Stephanie Leffler, the dynamic, mission-driven CEO of CrowdSource, carefully controls where her time goes. For years, she’s kept a thorough action item list against her goals and priorities and keeps her old lists — in fact, she looks back at them to see where she spent her time and assess whether time spent produced value for the organization.
Turns out, controlling where her time goes and critically assessing whether that time creates real value are exactly what she should do as chief executive officer. According to a recent study on Blue Ocean Leadership in Harvard Business Review, many leaders aren’t aware of where their time goes and it often isn’t to the acts and activities most likely to create value for their organizations! The study identified that leaders at all levels of management spend too much time and effort getting facts, reviewing and preparing reports, coordinating activities of their direct reports, and meeting on operational issues. Time invested in these activities comes at the expense of leadership activities that create substantial value for the organization such as communicating goals, shaping strategies, coaching, and recognizing strong performance.
These higher-value leadership activities are essential for both company performance and engaging employees in the mission of the organization. Gallup’s 2013 Global Workforce Report showed a shockingly low 13% of employees are actively engaged it the mission of their organization. Not surprisingly, Gallup attributes much of the problem to managers and the effectiveness with which they communicate goals to their teams, clarify what is expected of people, provide feedback, recognize contributions, coach and create growth opportunities and align teams around common purpose and progress.
“Managing my own time and communicating goals and priorities so others can better allocate theirs are among the most important things I can do as a leader,” Stephanie Leffler says. “I use Workboard to increase efficiency in tracking my time and actions as well as communicating objectives and actions across my team — which gives me more leadership capacity and time to engage with customers.”
Leffler believes engaging teams in the mission of the organization will be increasingly important as a larger portion of the workforce works remotely. CrowdSource, which brings talent and technology together to help retailers, agencies, marketers and publishers tackle large-scale data and content initiatives, manages a workforce of over 500,000 workers. She notes that the number of remote workers is expected to swell to 1.3 billion by 2015, making the need to harness their talents and align efforts all the more important and the imperative for leaders to carefully guide and focus their time even greater.
To improve their effectiveness, managers need an efficiency breakthrough because longer days aren’t the answer. “Business has gotten far more complex and global, but the efficiency of communicating and linking goals, actions, status and feedback hasn’t improved in 20 years,” says Deidre Paknad, CEO and Co-Founder of Workboard. “By making these essential activities easier and more effective, Workboard gives managers more leadership capacity and boosts their teams’ engagement and velocity.”
00Deidre Paknadhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngDeidre Paknad2015-09-09 10:00:402020-05-30 13:51:00Where Your Time Goes, So Goes Your Impact
“How will I stand out in the crowd?”
“Do I really have what it takes to succeed?”
These classic workplace questions cross everyone’s mind from time to time. No matter where our profession leads us — sales, engineering, consulting, service — we must continually navigate through a sea of highly qualified talent. As our careers progress, so too, does the level of talent that we encounter. (We all experience secret moments of panic.)
Knowing this, I’d like to pause for a moment and pose a different question: “Is the way we traditionally view workplace competition getting in the way of our career progress?” For many individuals, this could be the case. So, let’s take a look at common barriers and consider how to deal with them.
Put Professional Competition In Its Place
Competition can be healthy. It does have the potential to drive us forward to excel. But if the very thought of competing derails us, we have a serious problem. Ultimately, we must face facts. We are likely to cross paths with individuals that seem more capable or successful than ourselves. (We may actually covet their role or career.) However, the very notion of competition doesn’t have to evoke debilitating stress and self-doubt. We need to remember that successful career journeys are built by capitalizing on our strengths — while maximizing the opportunities that we encounter.
To master workplace competition, we ultimately must deal with our own feelings (and issues) with the concept of competition, itself. Here are some suggestions:
7 Ways To Deal With Workplace Competition
1) Accept its presence. Competition is ubiquitous. No matter where your career leads you, there will be ample competition to keep you on your toes — and it is ever present. Try to become comfortable and make peace with it.
2) Recognize it’s not a “zero sum” game. Opt for an “abundance mentality.” Don’t take the stance that if someone else succeeds, you are doomed to fail. Another individual’s promotion or good fortune doesn’t necessarily mean that you’ll be left out in the cold.
3) Identify your “comparison other.” How you gauge your career has much to do with those against whom you measure yourself. Who are your role models? Choose individuals that motivate you and possess skills that you wish to emulate. (This is one of my favorite techniques.) Learn from your competition. Ask yourself: What are they doing right?
4) Be the “best of you.” We’re not required to be all things to all people (and shouldn’t feel pressured to do so). Instead, find a way to acknowledge your strengths and create your own brand. Find a niche that makes you indispensable — create value and build on this strength. Take control of your own career and find paths to showcase your own talent. You’ll find that you focus less on the paths of others when your work aligns with the best of what you have to offer.
5) Build alliances and collaborate. Network without staying too close to the cuff (Use the 70-20-10 rule here.) Spread your wings to develop depth within your workplace relationships — be the “linking pin” between other departments or functions and solve problems.
