bite about yourself. This way you are listening and not thinking about what to say next. Know yourself, your goals and how you want to project so that you can get to know others.

3. Project confidence.

We all have a fear of rejection. I say reject fear. Tackle networking challenges with a smile and a firm handshake (translation: a favourite and a retweet). Your new contact will be impressed… and relieved. Awkwardness is awkward for everyone.

This same principal can be applied to Twitter or other social media channels. For example, I attended a conference a few weeks back and was concerned that because the breaks were so short, I wouldn’t have any time to meet people. But who says the introductions or networking has to take place at that conference? I was live tweeting anyways and so I started to introduce myself to others live tweeting at the conference as well.

4. Don’t be a time-suck.

Your new contact is also here to meet people (as in: more than one) – allow them to move on. The same goes for social media. If you’re participating in a twitter chat don’t turn it into a conversation between you and one other person. Respond to other people’s comments and allow everyone the opportunity to give and take from the discussion.

5. Stay in touch.

Send a follow up note within 24 hours. Subtly remind your new contact where you met and what you talked about.

Back to the twitter example I talked about in point five. There were a few people I didn’t get the chance to meet up with at the conference. Instead of letting the opportunity pass me by, I followed up via Twitter and scheduled a few coffee meetings for the upcoming weeks.

(About the Author: Rachel Scott has a diverse background in advertising and communications that includes everything from working as a Research Assistant for the Canada Research Chair in Philosophy of Technology, working in the Public Relations department for CJSF 90.1 FM, to her most recent role as Marketing Assistant at Clevers Media, a marketing and consulting agency based in Vancouver, BC.

Currently Rachel is the Marketing and Content Manager at Boost Agents. Boost Agents brings together growing, forward thinking organizations and qualified creative, marketing and communications professionals through our timely and ethical process to make the perfect cultural fit. Whether you are a candidate (job seeker) looking to boost your career and need someone to help take you to the next level, or a client looking to grow your team, we’re excited to be part of the process with you.)

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

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

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

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Ignore The Dream Stealers

“If one advances confidently in the direction of his dreams and endeavors to live the life he imagined, he will meet with a success unexpected in common hours.” – Henry David Thoreau

Do you have dream stealers in your life? You know, those people who think they are doing you a favor by ripping apart your aspirations and sharing their more “realistic” point of view with you? If your dreams are large enough, chances are good that you will make others around you uncomfortable.  Many of the people in your life want you to stay at their level – they want you to do well, just not better than them.

There’s a story about putting crabs in a bucket. If you put one crab in the bucket, it will easily climb out. However, if you put two crabs in the bucket, the second one will hold the first one back so it can’t escape.  Think about the people you hang out with most, do they encourage or discourage you?  Do they hold you back or let you soar? See how blogger Scott Williams shares how he benefits from his mother’s encouragement.

Your goals and desires are yours and yours alone. If you see yourself reaching the pinnacle of your personal and professional pursuits, you can achieve them. How many stories have you heard of people that went against the odds and achieved extraordinary success? How many more people do you know who are stuck in “woulda, coulda, shoulda” land? The “woulda, coulda, shouda’s” will give you every excuse in the book as to why they didn’t make it. Why they HAD to give up. How they just couldn’t continue. They don’t want to admit that they simply gave up.

Sometimes you also have to make difficult choices about the people in your life. If you are not encouraged and supported by others regarding the goals that you are totally passionate about, you may have to leave those people behind. Joe Barton shares helpful “quick and dirty” tips for getting rid of the toxic people in your life. When you are on the path to your destiny, it’s important to associate with people who see you accomplishing your dreams. Your vocation may not be right for everyone, but it’s perfect for you.

Take out a piece of paper and draw two columns.  On the top of one column put a (+) and the other column, put a (-).  Think of the people that you associate with on a regular basis.  Put the names of the people who leave you feeling better about yourself when you are around them on the PLUS side, and those who make you feel worse about yourself on the MINUS side.  Which column has more names?

