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Is It Time to Hire Yourself? #TChat Recap

(Editorial Note: Talent Science Expert, Dr. Janice Presser, led our community through a week of memorable #TChat events focused on weathering today’s rough employment waters. She adds these parting insights – focused on trends that deserve additional thought by anyone who cares about carving out a career path – or creating new jobs – or hiring creatively. For a list of links to this week’s archived events and resources, look beneath Dr. Janice’s commentary. Thanks!)

I hope we can agree on one thing: unemployment isn’t good for anyone. It’s not just that idle hands are the devil’s workshop, but that long-term unemployment scares all of us, even the currently employed. And that fear erodes our engagement, reduces our productivity, and stifles our innovative spirit.

Entrepreneurs play a major part in driving innovation and a growing economy. According to a study by the Kauffman Foundation (the world’s largest non-profit foundation dedicated to the support of entrepreneurship), entrepreneurs and their startup teams are, and have been, the ONLY source of net new jobs in almost every year since 1977! (The chart below reveals how startups have consistently created new jobs, compared to existing organizations.)

JobsChart Dr JaniceUnfortunately, the balance between jobs disappearing and jobs being created is only part of the problem. Are you trapped in a job that you really don’t fit, or worse, trapped in one that makes you miserable? Without a vibrant job market, getting ‘stuck’ like this has become a serious problem.

My Advice

If you’re entrepreneurial, give your ideas a chance. Organizations that help start-ups are popping up everywhere. Find a way to ‘bootstrap’ your idea with the help of anyone who’s willing to help you – especially if they approach the challenge from directions you haven’t thought of yet.

If you’re in HR, please recognize that resumes are losing their relevance, and work requirements are being transformed. Look to the emerging field of Talent Science for alternatives. For most jobs, understanding how a person ‘teams’ with others is at least as important as current and past employment. (Have you noticed that 401k documents say something like ‘past performance is not a guarantee of future performance”? That’s because it isn’t.)

If you’re looking, resist the temptation to apply for jobs you know you are likely to hate. Take some time to learn how you really want to contribute to the mission of an organization. Then articulate the key points, and communicate them widely. Social media – it’s not just for socializing any more.

@DrJanice

Speaking of social media – how did the TalentCulture community leverage social channels to address this issue throughout the past week? Check out the resources below:

#TChat Week-in-Review

KevinMatuszak_TalentCulture_G.plushangoutvid

Watch the #TChat Sneak Peek video now…

SUN 2/10
TalentCulture Founder, Meghan M. Biro outlined the need for smarter hiring strategies in her Forbes.com post: Four Reasons Leaders Hire in 3D.

G+ Hangout Video: Sneak peek interview with special #TChat guest Kevin Matuszak (@Tooozy), who talks about his creative #HireKevin campaign to gain a position as the face of Applebee’s.

MON 2/11
#TChat preview post Narrowing the Unemployment Gaps outlined the week’s core theme and questions.

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Listen to the radio show recording now…

TUE 2/12
#TChat Radio Show: Dr. Janice joined radio hosts Meghan M. Biro and Kevin W. Grossman to discuss core issues and opportunities in today’s job market – and how employers should rethink current recruiting practices for everyone’s benefit.

WED 2/13
#TChat Twitter: Dr. Janice and Kevin Matuszak were on hand again, as #TChat-ters gathered around the Twitter stream to share ideas and opinions about why companies should act more creatively in filling talent gaps, and what unemployed workers can do to move their professional agendas forward. To see highlights from yesterday’s #TChat Twitter forum, watch the Storify slideshow below.

#TChat INSIGHTS Slide Show: “Narrowing the Unemployment Gaps”
[javascript type=”text/javascript” src=”//storify.com/TalentCulture/tchat-insights-narrowing-the-unemployment-gaps.js?template=slideshow”]

Closing Notes & Highlights Slideshow

SPECIAL THANKS: Another shout out to Dr. Janice Presser, CEO of The Gabriel Institute and architect of the underlying technology that powers Teamability™, as well as Kevin Matuszak, the mastermind behind the viral #HireKevin job campaign. You both caused us to think more creatively and carefully about what matters in hiring decisions and processes.

NOTE TO BLOGGERS: Did this week’s events inspire you to write about hiring job trends, recruiting practices or other workplace issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

NEW LINKEDIN GROUP: Did you hear? We’ve expanded to LinkedIn! Come on over anytime to the TalentCulture – World of Work forum!

WHAT’S AHEAD: Next week – we’ll look at the human side of business through a different lens, as we examine the importance of “Brand Humanization – What, Why and How” on #TChat Radio, Tuesday, Feb 19, at 7:30pm ET and on #TChat Twitter Wednesday, Feb. 20, at 7pm ET. Look for details next Monday via @TalentCulture and #TChat.

