People always create the culture, especially at work. And when Meghan M. Biro and tech and workplace innovator Dr. Janice Presser joined forces on this week’s #WorkTrends, what emerged was a new compact for managing not just teams, but everyone we work with — including ourselves.
We can’t just consider dynamics as one-way, Janice noted. Managing relationships goes in three directions: “Up, sideways, and down,” she said. Employees can and should work on ‘managing their managers,’ but to manage up, managers need to understand what makes employees motivated to work first, explained Janice. “One motivator is power. Not power over people necessarily, but empowerment. And the other is affiliation.” As an employee, do you know what skill (and value) you have to complete a task — and contribute to the team? More importantly, do you know who you need to report that task to?
No matter the direction, Meghan pointed out, and whether you’re managing a team, a report, or a boss, it can be like walking a tightrope. As Janice noted, the key is understanding exactly who you’re dealing with, and what makes them tick, and we can do that just as well with someone in charge as we can with a colleague or a report.
Not surprisingly, one of the most effective strategies for enabling employees to do well is to “get out the way,” said Janice, which is a matter of trust — a factor that needs to exist across the board. In terms of managers, however, they need to trust that their employees will each do their part to contribute to the bigger picture. After all, everyone lands in a particular career role for a reason. And one smart tactic for helping employees climb the ladder is to let them switch roles until they find their niche. “Just let people swap,” she said. It can do wonders in getting everyone to feel that “corporate love.” The approach doesn’t even have to be fancy, added Meghan: informally managing peer relationships helps “employees figure out who on the team will love doing that part of the work.”
As for managing across, there’s a foolproof way to reduce friction and resentment among your team. Be grateful for those doing their job so you don’t have to. We all have our unique talents. And in the end, love and appreciation will take us all a lot farther.
Listen to the full conversation and see our questions for the upcoming #WorkTrends Twitter Chat. And don’t forget to subscribe, so you don’t miss an episode.
Twitter Chat Questions
Q1: Why do companies struggle with management issues? #WorkTrends
Q2: What strategies can improve how we approach managing? #WorkTrends
Q3: What can leaders do to help organizations improve how we manage? #WorkTrends
Erica Keswin, a workplace strategist who recently published a fascinating new book, “Bring Your Human to Work,” recalls a chat with a CEO who shared how nine people in his company had a seemingly normal conference call.
“After the call they realized that all nine people had called in to the conference call from the same building,” Keswin says on the latest episode of the #WorkTrends podcast. “In other words, they were a couple of steps, an elevator bank, a cubicle, away from each other. It was so foreign from my own work experience, but I began to wonder what would make someone forgo the opportunity to connect with their colleagues face-to-face.”
The anecdote helped move her to explore more deeply why people aren’t connecting in the workplace, eventually leading her to collect her findings in the book, which offers offers 10 ways to transform your workplace by honoring human relationships. It’s an important discussion that encourages us to look beyond the HR technology we so often focus on and give the human aspect of HR its due.
Listen to the full conversation or read the recap below. Subscribe so you never miss an episode.
Find the Technology Sweet Spot
Keswin says that while she’s far from anti-technology, she believes it’s important for organizations to find the “sweet spot” between leveraging everything that’s amazing about tech and knowing when to put technology in its place and connect in a more human way. She’s also adamant that technology, when used, should align with our culture and values.
“Unless we are very disciplined and intentional about how we connect with our clients, with our colleagues and even with ourselves, it often doesn’t happen,” she says. “It does impact us as people and the bottom line of our businesses. This is not a touchy-feely, feel-good thing. This has true bottom-line implications.”
Mind Your Meetings
Keswin notes that a chapter in her book called “Mind Your Meetings” details how many workers sit in meetings for hours upon hours, often multitasking. “People don’t even start to do their real work until everybody goes home,” she says. “For me, these meetings are an opportunity to go into a much deeper form of connection with the people in the meeting. However, it’s often the opposite that’s happening — that people come in, they sit around the table and everybody’s multitasking, texting, under the table.
She suggests organizations consider limiting technology in some meetings, a shift she says will have three positive effects. First, meetings are shorter because people are less distracted. People are also generally less likely to be offended because they get sufficient attention from their less-distracted colleagues, which can help improve relationships within the office. And the third benefit to low-tech meetings, she says, is that they generally increase the substance of the conversation.
Be Intentional About Being Real
Keswin says the key to making sure we’re showing up to work and being real-life people every day comes down to being intentional. “We’re not bad people, but many of us really want to get to inbox zero, and we’re prioritizing that over some of these human connections,” she says. “The technology is built to give us this hit of dopamine every time we send an email. I think about being intentional, and in the book I divide it up into these three P’s: prioritize, positioning and protocol.”
She says everyone, but particularly leaders, needs to prioritize relationships and create opportunities for real human connections — even if people think they’re too busy.
“I advise you to ask yourself this one very telling question: ‘Does your calendar reflect your values?’ ” she says. “That one question really pushes people to look at how busy they are, but also what they are doing under this umbrella of business. Is it aligned with their values, the values of their company, and pushing themselves to be more intentional, strategic and carve out time to connect with people in other ways?”
Let’s continue the conversation. Join us on Twitter (#WorkTrends) for our weekly chat on Wednesdays at 1:30 p.m. Eastern, 10:30 a.m. Pacific, or anywhere in the world you are joiningfrom to discuss this topic and more.
https://talentculture.com/wp-content/uploads/2018/10/Bring-Your-Human-to-Work-with-Erica-Keswin.jpg735980Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2018-10-12 08:42:472020-06-04 20:23:11#WorkTrends: Bring Your Human to Work with Erica Keswin
Bryan Kramer’s book, Shareology: How Sharing is Powering the Human Economy is not only a celebration of the new sharing economy but a primer on how to thrive in it. It’s the result of some serious thinking by a serious thinker, a veteran of Silicon Valley who was feeling patently unfulfilled by the dull trajectory of marked success. Bryan began to do some serious soul-searching: this is a soulful thought influencer, people. I know this to be true as I have spent time “IRL” with him. As he did, he sought out kin and wisdom, colleagues and like minds in social media, and realized that his particular intelligence lay in the fertile intersection of technology with social philosophy. Basically, he realized, what we do in this economy is share. And we are not only what we share, but how we share it, why we share it, what we share, and even when we share it. And he points out, we don’t all know how to share. And in this global and human economy, to share well with others, means everything.
Bryan is remarkable at defining the tech-induced radical transformation of work and brand. We had been sharing information the same way for thirty thousand years or so. But with tech, everything has changed: there are no boundaries now, no borders: we’re connected on a global scale in ways that collapse time and distance. This also means that the way we can influence and effect change has been entirely transformed. It may be a cliché that the whole world is different, but is it’s true. Like his other book, Human to Human: #H2H— which eloquently demonstrates that what drives the economy is not business interactions, but human interactions — Shareology is smart. He articulates concepts with an infectious and courageous intelligence. The idea that information’s shareability is far more critical than we realize also drives home the idea that we are, indeed, people — all communicating and exchanging information with each other. He also explains the varying styles of sharers – which in this mobile and social world is certainly a key personality and behavior trait. The need to connect, he writes, in is our very DNA — but the way in which we do it is entirely different.