If you find that you need to change your associations, go where others with your same interests hang out. Meetup.com is a terrific place to start. You’ll find kindred spirits – or at least people who know what the heck you’re talking about.  You can also join your industry association and go to their meetings.  Attend networking events and talk to “friends you haven’t met yet.”  Get out of your comfort zone and consciously look for new ways to meet people.  You’ll be surprised and pleased with the quality of friendships that develop when you meet people on a similar path.

What is your passion? What spurs you on? What will you do TODAY to move closer to your goal? Take a teeny-tiny baby step today, and then one tomorrow. As you inch closer to your calling, you will meet with fabulous success in unexpected hours.

(About the Author: Employee Engagement Expert and Motivational Speaker, Lisa Ryan works with organizations to help them keep their top talent and best customers from becoming someone else’s. She achieves this through personalized employee engagement and customer retention keynotes, workshops and seminars. She is the author of six books, and is featured in two films including the award-winning, “The Keeper of the Keys” with Jack Canfield of Chicken Soup for the Soul. For more information, please connect with Lisa at her website: www.grategy.com or email her at lisa@grategy.com.)

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

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

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

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What Truly Motivates People? Is It Money, Or Something Else?

Dan Pink’s book “Drive: the Surprising Truth about What Motivates us” has thrown a major monkey wrench into how we think about motivation. For years it was assumed– and it certainly seems logical to believe– that the best way to motivate desirable behaviors was to offer cash rewards. But it turns out that there is considerable science that refutes that notion; in fact, offering cash rewards, at least in the realm of creative work and problem solving, actually encourages worse results.

This topic has opened up a broader discussion, of what human beings are. At work we are doing fewer and fewer purely mechanical/ repetitive tasks.  “Value” is coming more and more from personal connections and imagination, so the tradition of seeing people in a simplistic mechanical way, in terms of their “skills” or “function,” no longer works. We are standing on the verge of major historical event, an entry into a new era, where the mechanical/industrial ways of viewing people, education, and work are falling apart. We are struggling to find new paradigms to guide our managerial thinking. For decades, we have suppressed our emotions to make ourselves more appealing in an industrial framework by being more uniform and efficient. We now have re-examine that previously suppressed internal dimension, and find ways to engage with it rather than suppress it.

To that end, Mr. Pink offers three things that motivate people.

These are:

  • Purpose
  • Mastery
  • Autonomy

Given the impact and influence that Mr. Pink’s book is having these days, I felt compelled to question his hypothesis. While it is not wrong, there is something missing. To explain, a story:

When I was a teenage bass player (sounds like a 50’s horror movie), I was tremendously motivated to become a professional player, to the point of obsessiveness. I was practicing eight hours every day, stopping each night only when I had reached a point of mental and physical exhaustion.

My motivation?

I certainly did not do this for the money, since I wasn’t getting any, and the pay for professional bass players is not that spectacular, given the work needed to get there. Mr. Pink was right about some elements of my motivation: Yes, I had purpose; yes, I sought mastery; and yes, practicing is a largely autonomous activity. But there was another element that motivated me, far more than money or any of these other factors:

It was a sense of belonging.

I wanted desperately to be a member of something, in this case, an oh so elegant and elite major symphony orchestra . I wanted to have a sense of belonging and connection. And I believe that a sense of belonging, far more than purpose, mastery, or autonomy, is the primary motivator of human beings.

I confess I don’t have many academic studies to support my thesis, but there is a fair amount of empirical data. Let’s consider just a few of the ways that a sense of belonging (including its synonyms, e.g., social status, acceptance, love, family, membership, and so on) motivates us to extreme effort:

There is all the money and effort many people put into “getting accepted” to an exclusive school, and thus belonging to the alumni network for life; there is the eagerness to spend massive amounts of time and money to “get certified,” and thus belong to a exclusive professional group; there are the fans (a word which is short for “fanatics”) of sports teams, who tout their sense of membership with all sorts of badges, uniforms, and rituals, not to mention paying exorbitant ticket prices; and then there is that warm glow of nationalist belonging you get when the jets fly over during the Star Spangled Banner. And do I even need to mention churches? Rotary Clubs? Street gangs? The plot of “Rudy”? Or the holy grail of social belonging, fame? The need to belong, whether to family, team, social group, or nation, drives people to extreme efforts and sacrifice. People sometimes sacrifice life itself to maintain the survival of a group to which they belong.