6) Get a mentor or a sponsor. Many successful people speak of a mentor that has either inspired or guided them. However, you also need a sponsor. This is an individual that will help you gain exposure and facilitate “stretch assignments” that test your abilities.
7) Be aware. There is no greater confidence builder than becoming your own advocate. Of course, there is a dark side to workplace competition. Watch for individuals who “fight dirty” and have an unhealthy relationship with competition. (Remember, there is no shame in protecting your own interests.) Document your accomplishments, if you feel it is necessary — and take credit when it is owed to you. If an environment causes you troubling levels of stress, seek a change.
How do you handle the pressure of workplace competition? What has worked most effectively for you and why? Share your thoughts in the comments area below.
(Editor’s 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. Learn more…)
“How will I stand out in the crowd?”
“Do I really have what it takes to succeed?”
These classic workplace questions cross everyone’s mind from time to time. No matter where our profession leads us — sales, engineering, consulting, service — we must continually navigate through a sea of highly qualified talent. As our careers progress, so too, does the level of talent that we encounter. (We all experience secret moments of panic.)
Knowing this, I’d like to pause for a moment and pose a different question: “Is the way we traditionally view workplace competition getting in the way of our career progress?” For many individuals, this could be the case. So, let’s take a look at common barriers and consider how to deal with them.
Put Professional Competition In Its Place
Competition can be healthy. It does have the potential to drive us forward to excel. But if the very thought of competing derails us, we have a serious problem. Ultimately, we must face facts. We are likely to cross paths with individuals that seem more capable or successful than ourselves. (We may actually covet their role or career.) However, the very notion of competition doesn’t have to evoke debilitating stress and self-doubt. We need to remember that successful career journeys are built by capitalizing on our strengths — while maximizing the opportunities that we encounter.
To master workplace competition, we ultimately must deal with our own feelings (and issues) with the concept of competition, itself. Here are some suggestions:
7 Ways To Deal With Workplace Competition
1) Accept its presence. Competition is ubiquitous. No matter where your career leads you, there will be ample competition to keep you on your toes — and it is ever present. Try to become comfortable and make peace with it.
2) Recognize it’s not a “zero sum” game. Opt for an “abundance mentality.” Don’t take the stance that if someone else succeeds, you are doomed to fail. Another individual’s promotion or good fortune doesn’t necessarily mean that you’ll be left out in the cold.
3) Identify your “comparison other.” How you gauge your career has much to do with those against whom you measure yourself. Who are your role models? Choose individuals that motivate you and possess skills that you wish to emulate. (This is one of my favorite techniques.) Learn from your competition. Ask yourself: What are they doing right?
4) Be the “best of you.” We’re not required to be all things to all people (and shouldn’t feel pressured to do so). Instead, find a way to acknowledge your strengths and create your own brand. Find a niche that makes you indispensable — create value and build on this strength. Take control of your own career and find paths to showcase your own talent. You’ll find that you focus less on the paths of others when your work aligns with the best of what you have to offer.
5) Build alliances and collaborate. Network without staying too close to the cuff (Use the 70-20-10 rule here.) Spread your wings to develop depth within your workplace relationships — be the “linking pin” between other departments or functions and solve problems.
6) Get a mentor or a sponsor. Many successful people speak of a mentor that has either inspired or guided them. However, you also need a sponsor. This is an individual that will help you gain exposure and facilitate “stretch assignments” that test your abilities.
7) Be aware. There is no greater confidence builder than becoming your own advocate. Of course, there is a dark side to workplace competition. Watch for individuals who “fight dirty” and have an unhealthy relationship with competition. (Remember, there is no shame in protecting your own interests.) Document your accomplishments, if you feel it is necessary — and take credit when it is owed to you. If an environment causes you troubling levels of stress, seek a change.
How do you handle the pressure of workplace competition? What has worked most effectively for you and why? Share your thoughts in the comments area below.
(Editor’s 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. Learn more…)
The official word, that there’s economic uncertainty, is so 2012. We’re all cheerful and happy the economy produced 155,000 jobs last month (not completely, but we’re trying for some enthusiasm here).
So have we turned the corner? Can we all relax and think about careers instead of jobs? Well, perhaps the answer is a guarded yes. And besides, it’s always time to move beyond hanging on to your job — time to begin with active career management.
More than anything else, active career management is what helps you to stay employed, wherever your career takes you. While job creation numbers might be less than auspicious, it’s time, yes, for employees, leaders and HR pros to get back in the game. Take control. Manage your life, your career and your future prospects. No one else will — but they’ll certainly manage to find someone else, who does.
This week’s #TChat World of Work and #TChat Radio are all about career management — what, how, when, where, how and why. We’re going where we haven’t in a year or two — to take a look at what it takes to actively manage a career, with stops along the way to look at barriers and challenges, and at how the topic has changed.
Here are this week’s questions:
Q1: What are the biggest career management challenges for professionals today and why?