This book is able to delineate the importance of company brand: not just as a logo or a heavily invested mirror of core values, but as a tangible, share-able entity. And how much your brand is working — how much it matters — can be measured by how much it is shared — its Shareability Quotient. “If you want people to share your stuff,” he writes, “they need to trust you or identity with the content you’re producing, period.”
I couldn’t agree more. While Bryan uses some buzzy terms (“Special sauce”), he’s also hit on something that is both incredibly profound and incredibly simple. It may well be something intrinsic to millennials, who have grown up sharing everything — and who know how to do it. But for anyone in business who doesn’t (come on, admit it), the first part of this book will be an entertaining, upbeat, and eloquent education. As for the second part, he goes well beyond most in terms of looking at media and behavior, about how its methodology across the board There’s an especially crunchy section on the intersection of automation and human interaction — a must, without question, in this particular era. The ideas are so well thought out that I’d say he created a new discipline here: Share Theory. This is definitely a book that will influence and effect change — in powerful, re-humanizing ways.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2015-07-13 15:28:542020-05-30 13:29:52Shareology Review: Sharing Is Powering The Human Economy
Perhaps nothing drives a brand forward more than its community.
An estimated 55% of consumers are willing to recommend companies that deliver great experiences, and 85% are willing to pay a premium for great services. But who are the “people” making those recommendations and purchasing decisions?
They’re members of your community, right?
I’m certain that if I asked every CMO and marketing leader I know to describe their brand community, I would get a different answer from each. “Community” is a subjective concept, with wide varying definitions.
There are also wide variations in how brands are seen, heard and felt by their respective communities. How deeply does a community feel connected to a brand?
For instance, think about Apple and its community. Apple gets attention because its brand recognition is extraordinary. But have you considered the powerful impact that Apple’s community has had on the success of the brand?
To demonstrate my point, think of the last conversation you’ve had with an “Apple fan” about the company, its products or its competitors. What did that conversation sound like?
If your experience is anything like mine, the conversation was probably wonderful, as long as you agreed about how wonderful Apple and its products are. However, if you dared to question the quality of Apple’s products, ideas or ability to innovate, you no doubt soon realized that you had crossed into enemy territory.
Those kind of conversations are a lot like telling your child that Santa isn’t real — only worse. But it speaks highly of the Apple community.
What is the catalyst for Apple’s insanely powerful connection with its community?
By-in-large, Apple doesn’t behave like a “nouveau” social company, so they’re not building their brand army through Facebook and Twitter. But it has brought together a passionate, global community by creating a sense of “belonging” that customers feel deeply when they use Apple products.
The iconic Apple slogan, “Think Different” epitomizes its cult-like following. On any given day at Starbucks around the world, people who want to be seen as broad-minded, creative thinkers are often found hovering over a Macbook — almost as if the presence of an Apple product is synonymous with their identity.
For Apple, this works. Through a customer experience focused on the idea that being different and innovative is “cool,” Apple has built one of the tightest brand communities on and off the web. But of course, Apple is a huge, established company, with a massive budget for community development. It leads me to wonder — how can other brands, smaller brands, newer brands tap into the power of community?
Not Just Community — A Close Community
Think about the neighborhood where you grew up. What was it like? Was it urban or rural? Were there many houses or just a few? Did you know your neighbors, or were they merely passing strangers?
Regardless of their shape, size and geography, most neighborhoods provide some sense of community. However, all neighborhoods aren’t the same. In my hometown, there was a “Community Center” — a place where folks from the neighborhood would congregate, connect and discuss issues affecting the area.
In that kind of environment, as citizens drew closer, the more they worked together to get things done — for example installing a stop sign where kids played in the street, and passing a referendum to build a new school. Over the years, as traditional urban settings gave way to modern models, subdivisions often created a community “on purpose,” with a Neighborhood Watch, a Board of Directors, and sometimes even a pool and recreation center.
This intentional approach to community brings stakeholders closer, by making neighborhood issues and events more visible, and helping community participants see the impact of their involvement.
Building a Brand Community Like a Neighborhood
When you boil it down to its simplest form, a community is the sum total of your brand stakeholders. I say stakeholder (rather than customer) because many people can participate in a brand community, beyond those who purchase a company’s products and services.
First, there are obvious extensions, such as employees and friends. Also, there are less obvious community players, such as those who are interested in learning more about your products and services, but may not have an immediate need to buy.
Let’s use automobiles as an example.
In 1995, when I was 14, my favorite car in the whole world was the new Pontiac Grand Prix. It had just been redesigned as a “wide track” model, and as a 14 year old, I thought it was one bad machine. However, at 14, I wasn’t legally or financially able to buy a car.
Four years later, I had scraped together all the loose change from under the sofa cushions, and I was ready to buy a car. Guess what I bought? The Grand Prix! That’s because I had emotionally tied myself to the brand, the car, and the community. When I was ready to purchase, it wasn’t even a question who would earn my business.
While my story is just one example, this type of brand loyalty exists with everything from the food we eat to the blue jeans we wear, and beyond. When people become a part of something, their purchasing sentiment changes. And guess what? So does the way they evangelize for your product. You think someone that likes your product is a good ambassador. Just think of someone who recently bought your product and likes it! That is another great frontier for brand building.
Which takes us back to building a close-knit community. It requires a setting for cultivation and nurturing. Much like a neighborhood — only different — to suit the needs of the brand and its community.
Community in the Connected World
If you think about the neighborhood example, you’ll likely think that a good community is small, tight knit, and somewhat directionally aligned.
But in the new world — the connected world where we manage communities on our blog, Facebook, Twitter and what seems like a million other places — the idea of community can become overwhelming. That’s because the “massiveness” of the online sphere is hard for many marketers to imagine in meaningful terms.
This can lead marketers to make some key community-building mistakes:
1) They aim too large: Mere numbers (pageviews, visits, likes, followers) aren’t relationships; 2) They don’t engage: Communicating with a “faceless” digital community can seem like a daunting task; 3) They miss out: Online communities are a powerful way to build influential brand advocates, but sometimes inaction takes over when brands don’t know where to start.
While these mistakes are typical, they can be avoided with a few common-sense tactics:
1) Aim for relevance: Rather than shooting for a large community, start by aiming for those that are most likely to buy your product/service now or in the near future. Also, with online networks (especially social networks), research where your target audience invests its time, and go there first!
2) Engage more than you promote: Share your stories, ideas and information, but make sure you allow the community to become part of the conversation. Ask more questions. Build more testimonials and case studies. Invite participation.