“Autonomy” as motivation only has meaning in the context of belonging. The only reason you don’t have autonomy is because you gave it up for something more important, i.e., a state of belonging, e.g., employment.

In my own managerial experience in the orchestra world, I found that the need to belong far outweighed any other motivation, money included. I often had difficulty finding musicians who were willing to act as leaders. Even though they were the best in their group, becoming a leader meant losing their sense of being “part of the gang.” The fun of ensemble playing was in being part of the team, not in bossing the team or otherwise being separated from it. I did not pay my leaders more money to motivate them, and I did not pay them more money because they were creating more value. It was to compensate them for their loss of rank-and-file group belonging.

For most people, not to mention wolves and other social species, belonging itself is key to mere survival. And once people become more successful, they don’t seek exclusion or autonomy; instead, the first thing they seek is ever more group social status and connection. They join the country club or the opera society board, or they run for public office.

There is also the flip side to be considered, which is the “de-motivation” caused by the loss of belonging. People who have had issues of disconnection, such as loss of a loved one, divorce, moving to a new town, or getting fired, experience massive ill effects on self confidence, focus, and every other emotion. At times they lose all motivation, period.

When we speak in terms of rewards as motivators, this typically refers to an inanimate reward, such as money or a cookie. When the “reward” is in the form of greater interpersonal connection, say, a pat on the back from an authority figure you truly admire, or the flip side, perhaps a look of disapproval from someone whose respect and acceptance mean everything to you, suddenly rewards and punishments– in the form of belonging or the lack thereof– come back into motivational fashion in a hurry.

One of the biggest reasons people resist change is the fear that it might threaten their tenuous grasp on belonging. The first thing that goes through the average employee’s mind when presented with a new idea is “belonging loss prevention.” They ask themselves, “Will doing this, or not doing this, get me fired, or result in loss of status in my professional pecking order?” All else is secondary. Consideration of one’s sense of belonging — as well as the fear of the loss of it, is therefore possibly THE most compelling motivational factor in managing people.

I am a big fan of Mr. Pink, and I think he is very much on the right track in challenging the common dogmas of industrial-era management philosophy. I just wanted to respectfully submit that as we enter into a more artistic era of management, “belonging,” as a primary emotional element of motivation, needs to be higher on the list.

(About the Author: Justin Locke spent 18 years playing bass in the Boston Pops, and his musical plays are performed all over the world.  As an author, speaker, and coach, he shares a pragmatic artistic approach to personal growth, “people skills,” and managing “top performers.” For more, visit his website at www.justinlocke.com.)

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

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

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

 

 
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Developing The Next Generation Of Leaders

Good Day! I’ll be the guest host this Wednesday, May 21, on the TalentCulture #TChat – show which includes #TChat Radio and #TChat Twitter Chat – Wednesdays from 6:30-8:00 pm EST. The radio show is from 6:30-7:00 pm EST and the Twitter chat is from 7pm-8pm EST. Before I host I would like to share some information with you about myself.

I am passionate about…

developing emerging, enduring, and experienced leaders and teaching them how to develop themselves using a disciplined and deliberate approach. All leadership begins from inside a person and must be developed and grown as they grow into emerging and enduring leaders. I believe that leadership principles are timeless and apply across all spectrums of life. I believe leadership begins inside of you. Leadership starts with a condition of the heart – the desire and passion to make a difference before it moves to the brain to implement a plan to make a difference. It is an inside-out process and is shaped by your values, character, choices, opportunities, experiences, and your worldview. Leadership is about you, the people you influence, and a belief that you can make a difference and have an impact.

Second, my next passion is for developing the next generation of leaders who will be the leaders in the military, in government, in business and globally. These leaders will lead in a volatile, uncertain, complex, and ambiguous or VUCA world and must be prepared for leading in chaos.

What do I mean by a VUCA?