Q2: What are the top three activities job seekers should focus on this year and why?
Q3: What are the hot professions today, and what are employers looking for in every employee?
Q4: Will the online profile eventually be the demise of the resume? Why or why not?
Q5: What are the best technologies job seekers should be using in their search and why?
Click to visit #TChat Radio on BlogTalkRadio
Join us Wednesday night, Jan. 9, from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) for a #TChat where we’ll talk about getting back to being in control of our careers. Mark Babbitt (@YouTernMark), CEO and founder of YouTern, will be our moderator, backed by yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman).
We wish that the world defined us only by our successes, but the reality is we define ourselves continually by our failures. We build monuments to greatness like statues and skyscrapers and sweeping internal processes, while the foundations of each are filled with poor decisions, inefficient planning, half-hearted executions and the shell casings of emotional gunfire.
In fact, we long to point out where the bodies lay lifeless, and we remain excited even after they’re removed. We want to feel better about our failures, but because societal and religious mores force those feelings to be repressed, the feelings seep out and stain like sweat rings on a hot day. Then we cover our eyes quickly as if being forced to look into that same hot sun.
Imagine dealing with this everyday, throughout the entire lifespan of each and every employee. Shatter the glass half empty at your feet and you’ve got wet shards of different sizes, from full-time to part-time to flex-time to contractor. Human resource professionals have to manage all this mess as well as facilitate and mediate the supervisors in between. It’s no wonder we’ve got so many rules and regulations around people management.
Maybe if we explored what it means to be more human on the HR job and how that pays dividends in small business and the enterprise we’d come closer to reconciling the ratio of failure to success. Maybe if we took a more holistic and transparent approach to performance management instead of transactional silos of shame we’d come a lot closer to growth Nirvana, both personally and professionally.
Thankfully that’s the way it begins — change — the movement from one state to another, from a static status quo state to a hopefully more progressive and productive state. Like moving from flat two dimensions to a vibrant three. The change begins in small groups, the sharing of new knowledge of what can be done that hasn’t been done before and the return of that “change” investment. The new knowledge fills the room, some of it permeating each exposed pore, entering the bloodstream and flooding our brains with possibility.
The possibility that our failures truly define our success and understanding the why of it all — that’s where HR can truly make a difference today: to know the business, staff the business, teach the business and grow the business, all predicated on managing the messy yet mingled bad with the good.
Join us for our first-ever World of Work live #TChat Session at the 13th Annual Illinois HR Conference & Exposition, one of the many HR Super Social Hero events that occur throughout the year. We want to personally thank Dave Ryan (@DaveTheHRCzar), Susan Avello (@SusanAvello), Donna Rogers (@DonnaRogersHR), John Jorgensen (@jkjhr), and many, many other friends who have always supported our efforts to make the World of Work more social. We certainly like hanging out with our friends in the trenches, and it all starts with #ILSHRM coming up next week, on Aug. 5-7, 2012. Our live session will be Monday, Aug. 6, from 5-6 pm CST.
In the meantime, did you miss this week’s preview? Go here, and be on the watch for more tweets and slideshows from us. You Rock!
Storified by TalentCulture · Fri, Aug 03 2012 07:38:46
…. RT @rmcgahen Who else is ready for another kick ass #tchat [today]? I know I am. http://pic.twitter.com/aVi6lREuTalentCulture
RT @SabrinaLBaker: Woo Hoo RT @talentculture: We’re amped to be #TChat-ing w/ @DwaneLay @DonnaRogersHR at #ILSHRM! http://su.pr/2mWMCE http://pic.twitter.com/sNY1MqtUDonna Rogers, SPHR
Q1: In HR & the world of work, what does it mean to do the opposite of what’s been done to spark disruptive change? #TChat RT @susanavelloSean Charles
A1: Doing something different than what was done in the past to get over staleness. #tchatRob McGahen
A1 give up control. Truly involve and engage people. Have real conversations. Trust. #tchatPam Ross
a1. Learn the job and business inside out… then look for ways to make it better. Knowledge is power. #tchatAshley Lauren Perez
A1: Change doesn’t have to be done for the sake of change, innovation is not always revolution but evolution is necessary #tchatJen Olney
A1 Is it how HR sees itself? I don’t think so. It changing the view of the “brand”. #tchatMarla Gottschalk PhD
A1: Your job is not to say no. Start with yes, then modify to fit. #TChatTrepability
@MeghanMBiro @susanavello A1 #TChat it means to #bealeaderBurke Allen
A1: Back up disruption with business case using real data, not emotional attachment to #SoMe #TChatTom Bolt
A1: Make everyone a brand ambassador, regardless of what they do, and in what capacity they do it. #tchatKevin W. Grossman