Until then – we’ll see you on the stream!

Image Credit: Stock.xchn

The Creative Power of Diverse Ideas: #TChat Recap

Diversity: The art of thinking independently together. – Malcolm Forbes

The notion of diversity has evolved tremendously through the years. Historically, workplace diversity translated into hiring goals focused on racial and sexual equality. But today’s organizations are recognizing that there’s sustainable strategic value in diversity that reaches beyond demographics.

Diversity of ideas, perspectives and life experiences enables organizations to innovate and compete more effectively in today’s global marketplace. Bringing together a broad spectrum of skills, expertise and problem solving approaches enhances outcomes in collaborative environments. However, for this kind of diversity to take hold in the workplace, it must be woven into an organization’s culture. And, like any aspect of corporate culture, it must start with leaders who embrace inclusive attitudes and behaviors.

Dialing Into a Different Kind of Diversity

How can organizations foster innovation by nurturing the “new” diversity? It’s a question on the minds of our own diverse TalentCulture community. And it’s a central lesson in a new book “Think Like Zuck,” by Ekaterina Walter, which examines successful business principles of corporate leaders like Mark Zuckerburg.

This week, we asked Ekaterina to join us, along with Silicon Valley product development executive, Rob Garcia, who leads diverse organizations in creating breakthrough HR technology products. The conversations were rich and lively – peppered with nuggets of wisdom that anyone can use to collaborate and innovate more effectively.

NOTE: For complete highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.

#TChat Week-in-Review

SUN 1/27
TalentCulture Founder, Meghan M. Biro set the stage in her Forbes.com post: “Think Like Zuck: How Diversity Sparks Innovation”

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Listen to the #TChat Radio interview now…

MON 1/28
#TChat weekly preview post: “Diversity in a New Key”

TUE 1/29
#TChat Radio Show:
Our hosts sat down to examine the “human” side of innovation with Rob Garcia, Director of Product Strategy and Marketing at RiseSmart, the leader in next-generation outplacement solutions.

To frame the conversation, Rob wrote a thoughtful blog post, Intentional Diversity: 3 Ways to Create Organizational Strength and Talent Diversity.

WED 1/30
#TChat Twitter: Rob again joined us – along with Ekaterina Walter – and hundreds of #TChat participants, as we opened the Twitter channel to a dynamic conversation about how to leverage diversity for better business results. Key tweets are featured below…

NOTE: For more highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.

What are your unconventional definitions for workplace diversity?

“Different backgrounds. Different approaches. Different solutions. Shared success.” @talemetry

“Diversity of thought & experience gives ‘average’ a chance to be ‘great.'”@alliPolin

“More than statistical differences. Creative diversity, thought diversity just as important.” @LexieFO

How do leaders nurture and cultivate diversity?

“Be open to the unconventional. Note: Everything was unconventional at one point.” @SJAbbott

“Leaders nurture diversity by recognizing the value of “different,” publicly and decidedly.” @RobGarciaSJ

How does conventional diversity play into this?

“It happens organically, but diverse people must be brought together intentionally.” @martinamcgowan

“Diversity in the workplace is necessary to create a competitive economy in a globalized world.” @WeGoodify

What role does HR technology play?

“Digital villages are the now-next community of collaboration inside and out of organizations.” @ReCenterMoment

“HRTech puts too much focus on finding candidates’ keywords instead of their passion and company fit.” @MarcCibulka

“What current resume screening has in speed, it LACKS in ability to see diversity & potentiality.” @N_BarryJansson

How can leaders encourage this “different” diversity?

“Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know.” @LukiKit

“Leaders need to educate their teams and organizations about the value of including many different views.” @TerriKlass

“Celebrate success. Celebrate failure. Challenge inaction. Foster diversity. Gain innovation.” @aldampier

Closing Notes & Highlights Slideshow

SPECIAL THANKS: We’re grateful to Rob Garcia and Ekaterina Walter for bringing your understanding of diversity to TalentCulture events this week! Your ideas have inspired our diverse “world of work” community to reflect and and interact in ways that that we hope will make a difference in their respective organizations.

NOTE TO BLOGGERS: Did this week’s events inspire you to write about diversity or other workplace issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week – as Valentine’s Day approaches, we’ll look at how employer/employee relationships have been redefined – and what it means for the future of work. Don’t miss “The Employment Romance is Over. Now What?” on #TChat Radio, Tuesday, Feb 5, at 7:30pm ET. And then #TChat Twitter Wednesday, Feb. 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.