  • Volatile means that the speed, size, scale of change in the world today has a great impact on events around the globe almost instantaneously. An example is the rate and pace of stock market changes and the effect it has on personal and corporate wealth.
  • Uncertainty means that world events are unpredictable and this unpredictability makes it impossible to prepare for unknown world events. An example is the effects of Arab Spring and governmental changes in the last four years.
  • Complexity means that the chaotic nature of the world combined with the volatility and uncertainty of global events creates an environment of confusion and difficulty for today’s leaders.
  • Ambiguity means that there is a lack of clarity or transparency surrounding world events. It is hard to predict what threats are in the world if you do not know the who, what, or why things are happening.

We will need leaders who can meet and adapt to new challenges, build strategic partnerships, build and sustain human capital organizations, and have the courage to act and react to the challenges. In addition to these requirements, we need to continue to develop leaders who are flexible, adaptive and are globally and culturally aware. This next generation of leaders must understand how to build and maintain trust, keep their integrity, and continue to build their credibility by developing their character.

An authentic character is the outward expression of our purpose, values, and beliefs. Your character comprises your beliefs, motives, values, desires, behaviors, and principles that drive and shape your actions as a leader. Character authenticity is living on purpose, keeping true to your values and beliefs, and not compromising them at the altar of Society. Your character is tested in the crucible of life and is forged through adversity.

I believe authentic leaders…

inspire people to greatness. Inspiration is the ability to breathe life into someone or an organization. Inspiration is a positive influence – a positive reinforcement – we give our people. It ignites desire, ignites creativity, and ignites innovation in inspired people. Leadership is not what I do it is who I am. There is no escaping who I am. My leadership is the embodiment of my heart, mind, body, and soul. It is an amalgamation of my life’s purpose, my values, my ethics, my core beliefs, my life philosophy, and my worldview.

One of the topics we are going to discuss on the #TCHAT show is the Inspire or Retire Theorem.

Inspire Or Retire Theorem

The Inspire or Retire Theorem wraps up my F(X) Leadership framework and my theory of you are the key to your leadership. The function of (x) is you.

InspireOrRetireTheorem

 What If The Leaders In Your Organization

•  Knew the organizational vision, goals, values and the impact their leadership had on the success of the organization
•  Knew success as a leader included knowing themselves, their team and the organization
•  Knew a leader must have high moral and ethical values and that character counts
•  Knew leaders are responsible for their actions and their words
•  Knew they needed to continuously develop, grow and reinvent themselves to meet the challenges of the future
•  Understood their role in developing other leaders
•  Understood character, courage, commitment and communication are key components of leadership
•  Understood they are responsible for their leadership development
•  Understood they are the key to their leadership

The Inspire or Retire Theorem answers all the above questions in a mathematical mnemonic that encapsulates my leadership responsibility to the people I lead and the organization I serve. It was designed as a visual representation for me to remember to always Inspire or Retire.

I look forward to sharing time with and discussing your views on leadership, leadership development, and developing the next generation of leaders.

(About the Author:  Thomas S. Narofsky is the Founder and Chief Inspirational Officer for the Narofsky Consulting Group, a leadership development, team effectiveness, and executive coaching consultancy. He the developer of the F(X) Leadership Model, the Inspire or Retire Leadership Theorem, and author of F(X) Leadership Unleashed!, and soon to be released book, You are Unstoppable!.

He also served on the United States Air Force Enlisted Board of Directors which focused on professional development, training concepts and long-range strategies to provide continuous, career-long enlisted deliberate development by integrating education, training and experience to produce a skilled and adaptive work force. He has conducted worldwide professional and leadership development seminars with U.S, Korean, Japanese, Australian, British, Canadian, Belgian and German enlisted forces. His military decorations include Defense Superior Service Medal and the Bronze Star.

Thom is an adjunct professor at Bellevue University in the Arts and Sciences Department. He holds a Master of Arts in Leadership, a Master of Science in Information Technology Management and a Bachelor of Science in Interdisciplinary Studies.)

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

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

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

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Road To Reinvention: The 2.0 Of Your Career

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

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

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

Play To Your Strengths.

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

Move Three Things Forward.

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

Find A Partner Or Two. (Or Three)

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

Get A Coach.