3) Start: Even if your “start” is small, don’t miss the opportunity to build a community by putting your head in the sand.
Remember: Building A Community Can Take Time
Apple has an amazing community of insanely loyal brand advocates. It also nearly crashed and burned on multiple occasions, and was saved by innovation that focused on consumption of music on a tiny MP3 player. For other companies, community takes time and work to build.
This starts at the core — building products and services that your customers can love. It also may include places for customers to congregate and talk about how they put your products to use.
On the flip side, community building also requires brands to acknowledge shortcomings and respond transparently when things go poorly. Think about what Target and Snap Chat will need to invest in rebuilding brand confidence after recent security breaches. Neither of these incidents was intentional, but trust was lost, and recovery will take time and monumental effort.
However, there is a certain beauty in community. When you build it, nurture it and engage with it, your community will tend to stand by your brand in good times and in bad. While never perfect — like your family, your neighborhood or your city — your brand community is one of the most powerful tools in the connected world.
Whatever you do, don’t ignore or underestimate the power of your community!
(Also Note: 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 conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2014/01/Aggie-12thman.jpg348700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2014-01-19 11:52:432020-05-27 16:53:38Community: A Brand's Most Powerful Friend
Perhaps nothing drives a brand forward more than its community.
An estimated 55% of consumers are willing to recommend companies that deliver great experiences, and 85% are willing to pay a premium for great services. But who are the “people” making those recommendations and purchasing decisions?
They’re members of your community, right?
I’m certain that if I asked every CMO and marketing leader I know to describe their brand community, I would get a different answer from each. “Community” is a subjective concept, with wide varying definitions.
There are also wide variations in how brands are seen, heard and felt by their respective communities. How deeply does a community feel connected to a brand?
For instance, think about Apple and its community. Apple gets attention because its brand recognition is extraordinary. But have you considered the powerful impact that Apple’s community has had on the success of the brand?
To demonstrate my point, think of the last conversation you’ve had with an “Apple fan” about the company, its products or its competitors. What did that conversation sound like?
If your experience is anything like mine, the conversation was probably wonderful, as long as you agreed about how wonderful Apple and its products are. However, if you dared to question the quality of Apple’s products, ideas or ability to innovate, you no doubt soon realized that you had crossed into enemy territory.
Those kind of conversations are a lot like telling your child that Santa isn’t real — only worse. But it speaks highly of the Apple community.
What is the catalyst for Apple’s insanely powerful connection with its community?
By-in-large, Apple doesn’t behave like a “nouveau” social company, so they’re not building their brand army through Facebook and Twitter. But it has brought together a passionate, global community by creating a sense of “belonging” that customers feel deeply when they use Apple products.
The iconic Apple slogan, “Think Different” epitomizes its cult-like following. On any given day at Starbucks around the world, people who want to be seen as broad-minded, creative thinkers are often found hovering over a Macbook — almost as if the presence of an Apple product is synonymous with their identity.
For Apple, this works. Through a customer experience focused on the idea that being different and innovative is “cool,” Apple has built one of the tightest brand communities on and off the web. But of course, Apple is a huge, established company, with a massive budget for community development. It leads me to wonder — how can other brands, smaller brands, newer brands tap into the power of community?
Not Just Community — A Close Community
Think about the neighborhood where you grew up. What was it like? Was it urban or rural? Were there many houses or just a few? Did you know your neighbors, or were they merely passing strangers?
Regardless of their shape, size and geography, most neighborhoods provide some sense of community. However, all neighborhoods aren’t the same. In my hometown, there was a “Community Center” — a place where folks from the neighborhood would congregate, connect and discuss issues affecting the area.
In that kind of environment, as citizens drew closer, the more they worked together to get things done — for example installing a stop sign where kids played in the street, and passing a referendum to build a new school. Over the years, as traditional urban settings gave way to modern models, subdivisions often created a community “on purpose,” with a Neighborhood Watch, a Board of Directors, and sometimes even a pool and recreation center.
This intentional approach to community brings stakeholders closer, by making neighborhood issues and events more visible, and helping community participants see the impact of their involvement.
Building a Brand Community Like a Neighborhood
When you boil it down to its simplest form, a community is the sum total of your brand stakeholders. I say stakeholder (rather than customer) because many people can participate in a brand community, beyond those who purchase a company’s products and services.
First, there are obvious extensions, such as employees and friends. Also, there are less obvious community players, such as those who are interested in learning more about your products and services, but may not have an immediate need to buy.
Let’s use automobiles as an example.
In 1995, when I was 14, my favorite car in the whole world was the new Pontiac Grand Prix. It had just been redesigned as a “wide track” model, and as a 14 year old, I thought it was one bad machine. However, at 14, I wasn’t legally or financially able to buy a car.
Four years later, I had scraped together all the loose change from under the sofa cushions, and I was ready to buy a car. Guess what I bought? The Grand Prix! That’s because I had emotionally tied myself to the brand, the car, and the community. When I was ready to purchase, it wasn’t even a question who would earn my business.
While my story is just one example, this type of brand loyalty exists with everything from the food we eat to the blue jeans we wear, and beyond. When people become a part of something, their purchasing sentiment changes. And guess what? So does the way they evangelize for your product. You think someone that likes your product is a good ambassador. Just think of someone who recently bought your product and likes it! That is another great frontier for brand building.
Which takes us back to building a close-knit community. It requires a setting for cultivation and nurturing. Much like a neighborhood — only different — to suit the needs of the brand and its community.
Community in the Connected World
If you think about the neighborhood example, you’ll likely think that a good community is small, tight knit, and somewhat directionally aligned.
But in the new world — the connected world where we manage communities on our blog, Facebook, Twitter and what seems like a million other places — the idea of community can become overwhelming. That’s because the “massiveness” of the online sphere is hard for many marketers to imagine in meaningful terms.
This can lead marketers to make some key community-building mistakes:
1) They aim too large: Mere numbers (pageviews, visits, likes, followers) aren’t relationships; 2) They don’t engage: Communicating with a “faceless” digital community can seem like a daunting task; 3) They miss out: Online communities are a powerful way to build influential brand advocates, but sometimes inaction takes over when brands don’t know where to start.
While these mistakes are typical, they can be avoided with a few common-sense tactics:
1) Aim for relevance: Rather than shooting for a large community, start by aiming for those that are most likely to buy your product/service now or in the near future. Also, with online networks (especially social networks), research where your target audience invests its time, and go there first!
2) Engage more than you promote: Share your stories, ideas and information, but make sure you allow the community to become part of the conversation. Ask more questions. Build more testimonials and case studies. Invite participation.
3) Start: Even if your “start” is small, don’t miss the opportunity to build a community by putting your head in the sand.
Remember: Building A Community Can Take Time
Apple has an amazing community of insanely loyal brand advocates. It also nearly crashed and burned on multiple occasions, and was saved by innovation that focused on consumption of music on a tiny MP3 player. For other companies, community takes time and work to build.