Until then – we’ll see you on the stream!

Image Credit: Ortonesque

#TChat INSIGHTS Slide Show: “Innovation Through Diversity”

#TChat INSIGHTS: Diversity in a New Key

Storified by TalentCulture World of Work· Wed, Jan 30 2013 17:40:43

Hey #Tchat’ers… are we sexy or what? http://pic.twitter.com/HGwkWGYo w/@KevinWGrossman talking #diversity #HRRob Garcia
For my #TCHAT community! @MeghanMBiro http://pic.twitter.com/C2hLskAaLeAnna J. Carey
Doing work from couch, dealing with sinusitis, watching the tube, and getting deep into #TChat http://pic.twitter.com/cF2RUwAOAshley Lauren Perez
@MeghanMBiro checking in from another rainy day in Hilo HI http://www.twitpic.com/bt57rn #TChatSylvia Dahlby
Q1: What are your unconventional definitions for diversity in the workplace? How is it more than demographics? #TChatKevin W. Grossman
A1: We need to think of workforce diversity beyond accepting or respecting, but as a competitive advantage. #TchatJohn R. Bell
A1. I want it to mean diff in thought, experience and perspective. I still feel that the focus is on race, ethnicity and gender. #tchatMichael Danubio
A1: Diversity comes from education, not only culture! #TchatBenoit RIBE
A1: Seek “fit” in terms of shared commitments and seek diversity to expand perspective and open possibility #tchatSusan Mazza
A1. Diversity is now a conversation about the collective, not about individuals working together. #tchatSalima Nathoo
A1: What qualifies as unconventional diversity constantly changes at work. What is the next viewpoint that will strengthen our team? #TChate.c. stiles
A1. how about those people who OWN who they are- nerd, businessman, fashionista, etc, instead of trying to fit in #tchatAshley Lauren Perez
A1 Diverse teams make for great innovation teams – its more than men/women – but sector focus as well (psychology, engineering) #TChatLeAnna J. Carey
a1 Letting people express themselves & who they are at work instead of drawing a hard line between ME at home & the office #tchatAlli Polin
A1 diversity is about all the ways we’re similar and different from another #tchatMelissa Lamson
A1 Diversity is what makes people stronger, more educated and ultimately more capable. #tchatWeston Jolly
A1 Coming from different “industries” ~ with different “mindset” ~ like Design Thinking #tchatCASUDI
A1. Diversity can mean encouraging alternative opinions and perspectives. #TChatKit Lukianov
A1 Diversity allows for unique POV’s to cross-pollinate ideas :) #tchatRobert Moore
#tchat A1 Diversity opens the door to shocking ideas! that’s creativityMichael Leiter
A1: “Workplace diversity” unconventional definition? Demographics + dif bkgrounds. Goes below surface, takes work. #tchatAnne Messenger
A1: We all have different experiences that we bring to the mix. Utilize those for maximum benefit! #tchatRob McGahen
A1: You have to be open minded to be diverse. Respect those from other cultures & experiences. #TchatLori~TranslationLady
A1: Diversity is experience, age, gender, ethnicity, motivation coming together for a common goal #tchatRichard S Pearson
A1: experience level, family situation (single, married, kids or not) and a mix of full and part-time workers is nice. #TChatchrys peterson
A1. Diversity is a bringing together of all the different talents and gifts in an organization or community. #tchatTerri Klass
A1. “Thinking outside of the box” diversity- someone who doesn’t just go with the flow and sees things differently #tchatBridget Webb
A1 I work in the for profit sector Diversity makes sense & Money $$$ #TchatDave Ryan, SPHR
A1: Diversity should include consideration of insight, experience, opinion, motivation… #tchatMark Salke
A1: Diversity = more than quotas & surface criteria; entire purpose = rich discussions, varied views leading 2 superior #brands. #tchatEvelyn Eury
A1: Diversity in workplace equals multiple people with multiple ideas with a centered org purpose. #TChatJon M
Q2: In the world of work, how do leaders nurture and cultivate diversity in its many non-demographic forms? #TChatKevin W. Grossman
A2. Manage yourself. Lead others. #tchatMichael Clark
A2 Remember that diversity is not something that you are. It’s something you respect and desire to be part of. #tchatStephen Abbott
A2 Cultural Awareness, Effective Listening, Body and Teleconference Language, Emotional Intelligence #tchatTim Collins
A2 Think “swarming” when you staff a team, with varied functions present. #TChatMarla Gottschalk PhD
A2 – Celebrate the value of constructive challenges to the status quo. #tchatDave Birckhead
A2: Shameless passion for what we do everyday! #TChat #TChatJoseph Tatulli
A2. Encourage mistakes and taking risks and helping them grow with choices. #tchatTerri Klass