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

Help Others.

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

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

Written by: Howard Adamsky

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

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

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

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

Photo Credit: PHOTOCREO Michal Bednarek via bigstock cc

Dare To Be Different: 5 Reasons Geeks Get Great Jobs

Written by Bree Brouwer

Do you think of yourself as a geek? If so, you’re not alone. A recent Modis “Geek Pride” survey found that more than 87% of Americans proudly identify with their inner nerd. If you’re among them, you may be pleasantly surprised to learn that those characteristics can serve you well in a job hunt.

However, if you think you have to be a computer whiz or tech nerd to identify with geeks, think again. The “G” word now applies to anyone with a huge passion or interest of any sort, especially for comics, movies or video games.

This means that geek employees are already roaming the halls everywhere. And, since people enjoy working with colleagues who share similar interests, employers are likely to hire even more people with geek tendencies.

Note to non-geeks: If you never identified previously with this pack, it might be time to jump on the bandwagon and become more obsessive about whatever is on your list of personal and professional passions. This one change could make or break a job hunt.

But simply announcing “Hey! I’m a geek!” won’t land you a job or a promotion. You need to translate your geekiness into skills employers understand and appreciate. During interviews, focus on the following aspects of your personality. You’ll be well on your way to showing hiring managers that you’re one of the best candidates their organization could possibly choose.

5 Ways Your Geek Power Can Land You A Great Job

1) Your geekiness makes you an obsessive problem-solver
There’s not a single company that doesn’t have problems to solve — whether it’s their own, or their customers’, or both.

This is where geeks come in handy. You enjoy challenges and finding answers to problems. (More so with technical geeks, but also with the pop-culture-loving geeks, as well.)

If your geeky self tends to dig deep into work challenges, you’ll be valued for your persistence — which may not be as common in your non-geek coworkers. What company wouldn’t want to hire you for that?

2) You taught yourself more than you ever learned in school
No matter what your interests may be, if you’re a geek, you tend to be creative and experimental. Since you don’t learn via traditional methods or work via traditional processes, you tend to find ways to teach yourself.

Employers love creative self-starters, especially when you use that skill to solve their problems. For example, you might take a smartphone picture of your signed contract and send it via email instead of hunting down a paper envelope, a stamp and a mailing address. (And besides, it gets there faster, anyway.)

If you’re want to exercise your creativity, look for companies that are flexible and innovative in their mission and their process. A more traditional setting might stifle this special quality in you, so seek  environments that will benefit from your originality and resourcefulness.

3) You mastered work-life balance before it was even a “thing”
As a geek, you tend to want to make a life instead of a career. This means you’re less likely to be a workaholic who runs yourself down and reduces your quality of work.

But be careful not to become too dedicated to your “life” instead of your job. Realistic, optimistic geeks understand that to live a good life, meaningful work is a necessary and welcome component.

4) You’re flexible to change, diversity and new ways of learning
This mindset is tied closely to a geek’s creative nature. If an old approach doesn’t work for you or the problem at hand, you’re willing to toss it out the door and try something new. You’d rather learn from what Joss Whedon can teach you about business than what an experienced Wall Street guru has to say.

If a company is interested in workers with a little bit of daring and open-mindedness, you’re the ideal candidate. A geek is more willing to help a company grow, adapt and develop through alternative methods than some non-geek counterparts who may prefer to play it safe, and remain set in their ways.

5) You’ve got the drive to make a difference
What you do each day is not just all about you and your life. You want to contribute something greater to the world and make it a better place — whether that’s through the products you support or the way you live your life. (“Yep, this Superman shirt is 100% organic cotton!”)

It’s likely that if you’re a geek working for a company in the business of changing lives, you’ll feel passionate about that company’s goals, services and products.

Of course, not all geeks are created equal. And not all companies can handle having lots of geeks onboard (and vice versa). As mentioned above, geeks work best in innovative companies.

However, you’re also a huge force to be reckoned with in the workplace. So when you’re applying for jobs, fly that geek flag high and make sure you apply to companies that not only provide professional growth, but also gladly welcome your special character within their culture. Let us know what your discover on your unconventional path!