This starts at the core — building products and services that your customers can love. It also may include places for customers to congregate and talk about how they put your products to use.
On the flip side, community building also requires brands to acknowledge shortcomings and respond transparently when things go poorly. Think about what Target and Snap Chat will need to invest in rebuilding brand confidence after recent security breaches. Neither of these incidents was intentional, but trust was lost, and recovery will take time and monumental effort.
However, there is a certain beauty in community. When you build it, nurture it and engage with it, your community will tend to stand by your brand in good times and in bad. While never perfect — like your family, your neighborhood or your city — your brand community is one of the most powerful tools in the connected world.
Whatever you do, don’t ignore or underestimate the power of your community!
(Also Note: 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 conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2014/01/Aggie-12thman.jpg348700Daniel Newmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngDaniel Newman2014-01-19 11:52:432020-05-27 16:53:52Community: A Brand’s Most Powerful Friend
3 years
100+ radio shows and hangout video interviews
150+ high-intensity Twitter chats
550+ blog posts
1 simple goal
Those of us who plan and produce #TChat social learning forums hope that TalentCulture community events educate, energize and enrich everyone who participates. We’re grateful for your involvement — which educates, energizes and enriches us all, in return.
This metaphor for the social workplace isn’t just a random fluke of Twitter nature. It’s an intentional human exchange that continuously flows and shifts in ways that are now bigger than the sum of its parts. Still, each of us is an essential element — with a unique voice that adds depth and texture to the fabric of our talent-minded “tribe.”
#TChat Turns Three: Learning Through Community
So, during this 3rd Anniversary #TChat week, let your voice be heard. Let’s gather on social channels to celebrate the individual, mutual and collective growth that every community of purpose strives to achieve.
Our guest this week is Ambrosia Humphrey, VP of Talent at HootSuite! Team Hootsuite will be celebrating along with us as well. Social engagement in action.
As a special treat for this week’s “sneak peek” video, we asked our own Community Manager, Tim McDonald, to compare notes with Kevin W. Grossman about the meaning and value of #TChat. The resulting video is a delightful journey into the minds and hearts of two men who are walking examples of community spirit! Watch the hangout now:
Share Your #TChat Story! The Conversation Starts Here
Tim and Kevin aren’t the only ones who are talking about TalentCulture’s role in their professional and personal lives. We’re gathering a collection of quotes and videos from all over the community landscape, and sharing that feedback on #TChat Twitter and other social channels this week.
We’re also launching a special “Buzz!” page right here at TalentCulture.com, to highlight community comments now and in the future. We invite you to share your thoughts — in whatever form you wish.
So, please join this week’s conversation about the power of social learning communities, and tell us what this particular community means to you. The #TChat channel is always “on” and everyone is welcome to participate in whatever way is most beneficial for you. Don’t be shy!
#TChat Events: Online Communities And Professional Growth
Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream, for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these questions:
Q1: What are the key ingredients for online learning communities? Why? Q2: Why do you participate in Twitter chats like #TChat? Q3: How can organizations capture learning community magic internally? Q4: What’s the future of Twitter chats in building communities? Q5: What topics would you like #TChat to explore in 2014?
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!
https://talentculture.com/wp-content/uploads/2013/11/Kevin-Grossman-Tim-McDonald-TChat-2.jpg352700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-11-17 18:56:182020-05-27 16:31:50We're Turning Three! Let's Celebrate Community #TChat Preview
3 years
100+ radio shows and hangout video interviews
150+ high-intensity Twitter chats
550+ blog posts
1 simple goal
Those of us who plan and produce #TChat social learning forums hope that TalentCulture community events educate, energize and enrich everyone who participates. We’re grateful for your involvement — which educates, energizes and enriches us all, in return.
This metaphor for the social workplace isn’t just a random fluke of Twitter nature. It’s an intentional human exchange that continuously flows and shifts in ways that are now bigger than the sum of its parts. Still, each of us is an essential element — with a unique voice that adds depth and texture to the fabric of our talent-minded “tribe.”
#TChat Turns Three: Learning Through Community
So, during this 3rd Anniversary #TChat week, let your voice be heard. Let’s gather on social channels to celebrate the individual, mutual and collective growth that every community of purpose strives to achieve.
Our guest this week is Ambrosia Humphrey, VP of Talent at HootSuite! Team Hootsuite will be celebrating along with us as well. Social engagement in action.
As a special treat for this week’s “sneak peek” video, we asked our own Community Manager, Tim McDonald, to compare notes with Kevin W. Grossman about the meaning and value of #TChat. The resulting video is a delightful journey into the minds and hearts of two men who are walking examples of community spirit! Watch the hangout now:
Share Your #TChat Story! The Conversation Starts Here
Tim and Kevin aren’t the only ones who are talking about TalentCulture’s role in their professional and personal lives. We’re gathering a collection of quotes and videos from all over the community landscape, and sharing that feedback on #TChat Twitter and other social channels this week.
We’re also launching a special “Buzz!” page right here at TalentCulture.com, to highlight community comments now and in the future. We invite you to share your thoughts — in whatever form you wish.
So, please join this week’s conversation about the power of social learning communities, and tell us what this particular community means to you. The #TChat channel is always “on” and everyone is welcome to participate in whatever way is most beneficial for you. Don’t be shy!
#TChat Events: Online Communities And Professional Growth
Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream, for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these questions:
Q1: What are the key ingredients for online learning communities? Why? Q2: Why do you participate in Twitter chats like #TChat? Q3: How can organizations capture learning community magic internally? Q4: What’s the future of Twitter chats in building communities? Q5: What topics would you like #TChat to explore in 2014?
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!
Question: What was your favorite job to-date? Now tell me, how did you learn about that job? And how did the hiring manager decide that you were the best candidate?
Did friends, family, former colleagues – any people you know – make a difference in helping you locate and land that satisfying opportunity? I bet you said yes.
Certainly, other factors count. Skill, speed and smarts – even serendipity – can play a role in making a strong career move.
But after a week of #TChat discussions about how to stay ahead of the curve in today’s job environment, I’m reminded that one factor matters most. The key is not how fast or how elegantly you travel along your professional path – it’s how many others you bring along for the ride.
Hint: The Secret Sauce is Social
No matter how rapidly the world of work evolves – desired skills, business environment, job hunting tools – relationships are the common denominator that defines the trajectory of every career. Truth is, connectedness creates powerful career leverage.
How we build and maintain relationships may shift as technologies and customs change. But at the end of the day, relationships matter. They’re the fuel that drives professional momentum. And professional communities like TalentCulture are living proof.
Digital forums may never replace the impact of direct contact. But they create a whole new context for connectedness that the world has never seen. And that can translate into far richer learning, collaboration and professional opportunities for career-minded individuals.