#Tchat A1 Change for the sake of change is not effective. Must have bona fide reason and facts to back it up.Cyndy Trivella
A1 Partner with people that you know think differently from you. #TChatMary E. Wright
A1: Encourages folks to think outside the box and see things differently. #TChatJess ‘Babs’ Bahr
A1: Change or disruption for its own sake is pointless. Too often we change just to do it – first determine need/rationale. #tchatDoctor Daniel Crosby
A1 keep the lawyers at arms length #TChatBill Boorman
A1-Get some skin in the game vs. policy-police. Be upfront, outspoken, and available. #HR #TchatInsperity Careers
A1: Emphasize the “social” but never lose sight of the fact that it is a business activity. Encourage innovative enhancement #TChatTom Bolt
Joining for a bit for #tchat. A1: flexibility!Elizabeth Rominger
#Tchat A1 When people re-evaluate the history of a system or procedure, often times an update or refresh is needed to the process.Cyndy Trivella
A1 make sure everyone has all the information to educate and inform rather than regulate #TChatBill Boorman
A1: Be genuine! Ppl are sick of disingenuous actions that don’t get them anywhere. #tchatPlatinum Resource
#TChat A1 – Quit trying to herd cats and start trying to motivate and inspire people.Joan Ginsberg
A1 Quash cynicism, not enthusiasm. #TChatMary E. Wright
A1: Mired in status quo? Remind ppl there are other “quos” to consider <= stupid stuff I say sometimes. #TChatTom Bolt
A1: Don’t try to “disrupt”, try to see things from a diff view, and innovation just happens. Don’t force it #tchatDeb Maher
A1 Work out how you can do things rather than why you cant #TChatBill Boorman
A1: Being an early adopter also can mean you become the SME in the field faster. #tchatDawn Rasmussen
A1 Being the innovators in the organization, not blocking it. Collaborating and sharing, not secret keeping. #tchatPam Ross
A1 Technology is reshaping the landscape to create new possibilities for shifting the paradigm. Embrace it! #tchatDawn Rasmussen
#Tchat A1 Working with the best interest of the company in mind sets the stage for credibility.Cyndy Trivella
A1 Welcome the messenger for change. #TChatMary E. Wright
A1: Keep it simple and be social first #TChatBill Boorman
A1: It means to turn the corporate hierarchy on its head every once in a while & lead from beside. #TChatBrent Skinner
A1 Being a change agent and not being afraid to go against the grain even if it means dealing with political backlash #TChatJanine Truitt
A1 think of the old quote “if you don’t like change you’ll like irrelevance even less” – never be afraid to challenge status quo #TChatmatthew papuchis
A1: Letting full-time employees take flex time when needed as long as the biz isn’t disrupted, only the status quo. #tchatKevin W. Grossman
A1 stopping crying about a seat at the table, sitting down and engaging with leaders to build business thru people #tchatPam Ross
A1. Don’t be scared to ask “Why?” Asking why is how businesses find innovative ways to work more efficiently. #tchatAshley Lauren Perez
#Tchat A1 Staying ahead of the curve on new technology for example, helps set someone apart.Cyndy Trivella
A1: Challenge is not to be an early adopter but to build bridge over the gap before everybody else. #TChatTom Bolt
A1: Actually understanding the business so you can be that “strategic partner” #tchatJoshua Barger
A1- Be out in front and be OK with it. #tchatAndrea Jenkins
A1: Stepping outside of the old/narrow admin role and becoming more active and visible in other areas of the business #tchatBright.com
A1: Always keep the business goals in mind and devise new ways to reach the objectives #TChatChina Gorman
A1: My best ideas come from closing my eyes and opening my mind in an org that let’s me dream. #tchatDeb Maher
A1. Do not accept the statement “it can’t be done.” Find a way to get it done and show the naysayers #tchatAshley Lauren Perez
A1: being an early adopter and working against stereotypes #TChatChina Gorman
You guys will love this one > Q2: What are the traits that make for a great HR pro? #tchatSusan Avello
A2: Honest, truthful and open to change! #tchatRob McGahen
A2 More important now than ever b4 for HR pros to know how market dynamics impact IT, marketing, sales, etc. competencies. #tchatJoe Sanchez
A2: #tchat HR practitioners who work in recruitment are most effective when they can point job seekers to alternative occupations.Catherine Chambers
#TCHAT A2: A person who understands the linkage between investing in people and organizational success, and who champions this cause.Catherine Chambers
A2: HR is people-marketing. #TChatTrepability
A2 Think Global, create granular. #TChatMary E. Wright
A2 A great HR pro never thinks they know it all or have done it all. They have a passion of learning and staying ahead of the curve. #TChatJanine Truitt
A2: HR pros are catalysts for change. Many gr8 leaders today but too many mired in the past. #TChatTom Bolt
a2. to know how to make employees feel like assets of the business… because, well… they are :) #tchatAshley Lauren Perez
A2 The ability to create and enforce policy without losing respect for those to whom it applies. #TChatMary E. Wright
A2: HR pros know that business is human at the core #tchatJen Olney
A2 They are on the cutting edge of organization – help leaders align talent with that direction… #tchatMarla Gottschalk PhD