Bree Brouwer(About the Author: Bree Brouwer is a freelance blogger and content strategist who writes for FortressGeek.com, a Canadian-based online retailer full of nerdy goods. Bree and the staff at FG love helping geeks get paid to do what they’re passionate about. Connect with Bree on Twitter or LinkedIn.)

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

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

Image Credit: Stock.xchng

How Social Sleuthing Can Land You A Dream Job

Written by Paul Bailey

Is your job hunt stalled because employers don’t respond to your inquiries? It’s time to rethink your communications strategy. Are you sending generic letters and resumes? Do you emphasize your skills and achievements? There’s a better way to gain an employer’s attention — and it’s easier than you may think.

Consider this — most recruiters rely on social media to check candidate profiles. Why not take a page from their playbook, and leverage social surveillance in your job search? It’s only fair. And it’s entirely free. All it takes is a little bit of digging.

Here’s how you can find helpful information and use it to ace every step of the job application process:

Start By Looking And Listening On Social Channels

Let’s say you find an ad for an attractive job. Your first step is to look at the company’s digital footprint — its primary website, as well as its blog, and presence on LinkedIn, Google+, Twitter and Facebook. At each location search for the following:

•  Hiring manager or recruiter name. Review their Linkedin profiles. Do you have anything in common, professionally? Be sure to check their interests and interview pet peeves on Facebook or Twitter.
•  Company background. Familiarize yourself with the organization’s target demographics, recent news, and products/services.
•  Someone who’s working in the position for which you’re applying. That person has the job you’re targeting for a good reason, so check what you have in common. If they have qualifications or technical knowledge you don’t, and those are related to the job, that’s a clue. Study those differences.
•  Challenges the company and its industry are facing. Prepare two or three suggestions on how you could help address those issues.
•  Company values, vision and mission. This is required baseline knowledge for anyone who wants to be considered a serious job contender in the social era.

Next Steps: Put Information To Use 3 Ways

1) On Your Resume

Take time to customize your resume. Align your skills and credentials with the job you’re pursuing. Highlight related achievements, too.

Remember your research on the person who already has the job you’re seeking? Look at how that person describes the job, and think about how you could insert skills or tasks on your resume that fit with that description. (Of course, don’t list these skills unless you really have them. Authenticity trumps all.)

2) On Your Cover Letter

Don’t start your cover letter with “Dear Sir/Madam” or “To Whom It May Concern.” Address the the recruiter or hiring manager directly.

Include key phrases from the job ad, and pair them with some phrases from the company’s mission/vision/values. For example, instead of writing “analyst with five years’ experience in banking,” say “analyst with a get-it-done attitude and five years’ experience in banking” (where “get-it-done attitude” is part of the company’s values).

You might think this is cheesy, but it gives the recruiter a subliminal signal that says, “Hey, this candidate will do well in our culture.” It’s also much better than using generic cliché phrases, such as “hardworking,” “honest” or “quick learner.”

3) In Interviews

Use your knowledge of the interviewer’s LinkedIn and Facebook profiles to break the ice. If you don’t have anything in common, try talking about their interests.

Don’t say something like, “I saw you worked at Chase Bank for two years. I worked there as an intern!” This ruins the ice-breaker because the recruiter will sense you’re trying too hard to establish rapport, and it reveals that you’ve been snooping on social sites.

Mention whatever it is you have in common, but don’t drag the recruiter into it. Say, “I was an intern at Chase Bank.” It’s likely that the recruiter will respond by acknowledging his history there.

Assuming you can establish rapport, the next step is to reinforce why you’re the best candidate for the job by eliminating the competition. This is where most of your research will pay off.

Asking questions makes you stand out from the hundreds who simply shake hands and say, “Thank you for your time.” Ask about the challenges new hires encounter, then tell a story about how you successfully handled similar challenges. Your awareness of current employees’ skills will be helpful, as you highlight your job-specific knowledge and competence with necessary tools. If you can confidently use the jargon or lingo associated with the job, use it.