A2. Leaders could benefit greatly from reverse-mentoring (especially middle-aged white guys). Ideas will come from new perspectives #tchatBob Lehto
A2 Ask for everyone’s opinion. Encourage everyone to challenge each other. Keep open lines of communication and collaboration. #TChatMarc Cibulka
A2: diversity success is directly related to the leaders level of emotional self awareness #tchatEd Hennessy
#TChat A2 Having people present another person’s viewpoint and have that person echo their own promotes inclusive diversity.Kris Marie
A2: Strategic planning during the recruitment process. #tchatbillallemon
A2. When the vision of goals of a company grow and change in sync with society diversity is automatically nurtured and cultvated. #TchatShay M. Lawson
A2: #Tchat, good leaders learn to see, hear different perspectives. It’s hard work!al dampier, dph
A2 For diverse opinions, leaders should establish psychological safety #tchatChristopher Yeh
A2. Diversity impacts the bottom line. The business case is there – it’s up to the leader to realize its implications. #TChatTalent Generation
A2 A diverse leader is a diverse individual. It is important to find ways to grow, educate and expand past your “norm” everyday. #tchatWeston Jolly
A2: Leaders need to create culture that inspires diverse input from all sides #tchatJen Olney
A2. You’ve got to have guts of steel to look another in the eye and engage-connect-communicate. #tchatMichael Clark
A2. Good leaders create environments where each person has a chance to lead. Enabling diversity & creativity. #TChatLexie Forman Ortiz
A2. Smart companies are the ones who realize they need to nurture this in order to retain their #diverse #talent #tchatKimPope
A2) Active listening – be part of the community and not just being reported to about it – be the model – be social #tchatnancyrubin
A2: Empowerment. Patience. And leading by example. #tchatEkaterina Walter
A2 One way is to poll everyone in an organization therby promoting self expression and the brainstorming of new ideas #TChatEnzo Guardino
A2: Leaders should strive to hire people that are different than themselves and their team. #tchatBright.com
Q3: How does conventional diversity (i.e., diversity of demographics) play into diversity of ideas? #TChatKevin W. Grossman
a3: it’s tough when companies tip-toe on tough issues like #diversity, #culture and the #organization #tchatal dampier, dph
A3: Talent who grows and struggles out of poor neighborhoods may have differing approaches from those who don’t need to. #TChatJanis Stacy
A3. It doesn’t. Stereotypes are being broken everyday like bones in the Extreme Sports Olympics #TchatRob Garcia
A3: Watch #UndercoverBoss-CEO ALWAYS has an “A-ha” idea moment from the worker bees. EVERYONE has potential 2 contribute great ideas. #TChatchrys peterson
A3 it happens organically, but diverse people must be brought together intentionally #tchatMartina McGowan
A3 A conventionally diverse team will have many different experiences, approaches and skill-sets which ultimately let ideas blossom. #TChatMarc Cibulka
A3 Diveristy brings new ideas to the table constantly, challenges status quo, improves brainstorming & provides a broader perspective #tchatSuzanne Chadwick
A3 Diverse people bring colloquialisms and different cultural “norms” to the conversation, and all should be celebrated #tchatMartina McGowan
A3. Demographic diversity brings the opportunity to learn about and experience different cultures beyond the work place. #TChatKit Lukianov
A3. Demographic diversity can remind us that the world has a lot more to offer and can even challenge the status quo #tchatBridget Webb
A3: The braintrust that comes from personal experiences, coupled with demographic #diversity, creates instant impact for a company. #tchatDiversitree.com Jobs
A3 We bring our whole selves to work. Our passion, trauma, humor, insecurity and confidence. Often those are attached to demographics.#TChatMelissa Lamson
A3: Our history, our education, our culture, our expertise, our thinking style makes us who we R. Growth thru environmental learning. #tchatEvelyn Eury
A3: Cultural diversity is the womb of innovation. #tchatDave Birckhead
A3: Let’s reward those who nurture diverse thinkers from all walks and talks #TChatMeghan M. Biro
A3: Without care it can hamper true diversity. With a cosmetic diverse feel it’s easy to stop pushing boundaries. #TchatKris Marie
A3 Decision making starts with option generation, and you get more options when you have more diverse team members #tchatGoldbeck Recruiting
A3: Diverse backgrounds yields diverse experiences which yields diverse ideas. #tchatRob McGahen
A3: Ldrs should look within their organization to see what type of LI footprint their “A” players have for guidance #TchatDan Schultz
A3: Most definitely have been asked to endorse/recommend someone and did not. If I wrote it, it is not for just showing up #TChatTom Bolt