A2: A great HR Pro is a business professional first with a speciality in HR #tchatJoshua Barger
A2 HR has to have the ability to see doom and gloom before it hits and be ready with solutions for their partners. #TChatJanine Truitt
A2: Start with being you. That’s pretty good, you know. Next, learn more, get practice, become an expert. #TChatTrepability
A2: Self love and love for the people of the company. #TChatSean Charles
A2 be willing to influence without glory #TChatBill Boorman
A2: Know the business, staff the business, teach the business, grow the business. #tchatKevin W. Grossman
A2: HR Pros first and foremost understand people. Businesses are “People” -> The great ones know that! #TChatDaniel Newman
A2 Someone who gets people and knows their craft, creative, can think on their feet and above all fair and ethical. #TChatJanine Truitt
A2 The ability to plan and work to plan, while retaining the spirit and ability to pivot. #TChatMary E. Wright
A2: Manage HR like a business. What do your customers need? How do I measure value, optimize? What strategic goals can I support? #tchatAlyssa Burkus
A2 A passion for people is number one #TChatBill Boorman
#TChat A2 – biz smarts, positive outlook/personality, intellectual curiosityJoan Ginsberg
#Tchat A2 When HR settles, the whole company suffers. Must have courage to stand up for what is in company’s best interest.Cyndy Trivella
A2 Ability to reach for business goals without losing sight of employee needs, wants, rights. #TChatMary E. Wright
A2 flexible to business need and patient #TChatBill Boorman
A2. the ability to see talent in people and embrace it before the business even realizes they needed it. One-step-ahead. #hiresmart #tchatAshley Lauren Perez
A2: You can’t get everything in one person so start with what you need – how does this person need to interact with people? #TChatTrepability
A2: A Great HR Pro has all the great #Leadership qualities. Perhaps #Empathy is the most important. #TchatDaniel Newman
A2: I remember an #HR pro once saying to me, “you control ethics, professionalism & integrity. Everything else is an externality.” #tchatCLOUDTalent
A2: Being HUMAN ;-) #TChat cc: @pamelamaerossBrent Skinner
A2) the best HR pros straddle the line between policies and people. Genuine interest in both and can work in both worlds #tchatKyle Irwin
A2: Empathy. Anyone can do the admin work, but connecting with emps makes you a great #hr pro. #tchatScott Williams
A2 an enabler rather than a regulator #TChatBill Boorman
A2 Flexible thinker – excellent listener – representative of the organizational “heart”. #tchatMarla Gottschalk PhD
A2. Empathy! And the ability to see potential in employees and pair it up with situations that can help them progress #tchatAshley Lauren Perez
A2: Learn to listen and learn. The true pro understands they don’t know it all <= stole that one from Plato #TChatTom Bolt
A2: no different than any other business leadership position – except mastery of the #HR body of knowledge #TChat why any different?China Gorman
A2: Lead Genuine….Be Social…Try Something New. #SocialHR #TChatMeghan M. Biro
A2- In general be open, honest, innovative and TOUGH. #tchatAndrea Jenkins
A2 – An HR Pro has to be able to rip her heart out and watch it bleed on the table! #TChat #RequiredSkillsJason Lee Overbey
#Tchat A2 A thirst for knowledge and inner directive to do what is right for the company and people it employs, along with strong biz acumenCyndy Trivella
A2: #HR #people that lead with their heart, their mind and their creativity. A balance…Always! #TChatMeghan M. Biro
A2. The best #HR pros start with business problems. #tchatJustin Mass
A2: Ability to empathize with others, HR is the gatekeepers & have to deal w/all sorts of folks #TChatJess ‘Babs’ Bahr
A2: a retentless desire to win #tchatpaul jacobs
A2 #tchat Continuous learning & an evolving mind w few fixed traits.Michael Leiter
A2: swhat you know about business needs to be as important as what you know about HR #TChatChina Gorman
A2 The ability to absorb panic and display calm in response. #TChatMary E. Wright
A2: business acumen, vision, courage, #TchatChina Gorman
Moving right along ………..Q3: How do great leaders lead in business today and why? #tchatSusan Avello
A3: By working well not just up the ladder, but down as well. #tchatRob McGahen
A3 #hrtech tool #3 @Axonify – bursts of training, gamified learning, much faster time to competence #tchatPam Ross
A3: Great leaders lead with out even knowing it. It’s the passion that leads. #tchatBeverly Davis
A3) A leader is the dealer. He needs others to play and makes sure they have a stake in the game. Solitaire is a time suck. #TChatMary E. Wright
#Tchat A3 At the end of the day, a confident & capable leader will be able to back up any decision and maintain the respect of others.Cyndy Trivella
A3- Respected leaders are thoughtful, open, decisive (they can say “No”), inspirational, dependable and real. #tchatAndrea Jenkins
A3: Seems to me, a business is all about people. Great ideas, great products, great success all flow out from them. #tchatCLOUDTalent
A3. Keep it real. I’d rather trust a person who makes mistakes and learns than someone who tries to always display a perfect version. #tchatAshley Lauren Perez
A3. I’ve heard a case made for iconic leadership, eg. Steve Jobs, Phil Jackson, Bono. Not always “serve” or get-out-of-the-way types. #tchatBob Merberg