Ask about the challenges faced by the company or industry, then share suggestions you’ve prepared in advance. However, don’t overdo it. Your task is to portray yourself as a problem-solver, not a know-it-all.

The next time you want to apply for a job, do research before you send an application. Customize your resume and cover letter for every job application you send. And use the intelligence to prepare yourself to stand out from the crowd.

Have you tried these techniques in a job search? How did they work for you? What other ideas do you recommend? Share you comments below.

168e7dae52120ad8976f5b.L._V388018754_(About the author:
Paul Bailey is a certified professional coach and business improvement consultant with more than 12 years of experience. He specializes in helping people realize their potential and unleash their inner confidence, so they can find meaningful work that matches their skills and values. Learn more about Paul and his coaching services at Impact Coaching & Mentoring.
Or connect with Paul on Twitter or Google+.

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

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

Image Credit: Stock.xchng

The Social Workplace: Nowhere To Hide #TChat Recap

“A lack of transparency results in distrust and a deep sense of insecurity.”
–Dalai Lama

Excellent point. But the Dalai Lama’s quote begs a key question: In the social workplace, how much transparency is too much? Moreover, what does “privacy” really mean today, for employees as well as employers?

Obviously, there are no simple answers. And best practices only continue to shift, as social tools and conventions evolve. However, this issue affects everyone in the world of work. So that’s why TalentCulture invited a social-media-savvy HR attorney to help our community explore these issues at this week’s #TChat forums. We were thrilled to welcome Mary Wright, former General Counsel at employment litigation firm Ogletree Deakins, and founding Editor of HR Gazette, a daily online newspaper for HR professionals and employment lawyers. (For event highlights, see the links and Storify slideshow at the end of this post.)

Social Disclosure: Less Is More. Or Is It?

Ubiquitous social media channels. Smartphones with cameras. (Does anyone remember “old school” film cartridges anymore?) Circles of “friends” we’ve never even met face-to-face. It seems like nothing is truly private anymore. Most of us share photos, post comments and tell the world whatever pops into our minds throughout the day. But how does all that activity expose us professionally in unwanted ways? And what are the implications for the organizations we represent?

Here’s the kicker question: In an open social environment, how can companies encourage employees to serve as brand ambassadors, while ensuring that those same individuals use appropriate discretion?

Knowledge Is Power

As many #TChat participants noted this week, the answers start at the top. Senior executives must lead by example and encourage others to follow. Treating employees with candor and respect means that candor and respect will likely be returned. Communicating company objectives and priorities helps employees feel valued and empowered. And clarifying social policies provides a framework that makes it easier for employees to comply. Sharing more information with employees doesn’t need to put employers at risk. Instead, it can create a spirit of collaboration and strengthen employee engagement.

At the same time, employers should respect employee privacy. Again, leading by example is key. Managers should avoid gossip around the office and outside of work. This sounds like common sense, doesn’t it? And yet, I’ve overheard managers openly discussing an employee’s personal hardships, including private medical information. When managers breach that kind of trust, it leaves a memorable impression for everyone involved.

Amplify This? Think Before You Go Social

These days, social media adds another dimension. Employers can no longer afford to operate without documented social media policies. But what should the guiding principle be? Here’s a simple idea from Dave Ryan:

And what is an employee’s responsibility when interpreting social policies? Jen Olney offered sound advice:

https://twitter.com/gingerconsult/status/383017281405853696

Or perhaps for some of us, that sequence should be Stop. Think. Stop some more…and more…and more…then send.

In other words, before posting a comment or photo, consider for a moment who may see that information. How might they perceive it — for better or worse? Ask yourself, “Would I want my grandmother or daughter to see what I am about to make public?” Remember, once you post it, you won’t have control over where it may be seen, or how it will be interpreted. So perhaps the very best policy is for each of us to take responsibility for ourselves, and err on the side of caution.

To see more about this week’s conversation, see the resource links and Storify highlights slideshow below. And if you have ideas, feel free to share a comment, or post in the #TChat stream. This is just the start of an ongoing dialogue — so please weigh-in anytime!