But don’t take my word for it. Look at what experts say…
NOTE: To see specific highlights from yesterday’s “Career Management” #TChat session on Twitter, watch the Storify slideshow at the end of this post.
#TChat Week-in-Review
A special thanks to career management and mentoring expert, Mark Babbitt, Founder and CEO of the popular internship portal and blog, YouTern. His leadership through the week’s #TChat activities kept us all focused, engaged and open to new ways of managing our careers.
Google+ Hangout Video: As a prelude to his appearances later in the week, Mark Babbitt talked with TalentCulture community manager, Tim McDonald, about key challenges in today’s job market.
WED 12/19 #TChat on Twitter: The community returned from the holidays in fine form, ready to share ideas about career management challenges, opportunities and strategies for success. Thanks to everyone who contributed thoughtful input!
Here’s just a taste of the interaction from last night’s #TChat stream… (For full highlights, watch the Storify slideshow at the end of this post.)
Biggest career management challenges?
There’s no such thing as job security any more, but a good network provides security. @AlliPolin
Learning when to stay, leave or pivot in your career / job is a heavy thought for many people. @CyndyTrivella
What job hunting activities matter most?
Get comfortable with the relentless pursuit of community and meaningful connection. Employed or not. Your next dream job starts here. @SocialSalima
Social media isn’t going to get you hired. The relationships you build there, though, just might. @talemetry
Build your community – BEFORE you need it! @susanavello
Whatever the technology – must be used to get face-to-face with hiring manager! @RichardSPearson
Best tech for finding a job is a handshake and positive attitude! The rest just gets us to the handshake. @JanisSpirit
# # #
Closing Notes & Highlights Slideshow
NOTE TO BLOGGERS: Did this #TChat session inspire you to write about career management or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: Next week, we shift our focus to Gratitude and Employee Recognition. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 15, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 16, at 7pm ET. Look for a full preview on Monday, January 14 via @TalentCulture and #TChat. Til then, keep rockin the World of Work!
Q1: What are the biggest career management challenges for professionals today and why? #TChatMark Babbitt
A1: Politicians, Medical Workers, Tax Attorneys #TChatTom Bolt
A1. Constant iteration – and Maintaining aftermath #tchatCream.hr
A1 If you always do what you always did – you will get the same results. Biggest hurdle for some? Change. #tchatEmilie Mecklenborg
A1: Making the most of the job experiences you have had! #tchatLegal Option Group
A1: Finding a company that not only matches your goals, but one you can trust to stay in business and do the right thing. #TChatchrys peterson
A1 Being visible and developing relationships both in and out of the organization is key and a challenge! #tchatAlli Polin
A1: Realizing that if you need help, you have to ask it. You can’t expect others to read your mind. #tchatRob McGahen
A1. Staying relevant and in demand when things change so rapidly- have to take control of your development #tchatJane Watson
A1 Learning when to compromise but not compromising yourself. #tchatFord Careers
A1 Knowing what career paths are feasible and what steps I need to take to get there. #tchatAshley Lauren Perez
A1: I find a lot of career challenges involve not knowing yourself before leading others in the workplace. #TChatAndrew Henck
A1 – knowing that no job is permanent – always planning for the next while exceeding expectations on current… #tchatRichard S Pearson
A1 Another challenge, taking the time to truly engage with others, colleagues, clients, etc #TChatClaire Crossley
A1. Keeping up with the changing technology. How to stay relevant when there are so many innovations #tchatCream.hr
A1. Biggest challenge is to keep moving forward rather than becoming complacent or stuck. #tchatSabrina Baker
A1 Owning the career path, listen to your heart, not someone’s suggestions #tchatDustin Haverkamp
A1: Identifying short & long term goals – charting a path to get there #TChatAndy Osburn
A1. The biggest career challenge for professionals today is building the skills they’ll need for tomorrow. #TChatTalent Generation
A1: Biggest career challenge – Staying relevant in essential conversations. #TChatJon M
A1) lots of information out there to manage. You need to hire an intern to keep up! #tchatRich Grant
A1: Staying relevant and marketable. #tchatKevin W. Grossman
A1 With staffing reductions, balancing home and work can be a challenge due to extra hrs. @ work. #TchatCyndy Trivella
A1 – The biggest challenge is to stay ahead of change & manage market expectations #TChatLeAnna J. Carey
Q2: What are the top three activities job seekers should focus on this year and why? #TChatMark Babbitt
A2: 1. Think positive 2. Reach out to other ppl you know who are connectors 3. Scan CL and LinkedIn like your life depends on it! #tchatLegal Option Group
A2: Networking, personal meetings, staying true to plan (don’t let gear derail the focus. #TChatTodd Noebel
A2: Share your expertise… Listen to experts… Shut up. <= 3 more things #TChatTom Bolt
A2. FOLLOW YOUR PASSION. Seriously. #tchatCream.hr
A2 Never give up! #jobseeking and rejection can be depressing but don’t stop trying and try new ways. Only takes 1 #job offer. #TChatJanis Stacy
A2: building relationships, focused networking, & following those that have what you seek #tchatSkyWay Leadership
A2: Recognizing your talents and how they apply/transfer to diff jobs/careers, networking & building relationships. #tchatchrys peterson
A2. Community building. Surround yourself with those that find purpose and strength in helping group be successful. #tchatVictorio Milian
A2: Be aggressive with your job search, but don’t forget to take time for yourself. #tchatRob McGahen
A2: Network, Network, Network (BUT)…>>>>>>>Know when to ask!!!! #TChatSusan Avello
A2: Become a connector of people, ideas and intent. #TChatMeghan M. Biro
#tchat a2 building a platform to deliver valuable outcomes to their audience while increasing their reach and impact!Bruno Coelho
A2: Adjust your plan… Execute the plan… Measure results… Rinse and repeat. #TChatTom Bolt
A2. If you have a reactive mindset vs. a proactive mindset the world will pass you by #tchatBridget Webb
A2: Know your value, network with those who can propel your forward and and be adaptable to the market #tchatJen Olney
A2 build a strong online portfolio, participate in local networking groups & educate yourself through books & online resources #TChatHolly Chessman
A2 – technology, self-branding and cultural sensitivity #tchatmatthew papuchis
A2. Follow up, Networking, and Soul Searching. Do what you love #tchatCream.hr
A2: Send an informational interview request to a contact in your desired field/sector atleast once a week #TChatAndrew Henck
A2 – Innovation skills, Social Business, Results – Because business sustainability & growth are monumental to our biz economy #TChatLeAnna J. Carey
A2: Revamping that video resume, networking on all levels and focusing on a career, not just a job! #TChatSpark Hire
A2 Clean cross-platform Social Media presence / Learn languages / No Drugs #TChatEnzo Guardino
A2. A successful job search isn’t about what you do, it’s about who you know. Never stop networking. #TChatTalent Generation
Q3: What are the hot professions today and what are employers looking for in every employee? #TChatMark Babbitt
A3 folks that are on high tech marketing are always in demand – as are those who can write well #TChatHolly Chessman
A3: As they say in NBA, I can tech you basketball. I can’t teach you to be 7 feet. #TchatCLOUDTalent
A3 Hire for potential! #tchatMarla Gottschalk PhD
A3. People who are loyal to their values. #tchatSalima Nathoo
A3 employers are looking for candidates that have tangible evidence that they can be successful at the job. bring out the brag books! #tchatAshley Lauren Perez