A3: A leader is whatever (S)he needs to be in the moment. No one right answer. #tchatDoctor Daniel Crosby
A3: Spend more time listening than speaking #TChatSean Charles
A3: Positive attitude and excellent communication mixed with productive behaviors #TChatSean Charles
A3 Delegate the good jobs, too. It breeds enthusiasm. #TChatMary E. Wright
A3 – Compassion (learned that from my previous CEO – @jeffweiner ) @TalentCulture #TChatCole Fox
A3: By caring about their employees #TChatJess ‘Babs’ Bahr
A3: Sometimes, they lead from the front, & other times from behind. But mostly, #leaders 2day lead from beside. #TChatBrent Skinner
A3: Great leaders need binoculars and a rear-view mirror. And a moral frickin’ compass. #tchatKevin W. Grossman
A3) A great leader Influences. There, I said it! Influence comes through and permeates throughout the culture of the organization #tchatSusan Avello
A3 great leaders create purpose for the team. They influence behavior rather than control it. They align people with results #tchatPam Ross
A3: never stop learning + embrace change + empower employees to do the same #TChatSylvia Dahlby
A3. A leader that knows they don’t know everything and are humble enough to open up and listen to others gets a gold star from me! #tchatAshley Lauren Perez
A3: Inspiration, not perspiration. Never let em see you sweat. You won’t if you focus on inspiring. #TChatTrepability
A3: Intuition seasoned with Logic #TChatSean Charles
A3 By pulling people up ladder, not by pulling ladder up behind them. People follow passion: succession/mentoring/ display passion #TChatMary E. Wright
A3: There is NO difference between #HR and a #Leader < What if we all looked at it this way? Can you imagine? #TChatMeghan M. Biro
A3: Leaders are inspiration to others. There is no followership training so they have to come willingly. #TChatTom Bolt
A3: Leader needs to keep one eye inside the org and one on the market/biz landscape. #TChatTrepability
A3. Leaders make followers feel like they’re all in it together and that every contribution truly makes a difference. Inspiration! #tchatAshley Lauren Perez
A3: The bestest (yes) HR leaders have an eye for innovation, a thirst for process improvement, and a good dose of humanity. #tchatDawn Rasmussen
A3: Great leaders inspire civility, respect and cultivate cultures that inspire beyond just a paycheck, loyalty is revered #tchatJen Olney
A3. By showing a vision, listening and inspiring employees to lead – so they feel empowered within the company. #tchatAnita
A3: great leaders engage their people in meeting the goals of the org thru the execution of the strategy. They lead people. #TChatChina Gorman
#Tchat A3 HR needs to ask a lot of questions and listen well. That is how strategic and well-formed solutions will be developed.Cyndy Trivella
A3: have the positive attitude to lead and inspire others to greatness. #tchatPlatinum Resource
A3 #tchat Great leaders know it’s not really all about them; it’s about the othersMichael Leiter
A3: Leadership is about non-coercive influence toward an objective. If you can do that, boom. #TChatDoctor Daniel Crosby
A3: Great leaders know what needs to be done, and trusts their team to use their creativity to make it happen #tchatBright.com
A3 with passion, integrity, trust, openness, transparency #tchatPam Ross
A3 -put the right people in the right roles with the right goals then get out of their way! Surround yourself with other gr8 leaders #TChatmatthew papuchis
A3 By example. Its a trust thing. #TChatMary E. Wright
a3. they don’t just lead and expect others to follow. they jump in the crowd, socialize, listen, determine needs, and put to practice #tchatAshley Lauren Perez
A3: Great leaders of today stay open-minded and try to keep a beat on what’s going on. #tchatEmilie Mecklenborg
A3: Leaders are decisive. Followers smell weakness without looking for it. #TChatTom Bolt
A3: As an Apple alum, the leader doesn’t so much lead as set the vision & then allow all to lead from that core. #tchatCLOUDTalent
A3 great leaders know when to lead, when to manage and when to command #TChatBill Boorman
A3 #tchat Great leaders inspire respectful, creative interactions among their team membersMichael Leiter
A3: Great HR leaders translate business vision into acquisition of skilled talent that embody that vision and company culture. #tchatDawn Rasmussen
We’re at ………..>Q4: What are the cool new HR technology tools and why? #tchatSusan Avello
A4: Anything that makes information exchange better, easier and more meaningful. #tchatRob McGahen
A4 If you don’t have analytics tied to real business objectives, why measure? Imbed holistic analytics in your #HRIS #tchatDeb Maher
@pamelamaeross: A4 #hrtech tool #4 @smallimprove – socializes workplace, simplifies performance management, 360s etc great for SMB #TChatPam Ross
A4: The tech is the vehicle; the people are the power, the fuel. #TChat cc: @CLOUDTalentBrent Skinner
A4 #hrtech tool #5 the many options for internal social networks for collaboration, connection, groups, etc. #TChatPam Ross
A4 Focus on EEs, not tech- that’s where the innovation happens #tchatDeb Maher
A4 I must say- I don’t know where the Instagram thing is going in the #HR space, but the companies that are doing deserve a kudos #TChatJanine Truitt
A4 Can I be really simplistic and say how much I love Doodle? #TChatMary E. Wright