#TChat Week-In-Review: Workplace Privacy vs. Transparency

SAT 9/21:

Mary Wright

Watch the Hangout with Mary Wright now

#TChat Preview: TalentCulture Community Manager Tim McDonald framed the topic in a post that features a brief G+ Hangout video with our guest, Mary Wright. Read the Preview:
“TMI: A Fresh Take On Privacy By An HR Lawyer.”

SUN 9/22:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro outlined 5 issues for business leaders to consider about transparency in today’s social world. Read: “Private Workplace Lives In a Public Social Age.”

MON 9/23:

Related Article: Entrepreneur David Hassell talked about why and how trust is the most precious currency for any new venture. Read: “Want to Build a Business? Lead With Trust.”

TUE 9/24:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro shared compelling leadership lessons learened from a cultural clash at a software company in transition. Read: “5 Social Skills Business Leaders Must Master.”

WED 9/25:

TChatRadio_logo_020813

Listen to the #TChat Radio show now

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman spoke with Mary Wright about legal issues and implications surrounding privacy in the workplace — from multiple perspectives: employers, employees and job candidates. Listen to the radio show recording now!

#TChat Twitter: Immediately following the radio show, hundreds of community members gathered with Mary on the #TChat Twitter stream for an expanded discussion about this topic. For highlights from the event, see the Storify slideshow below:

#TChat Highlights: Transparency vs. Privacy In The Workplace

[javascript src=”//storify.com/TalentCulture/tchat-insights-transparency-vs-privacy-in-the-wor.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mary Wright for adding your insights to this week’s discussion. Your legal and HR expertise added depth and perspective to a topic that increasingly affects us all.

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

WHAT’S AHEAD: Next week, we tackle another “world of work” hot topic — The Dark Side of Workplace Effectiveness — along with two of the HR community’s best-known social commentators: John Sumser, editor-in-chief of HRExaminer; and William Tincup, CEO of HR consultancy Tincup & Co. So save the date (October 2) for another rockin #TChat double-header.

In the meantime, we’ll see you on the stream!

Image Credit: Pixabay

TMI? Fresh Take on Privacy by an HR Lawyer #TChat Preview

(Editor’s Note: Want to see complete highlights and resource links from this week’s #TChat events? Read the recap: “The Social Workplace: Nowhere To Hide.”)

For better or worse, much of today’s world of work now plays out on a relatively open, social stage. Many of us — employers, employees and job candidates alike — welcome this as progress. However, it also raises core legal questions about transparency and confidentiality on all sides of the employment equation.

It’s like a scene from Goldilocks and the Three Bears. How do you know if you’re openly exchanging too much information? Too little? Or just the right amount? What business practices are accepted in your organization? What does common sense tell you? And what would a lawyer do?

Fortunately for the TalentCulture community, a smart, HR-savvy attorney is in the #TChat house this week to advise us about these issues!

Our guest expert this week is Mary Wright, former General Counsel of Ogletree Deakins, a premier employment litigation firm, and founding Editor of HR Gazette, a daily online newspaper for HR professionals and employment lawyers.

To kick-off this week’s conversation, I spoke briefly with Mary in a G+ Hangout, where she explained why it’s time to recast “privacy rights” workplace issues in a more positive light:

#TChat Events: Transparency vs. Privacy in the World of Work

This promises to be an enlightening week for HR and recruiting professionals, as well as employees and job seekers everywhere. So join us with your questions, concerns, ideas and opinions!

#TChat Radio — Wed, Sep 25 6:30pmET / 3:30pmPT

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Mary Wright about legal issues and implications surrounding privacy in the workplace — from the perspective of employers as well as employees and job candidates. Tune-in to the interview LIVE online, and call-in with your comments and questions!

#TChat Twitter — Wed, Sep 25 7pmET / 4pmPT

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

Q1: What does transparency and privacy in the workplace mean to you?
Q2: Are transparency and privacy essential to orderly and efficient workplaces?
Q3: What are the most common legal mistakes employers and employees make with one another?
Q4: What can business leaders do to balance the two and avoid legal trouble?
Q5: How does technology enable and hinder transparency and privacy in the workplace?

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

We’ll see you on the stream!