A3 I love multi-talented candidates. Can pitch and close, knows HTML in a pinch! #tchatRobert Moore
A3: Problem solvers, for sure! Not just BS’rs. They’re’s plenty of those to go around! #TChatSusan Avello
A3: I want cynical, critical, idealist, hard-working empaths, please. #tchatKevin W. Grossman
A3 Often times, #job seekers R so nervous in the interview, they don’t take time to assess if the company fits their culture needs. #TchatCyndy Trivella
A3 Seems employers want already full time employed problem solvers. #TChatJanis Stacy
A3. Know what you can teach. Offer to build that capability on your team. #tchatJustin Mass
A3: If you can read this, employers want you: 010111010101011010 #TChatTheJobChaser
A3: Employers want innovators and collaborators. #tchatRoger Veliquette
A3) looking for passion, honesty, integrity, & a willingness to learn #TchatPortland John
A3: They seek a proactive person with a positive attitude! Dn’t forget how much value is placed on a persons “fit” within the co. #tchatLegal Option Group
A3 People who can laugh and not take themselves too seriously are always on the “we like that” list with employers. #TchatCyndy Trivella
A3) NACE – National Assoc of Colleges & Employers surveys regularly about this question. Soft skills wins out #tchatRich Grant
A3. Experience, knowledge and successes are important of course but soft skills are just as relevant. #HR #career #tchatBridget Webb
A3 Employers are looking for someone who will engage beyond the status quo, lead outside the box and co-create. #tchatSalima Nathoo
A3. Hot jobs? UI/UX Designers. In demand skills? Adaptability, flexibility, combos of skills (e.g. Creative + tech-savvy) #tchatJane Watson
A3 Creative problem solvers with depth of experience #tchatRobert Moore
A3: Employers want people who can MULTI-TASK; do many jobs. #Tchatchrys peterson
#tchat A3 Online Dreampreneurs will rock 2013! Every Entrepreneur with a worthwhile Dream can make a meaningful impact Online!Bruno Coelho
#tchat A3 employers are looking for: on the plus side: proactive, passionate, focused. On the minus but real: charismatic, attractive.Franny Oxford
Q4: Will the online profile eventually be the demise the resume? Why or why not? #TChatMark Babbitt
A4) Resumes = lack of creativity! Job seekers must be innovative, showcase their talents #TChatPortland John
A4: the resume is only a filter & not a good one at that – having better information will always lead to better decision making #TChatAndy Osburn
A4: Problem with resumes is they are push-based. Need #digitalweaver that is pull-based so that skills are contextual to job. #tchatCLOUDTalent
A4 Your personal brand and social media are your 3D resume #tchatEmilie Mecklenborg
A4: first thing a potential employer does is “google” you. So in some respects, your search results is modern day aggregated resume. #tchatmatthew papuchis
A4:Online profiles will create a one-stop-shop as recruiters will be able to not only evaluate work exp & evaluate social presence.#TChatLidia Cords
A4: Important to be ready with both: resume (electronic, no more paper) + online profile. #tchatAnne Messenger
A4 over 80% of resumes are intentionally misleading. 70% of grads say they’ll lie to get a job. It’s horrendous #tchatCream.hr
A4: Some say that it seems to be headed that way. Do #recruiters look at social media profiles before contacting an applicant? #Tchatrecruiterbox
A4 I hope I never have to write another resume again #justsaying #tchatRobert Moore
A4: A quality online profile will fortify the resume. It gives a qualitative view of the person. #TchatJohn R. Bell
A4 Dead and gone. Because you can be whoever you want to be on paper and everybody knows it. #tchatCream.hr
A4) I think resumes started dying when we started using online application management systems. #tchatJennifer Tozer
A4: Online profiles basically ARE resumes – just updated more frequently. It’s progression, not replacement. #tchatBright.com
A4: Resumes are still important, but online profiles help complement what you show on paper. #TChatKC Job Seekers
A4: Paper resumes communicate so little about who a person is and what they can do for you. Online profiles are already here. #tchatMatt Hirschfelt
A4. Online profiles will definitely enhance the resume and change the format. Not sure about going away entirely. #TChatSpark Hire
A4 Full resumes will give way to very personal cover letters, linked to online profiles. Needs customized focus to balance skills. #tchatStephen Abbott
A4 One day, surely. As is, reading through a CV is faster and somehow, more personal (reading between the lines) #TChatEnzo Guardino
A4. The online profile probably won’t replace the resume. But it’s already just as important. #TChatTalent Generation
Q5: What are the best technologies job seekers should be using in their search and why? #TChatMark Babbitt
A5: Be you…on and offline. It’s just that simple #tchatJen Olney
A5 Use technology, but don’t use it as a crutch to keep U from IRL interactions. Technology is a means to an end, not the end result. #TchatCyndy Trivella
A5 Vast amount of articles, white papers on every industry. Research current trends and pay attention to shifts in your field. #tchatFord Careers
A5: The best tech. for finding a job is #some by far. It’s been progressing steadily and I see no decline any time soon! #tchatLegal Option Group
A5: We live in a world of clutter. Anything that breaks through it with the right purpose & conviction is a candidate’s advantage. #TchatJohn R. Bell
A5. First jobseekers should be networking. Technology LinkedIn and of course twitter #TchatGuy Davis
A5 Connect and build relationships on #SoMe – use the one that makes you most comfortable – but do it! #tchatAlli Polin
A5: 2013 Social Video is a hot Technology for effective Job Search. #TchatSean Charles
A5: Best technologies for job seekers? Google, chats (#tchat, #hfchat), LinkedIn, Glassdoor, networking data base. #tchatAnne Messenger
A5: Building your community – BEFORE you need it! <<<<< Key! #TChatSusan Avello
A5. Tech is out. Direct referrals from friends and colleagues more effective with much less gaming than tech #tchatShane Granger
A5. Ask yourself….”Who do you know and who should you know?” Then find a way to connect/build relationship via #socialmedia #tchatBridget Webb
A5: Whatever the technology is – must be used to get face-to-face with hiring manager!!! #tchatRichard S Pearson
A5: Use technology + #social to take charge of your career, your destiny and your “life story” #TChatMeghan M. Biro
A5) I have not tried this but someone told me about http://jibberjobber.com for keeping track of contacts #tchatRich Grant
A5. Money and a smartphone. Money to maintain yourself and a phone to stay connected with people. #tchatVictorio Milian
A5: Sites and services that give you a glimpse inside to all the people, places and thing you’re interested in. #tchatKevin W. Grossman
A5 Best technology: tablet tech. Bring it into a job interview and show off your portfolio. That’s what I call #dynamicinterviewing #TChatTheJobChaser
A5: technology aside, nothing can replace the personal connections you have. So focus on technologies that will enhance relationships #tchatmatthew papuchis
#Tchat A5 Knowing which, can require trying many to know which works best 4 U. Not using technology will NOT play in UR favor.Cyndy Trivella
A5 Mobile Tech.>Better networking, search opportunities, be accessible and respond promptly to enquiries, wherever & whenever #TChatEnzo Guardino
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-01-10 19:46:072020-05-25 16:07:53Connecting Career Dots: #TChat Recap
Let’s be honest. Some leaders make a difference, and some leaders just take up space. Lou Imbriano is definitely one of the former. As we well know leaders comes in a variety of personality flavors. As CMO of the New England Patriots, and now as CEO of TrinityOne, Lou has brought career passion and flair to sports marketing in one of the biggest sports towns around right here in Beantown.