A4: Tech that gets us from transactional silos of data death to predictive insight across the enterprise (and the hall). #tchatKevin W. Grossman
A4. HR tech can be great but we need to make sure everyone is trained and utilizing it efficiently, otherwise there’s no point. #tchatAshley Lauren Perez
A4:I have grown fond of sharepoint – great way to build collaboration and sense of community – esp important in decentralized orgs. #TChatmatthew papuchis
A4: Now that the ATS is in the cloud, it can be accessed by anyone from everywhere. Hiring is now truly a team sport! #TChatSimplicant
A4: Make sure you know where you’re going before you rev up the engine. #TChatTrepability
@susanavello A4: #tchat and we have gr8 tech to help with preventing the watering down of a culture from the top to the edgesBurke Allen
A4: i don’t care about cool. I care about effective; about getting better results w/employees, customers, etc. #TchatChina Gorman
A4: I like what is getting built on Salesforce right now #TChatBill Boorman
A4: I like the HR Magazine app. Room for improvement, but saves on paper. #tchatKami McClelland
#Tchat A4 Technology needs to provide seamless access 24/7/365 to keep up with the demands of a fast-paced workforce.Cyndy Trivella
A4 #hrtech tool #1: @rypple. Helps build culture of continuous feedback, holds people accountable, shares objectives openly #tchatPam Ross
A4: Anything that helps you understand how to put teams together and make the struggling ones better. #Teamability cc: @teamingtech #TChatTrepability
A4. Social Media like Yammer and WorkSimple can be a tool too- Performance management, reward, and recognition tool #tchatAshley Lauren Perez
#Tchat A4 Any technology that can connect the dots between one piece of software and another is A+Cyndy Trivella
Last question before I go have my beer > • Q5: Where does social media make sense as an HR and recruiting tool and why? #tchatSusan Avello
A5: When you are looking for the best and brightest. #tchatRob McGahen
A5: May get some flack — for all the higher #HR functions, #SoMe works everywhere, but needs good leaders. #TChatBrent Skinner
A5: Social media helps get the word out re: co brand/culture. Tell about your great co, and they will want to work there 2. #tchatKami McClelland
A5 SoMe best tool for internal messaging of HR policies. Immediate, fetching and tracks receipt, too! #TChatMary E. Wright
A5: It gives us access to insights on candidates not available anywhere else to make better decisions #TChatSean Charles
A5 Rethink what u mean by social media in #HR.Not just twitter /FB. Internal social media: profiles,chat rooms in an #HRIS #tchatDeb Maher
A5: Social media is not a magic solution, it requires dedication and effort to be effective to engage and communicate #tchatJen Olney
A5: There is probably a best-fit social niche for most companies. #TChatTrepability
A5: Where? in use. Why? because it works. #TChatSean Charles
A5 You find talent-Sourcing. Talent finds you-Branding. Both are acts of social media. No choice. Talent hunt is now on steroids. #TChatMary E. Wright
A5 SoMe is good for branding, engagement, boosting morale-need I go on… #TChatJanine Truitt
A5- It’s good way to look deeper than just a resume. Aids in a culture fit, influence in the community etc… #tchatAndrea Jenkins
A5: #SocialHR #HRTech is NOW — We’ve been waiting and the market is here. Listen, Research and then DO. #TChatMeghan M. Biro
A5: Social media is another vehicle for communication and shouldn’t be looked at as a separate entity. #TChatJess ‘Babs’ Bahr
A5 Focus on INTERNAL Social Media-imbed in ur #HRIS just in time while ee is in a process-connect w experts in org #tchatDeb Maher
A5. SM can be a way to show how amazing a company and its culture is. This can make talent want to apply and fight to get in. #tchatAshley Lauren Perez
A5 Social media is great for showing off your brand to a huge audience. Makes people think “I’d love to work there!” Great ROI #tchatKyle Irwin
#Tchat A5 The beauty abt social is that it’s easy and it’s everywhere. Don’t need to over think it.Cyndy Trivella
A5 if your not a social business, social media wont work #TChatBill Boorman
A5 -opportunities to connect employment brand to consumer brand. Lots of orgs have gr8 customer brands w/no connection to emp. brand #TChatmatthew papuchis
A5. Not everyone is a super awesome resume writer. SM can be a saving grace if recruiters are looking at it. #tchatAshley Lauren Perez
A5: If you think #socmedia and #hr only meet at recruiting and perf mgmt, you’re missing a big opportunity #tchatAndrea
A5: When #SoMe is fully integrated into HR life, asking where it applies would be like asking where the telephone applies. #TChatTom Bolt
Social media form one of the largest and most effective networks. Optimize your message and they can work well! #tchat A5Lois Martin
A5: Recruiting using social streams to look for candidate influence, engagement, and personality / cultural fit in action. #TChatKeith C Rogers
A5. SM can bring more of a personality to go along with a resume. I’m impressed by ppl on SM vs. their resume sometimes. #tchatAshley Lauren Perez
A5: It’s all about using #HRTech Smart and Soon…Really. Do your research! #TChatMeghan M. Biro
#Tchat A5 HR needs to maintain pace with job seeker demand. If job seekers want to apply via mobile (for example) then HR needs to get thereCyndy Trivella
A5: stop talking about social media and just integrate #TChatBill Boorman