As a valued friend of mine, Lou has brought richness and depth to what could have been just another business acquaintance. And I’m thrilled he’s asked me to read and comment on his newest effort. He is definitely a one of a kind personality and he brings new meaning to the idea of a 3 hour Italian lunch for the bonus round. I’m lucky to have experienced this with him recently. Dining as sport and art. Big smiles.
Anyone who believes in the power of your brand and the importance of social media to business development and leadership will be glad to hear Lou has distilled his wisdom into a book. Winning the Customer is like Lou, only it’s a book – larger than life personality, better and smarter than the competition. Lou understands how to turn customers into fans of a brand
In ‘Winning the Customer’ he shares his philosophy with us – why every customer relationship has an architecture, a structure, that moves the interaction between customer and brand from a transaction to a relationship. Transactions are one-time events; a relationship is a long-running transaction with many opportunities for interaction, engagement, enrichment and results.
If you’re a marketer, it’s a must read. If you’re a student of leadership and human nature it’s a must read. If you’re impatient and can’t wait for Lou to sign your copy, tune in tonight to #LeadershipChat Leadership Chat tonight from 8-9pm ET+ on Twitter where Lou and I will chat about the concepts in the book. See you there!
Lou’s book gives a lot of the practical advice needed to establish yourself as a leader in customer relations, which also ties nicely with this week’s #TChat World of Work topic: “What are some best practices for finding, training, developing and learning leadership?” Be sure and join us tomorrow, Wednesday 9/21/2011 at our usual from 7:00p to 8:00p ET, 6:00p to 7:00p CT, and 4:00p to 5:00p PT for a dynamic conversation exploring this important question. See you there!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-09-20 10:19:592020-05-20 17:51:35Lou Imbriano "Turns Customers Into Fans" His New Book
The average worker today has more brands to deal with than a Texas cattle rancher, but one that most never really give a whole lot of thought to, at least compared to the ubiquitous (if ambiguous) concept of “personal brand” is that of employment branding.
Which makes sense; after all, many talent acquisition and HR professionals don’t pay a whole lot of attention to it, either, with many companies often outsourcing or ignoring this brand management function. By contrast, other employers spend millions of dollars a year building and managing carefully crafted and focus group tested campaigns that look more like a Super Bowl ad than a classified employment listing.
With practitioners seemingly split on the importance, or even existence, of employment brand, it begs a few questions: which side are you on? What side should your company be on? And, most importantly: does it matter to the workers to whom these efforts are targeted in the first place?
We’ll be exploring these questions, and their implications for the evolving world of work, in tonight’s #TChat: “Is Employer Branding BS?” No matter which side of the fence you’re on (or, like most, neutral or undecided), if you’ve ever visited a company career page or read an industry blog (like this one), you’ve been exposed to employer branding – that is, if it really exists.
To help prepare, and inform, your participation in tonight’s conversation (or even if you can’t make it), here are the questions we’ll be discussing, along with some recommended reading designed to give you background – and perspective – on employer and company culture branding.
Tonight’s sure to be a lively discussion; we look forward to seeing you (and your brand) for #TChat at 8 PM ET/5 PM PT!
Q1. What’s your definition of company or employer brand?
Visit www.talentculture.com for more great information on #TChat, as well as other great resources on careers and hiring.
Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2011-07-12 09:49:052020-05-20 17:21:29Is Employer Branding Best Practice or BS? #TChat Preview
In 2012, the first members of Gen Y turn 30. And while thought leaders and academics continue to depict millennials as this strange, unprecedented breed to be studied and analyzed (Bieber fever being an obvious symptom), that generation’s cutting edge has been busy acclimating into the workforce, where they’ve been for over 5 years.
Of course, this potentially disruptive force on the workplace entered a market where the workplace was already disrupted by forces far stronger than helicopter parents and socialized narcissism.
Contrary to popular myth, it’s not Gen Y who’s changing the workplace; it’s the workplace that’s changing Gen Y. Those lucky enough to get the paucity of jobs are no longer naïve idealists, but battle hardened survivors.
While some Gen X and Boomers struggle with being overqualified, most of Gen Y haven’t had the chance to pick up those qualifications. This new world of work, of virtual offices and inter-connectivity and contract gigs, looks a lot like the kind of impact Gen Y workers were supposed to have made. Instead, they’ve inherited what’s become their – and our – collective reality.
They call Gen Y digital natives, but in fact, most of those millennials in the workforce remember life without an internet; those who can’t remember life without social media are still in diapers. When those true “digital natives” enter the workforce, the millennials of today are going to look a lot like Gen Xers do now. Who’ll look a lot like Boomers today.
For Gen Y, home ownership is likely a dream that will never be realized; so too is the possibility of a defined and linear career path, job security, employer benefits, pensions or a gold watch at retirement. Even retirement itself looks iffy.
So, it turns out that generations in the workplace share more in common than a workplace.
We’re all just trying to do the best we can, while learning as much as we can along the way. And aspiration is a trait that transcends generations. We’re hoping to do the same with tonight’s #TChat, where the topic tonight is: “Do Generations Matter At Work?”
Do Generations Matter at Work? – #TChat Questions and Recommended Reading (3.1.11)
Whether you’re a Boomer, a Gen Xer, a Millennial or an “other,” we hope you can join the #TChat conversation about generations at work tonight at 8 PM ET.
Here are the questions we’ll be discussing, along with some recommended reading to help inform, and inspire, your understanding of tonight’s topic of generations in the workplace.
Q1) What myths exist about workplace generational dynamics? Generational realities?
Visit www.talentculture.com for more great information on #TChat and resources on culture fatigue and how to overcome it!
Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”
We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW. Hope to see you tonight at 8 PM ET for #TChat!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-03-01 13:17:272020-05-20 16:53:57Do Generations Matter At Work?: #TChat Preview
Hello all, Jeff Waldman here. As my first post, I am sharing the latest articlefrom my blog. I look forward to becoming the newest contributer to Talent Culture and hope you all enjoy my writing!
I’ve been itching to write something about social recruiting… why? Because people who should be all over social recruiting and leveraging it as a strategic practice to build kick-ass organizations just don’t get it.
Hmmm… “the Jeff Waldman brainstorm session”…
I took a blank piece of paper and jotted down any idea that came to mind when I asked myself why people don’t really get it. I wrote a few things down, then put the piece of paper away and did some other work, came back to it a few hours later and wrote a few more things. Here’s a bit of a summary of what I came up with.
HR, who supposedly is responsible for attracting and recruiting new talent has absofrickinglutely no clue how to utilize social recruiting. And…. they should.
Forget about technology for a second, it’s been my experience that HR is not very good at being proactive with building talent pools and pipelines, and integrating workforce planning, succession planning and talent management functions into the day to day business. Note: if you’re not strategic then spending any amount of time using social recruiting is a complete waste of time!!! In fact, it’ll more of a detriment to what you’re trying to do, building and developing a recognizable and solid employer brand.
The role of HR in most organizations, regardless of what HR people say their role is, is really nothing more than reactive, administrative in nature, and frankly viewed as a cost centre. No wonder why I cringe when I see the way over-priced Masters in HR program that York University recently started offering… I still haven’t seen anything in their course curricula that has anything to do with real business.
There are obvious demographic characteristics associated with using technology —- e.g. “I’m 50 years old, I don’t want to touch social media….. it’s a foreign world to me so I’ll let one of our junior 20 something year olds figure it out… let me just continue doing my thing as I’ve always done it”!!
These were the common themes, and there are many other points that came to mind but the key thought is this:
All social recruiting really is, is a highly effective tool to proactively and strategically support the business attract and hire the best talent out there…. simple as this! The principle of talent attraction is not new one bit, but HOW someone does it is new….. TECHNOLOGY. By the way, in addition to social recruiting being highly effective it is extremely cost effective, which in this day and age, never hurts the bottom line of your organization.
What Social Recruiting is Not…
Don’t forget that the core purpose of social media is engagement… conversation, interaction, consistent and constant dialogue, finding common interests globally, sharing, collaborating, caring and relationship building. However, I see on a daily basis people/companies that I am following “pushing” content out without really caring about the conversation and dialogue. They are missing out on a huge opportunity that is literally served up to them on a silver platter. Why would I care what a company says if they have never shown any interest in what others are saying and doing? I value reciprocity, and pushing 100% of the time does not demonstrate reciprocity whatsoever.
Here’s an example that I think you’ll recognize. You’re following company X and you see a tweet on Twitter from this company that they are hiring a Marketing Manager… they include the link to the job posting that takes you to their website. That’s it… they may tweet about this job more than once. You then take a look at the history of this organizations’ tweets and you notice they are of the same variety, and they have only tweeted 15 times during the past year. Everything is pushed content. What’s different about how this company is using Twitter versus putting a job ad in Craigslist or Workopolis? You guessed it….. NOT A FRICKING THING… This is NOT social recruiting!!
The Point…
Social recruiting is not rocket science. It’s just a really effective way to proactively and strategically build the most talented and best organization possible. However, and I hate to break this to you but hard work is required on an ongoing basis in order to reap the benefits that social recruiting has to offer. All of those descriptive words that I used earlier to describe what social media should be are things you need to employ when using social recruiting.
The principle of building relationships have never changed, and never will. The tactics you use to do this though have changed, and technology is that change. If you want to compete with companies that “get it” then you better start fully embedding social recruiting into your day to day activities.
Be proactive, be strategic, be smart and help your company achieve their business objectives. Technology is not a scary beast that can never be mastered and learned. Find someone in your organization that understands the finer points of social media who can give you a demo of each of the primary social media tools (e.g. Facebook, Twitter, LinkedIn).
Then leverage the desired technological platform(s) to engage, converse, talk to, share with and reciprocate with other people…. you’ll be amazed how quickly and effectively you’ll meet and connect with people you would never have met otherwise. The senior executives of your organization will hail you as a hero to being “the one” who single handily increased the level of your workforce talent while reducing real costs associated with HR. They will LOOOOOOVE YOOOUUUU!!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Jeff Waldmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngJeff Waldman2011-01-17 18:10:322020-05-20 16:45:33What Social Recruiting IS and IS NOT: Welcome to TC, Jeff!
Every year as the holiday season ends and the New Year becomes the present year, we all seem to be filled with renewed hope and excitement in anticipation of what the incoming year may bring: new opportunities, experiences, jobs, relationships. Whether we make resolutions or not, the calendar change represents a fresh start we are only given once a year.
I recently saw a video of a young boy receiving an Xbox for Christmas and I don’t think I’ve ever seen anyone so grateful (seriously, watch it. I dare you not to cry). He is so appreciative of the generous gesture from his parents and it got me thinking, what if everyone was that gratuitous?
The more I thought about this video the more I became inspired to thank those close to me for their constant support and kindness. Without them I would not be who or where I am today.
But in fear of sounding like a self-help book, I’m going to skip spilling my inner-most, holiday-triggered emotions and cut to the chase.
Let’s make 2011 the year of gratitude in both the workplace and your social communities.
You may think that simple things such as saying “thank you” several times a day seem trivial. However, I’m asking you to not only participate in these acts of kindness but also to appreciate the day-to-day experiences that you, unlike so many, are fortunate enough to have. We live in a go, go, go, world, but sometimes it’s worth it to take a minute and smell the roses. This is extremely important during the job search, as the smallest gesture of kindness can set you apart from the crowd.
Doing so doesn’t take more than a few minutes out of your day either.
Were you recently interviewed for a job? Send a thank you note.
Receive great advice from a colleague? Do something for them in return.
Did someone do you a favor? Give them a call.
Showing appreciation doesn’t have to come in the form of gifts. A simple gesture can make a world of difference and strengthen even the most informal of relationships. This can strengthen a work relationship, especially after one starts to appreciate and cherish these small acts.
Additionally, thank yourself once in a while. I know so many people who work themselves into the ground and barely take the time to breathe. Where’s the fun in that? Live a little! Treat yourself to a massage or a weekend camping trip. After a long week at work, it is important to rejuvenate and remind us of the beauty of life. We all deserve a break from time to time.
Whatever resolutions you may make for yourselves this year, remember to think about those who care for you most, whether it be our families or our work community. Life without kindness is no life at all. In the hustle and bustle of the New Year, remember to take some time to truly appreciate the little things in life. I wish all of you a very happy, healthy, successful, and grateful 2011.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2011-01-03 12:10:402020-05-20 16:42:27Our Upcoming Year of Work-Life Gratitude
Erica Keswin, a workplace strategist who recently published a fascinating new book, “
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