A5: As a recruiting tool, new services are developing that can help make sense of that unstructured data to uncover new talent pools #tchatBright.com
A5: Utilizing social media properly can “sell” your company for you, making recruitment of grade A candidates that much easier. #tchatScott Williams
A5. Also, it can be good for recruiters to track candidates. Resumes don’t always show all the candidate’s abilities/potential #tchatAshley Lauren Perez
A5: Social media doesn’t have to make sense. It exists. There is a high noise to signal ratio. But it isn’t going away. #TChatTrepability
A5. As I said earlier, it can be a way to do performance management #tchatAshley Lauren Perez
A5: Anywhere it works. #TChatTom Bolt
great and inspiring chat! Thanks all for my 60 minute weekly leadership course :) @susanavello #TChatmatthew papuchis
Great chat. Thanks all! #tchatCLOUDTalent
Super #TChat tonight! Thanks.China Gorman
Thanks all for another great #tchatBright.com
That was a fun first #tchat for me! Thanks guys! Hope to be back next week.Scott Williams
The #TChat community never disappoints! Thanks for another great chat – don’t forget, the #TChat stream is open 24/7. Keep sharing, people!TalentCulture
Thanks to all of you who participated in our discussion. We hope you walk away with great insight! I know I am! #tchatSusan Avello
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-08-02 11:37:252020-05-22 14:29:45HR Leadership Can Make All the Difference: #TChat Recap
Informational interviews have a number of things going against them. They sound boring, ineffective and most importantly are hard to get. However, in reality, they aren’t hard to get at all and, if leveraged effectively, will increase your chances of finding and being considered for jobs, especially the “hidden” ones.
Unfortunately, many job seekers fail to request the interviews properly and as a result, actually turn off or lose the “interviewee” altogether. Here are eight secrets for effectively requesting and successfully getting informational interviews:
1. Email, don’t call. Emailing or sending a message via LinkedIn allows the recipient to choose to respond at their own leisure and doesn’t interrupt their schedule.
2. Make GRAMMAR your new best friend. I know we all use spell-check nowadays, but honestly, proofread anything and everything you write to any professional. It doesn’t matter how well they write, they have a job and you don’t yet, so make sure everything from punctuation to capitalization is perfect. If possible, ask someone else you trust to read your outgoing messages to these professionals just for outside perspective. This is especially important if English is not your first language.
3. Hook them with your subject line. No matter how you know the person you want to contact, the subject of your message has to be personal and direct to catch their attention and move them to read it. If you don’t know the person, consider using “John – Question from a Student” or “John – Request for Informational Interview.” If you do know them, I recommend “John – Request from Chris Perry” or if you don’t know them personally, but went to the same college or have something in common, I recommend something along the lines of “John – Request from a W&M Student.”
4. Briefly introduce yourself. In a short first paragraph, state your name, who you are and what you are doing. Remember, busy people don’t have time to read long messages. Keep it short, sweet and to the point.
5. Command the common ground. If someone who knows them has referred you or you have something significant in common with the person (i.e. college, professional organization), make sure to include this at the end of your first paragraph or at the beginning of your second. A stronger connection or link between you both can only help you get the interview.
6. They know you want a job, so don’t ask for one! In your next paragraph, this is where you make the direct request for the informational interview; however, DON’T ask them upfront for help to get you a job in their company, as they already know you’re interested in opportunities in their company or you wouldn’t be contacting them. I recommend you make it more about them and ask them for the opportunity to speak about THEIR career, how THEY got involved in it, THEIR company and/or its culture.
7. NEVER send your resume to them with your initial request. This looks presumptuous and inconsiderate and your resume just implies that you expect them to take time to look at it and more time to send it to the right person BEFORE they have even had a chance to “yes” or “no” to your request. If you are emailing them, include a link to your LinkedIn profile in your signature, and if you are sending a message via LinkedIn, there is no need, as you are already on that network. Let them be the one that request more information from you.
8. Don’t Forget Your Contact Info. Make sure to have a professional email/message signature with all possible methods of contact listed. This way, you look good, but they can also get in touch with you in whatever way they prefer. You might even tastefully include a link to your LinkedIn profile, personal website or other supporting media online. This is more appropriate than a resume, because it offers them the option of seeking more info about you.
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