A3: Online endorsements are almost the price of admission. If you want “front row seats” you’ll need a lot more than that though. #tchatmatthew papuchis
A3 with caution and a healthy cynicism #tchatAidan Daly
A3: UR brand-indv/otherwise is never about what u say about urself–it’s what’s being said when u leave the room that counts #TChatAngela Maiers
A3 Rather than seeing a ‘click’ I’d rather hear about the experience, from candidate, that resulted in endorsement #TChatClaire Crossley
Q4: What role does #hrtech play in encouraging or discouraging #innovation & diversity of ideas in the workplace? #TChatKevin W. Grossman
A4 As a jobseeker, getting my application through #hrtech screening is a priority. But I want work ethic and dedication to shine too. #TChatMarc Cibulka
A4 To some degree there is something wrong with us looking for HR Tech to figure out a human problem. Let’s not overdelegate. #TChatJanine Truitt
A4: Tech is helpful in locating individuals who may be hard to find in your locale. #TChatchrys peterson
A4.Sometimes I wonder if HR in HE uses #tech, forwarding resumes who have not worked in the profession in 15 yrs, is that using #tech #TchatGuy Davis
A4. Future resumes will be more pictures-videos than words. #tchatMichael Clark
A4: #HRTech that embraces #Social #Mobile #collaboration encourages #innovation & diversity of ideas #TChatSean Charles
A4 Seeing a lot of HR teams own employee recognition budgets and processes. Strategic recognition (thanks) spurs valued behaviors. #TchatAndrew Grossman
A4 There are some very cool “tools” that can help gather a diverse set of ideas from a diverse set of contributors. #TChatMarla Gottschalk PhD
A4. I see a ton of #social #HRTech that promotes collaboration, cross-company and helps foster individual skills to be useful #tchatBridget Webb
A4 #HRTech does prioritize learning and development, that helps breed Diversity of thought. #TChatMelissa Lamson
A4: What current resume screening has in speed, it LACKS ability to see diversity & potentiality #TChatNancy Barry-Jansson
A4 Social business enterprise platforms coupled with culture change can provide a forum for (far) better idea exchange #TchatTim Collins
A4. Hmm.. Technology CAN open possibilities, but it surely can shut stuff down, too…. so, really depends on how it’s used. #TChatCrystal Miller
A4 I love #hrtech but I can see older generations shying away with new tech and not sharing their great ideas and experiences. #TChatEnzo Guardino
A4 Tech can only amplify what is already going on #NoMagicBullet #TchatDave Ryan, SPHR
A4: Any tech will amplify good or bad issues within any organization. #tchatJen Olney
A4: If the firm doesn’t utilize different voices/ideas, then people will stop speaking up. #tchatRob McGahen
A4: Open collaborative tech platforms can and do facilitate and encourage #innovation and #diversity. #TChatKevin W. Grossman
a4 Tools that are designed for collaboration only work when people engage – not pop in, drop off and run #tchatAlli Polin
A4: #HRTech makes it easier to find diverse talent in this great, big world – and, in return, have more innovation and ideas #tchatBright.com
A4: #hrtech can help but no substitute for human connection: the phone call, the lunch, the f2f meeting, the hand-wrtitten note, etc. #TchatDave Birckhead
A4 #hrtech can help because I think it can put the focus on the ideas and conversation and off the org lines and levels #tchatSusan Mazza
Q5: How do we exercise unconventional notions of diversity in our approach to #leadership? #TChatKevin W. Grossman
A5: Unconventional diversity is treating all contributing people, diffs and all, as valued respected members of the team. #TChatJanis Stacy
a5: Celebrate Success, Celebrate Failure, challenge inaction… foster #diversity, #innovation #tchatal dampier, dph
A5: unconventional diversity is allowing people the freedom to have a life outside of the workplace. #tchatGreg Marcus
A5 Unconventional diversity means you have to be willing to be an unconventional thinker-which means going against the grain at times #TChatJanine Truitt
A5: Define and articulate roles. Provide the right tools. Allow freedom. Watch magic happen. #tchatMark Salke
A5 Don’t silo creatives – get them right into the traditional mix. #TChatMarla Gottschalk PhD
A5. Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know what others can add. #TChatKit Lukianov
A5 your employees are your customer base. #tchat keep them engaged.John Kosic
A5: Leaders need to get out of the way and let their teams do what they do best #tchatJen Olney
A5: Interact with people in the workforce in a completely different industry, travel, reflect, ask questions #TChatMegan Rene Burkett
A5 – GET out of the way! and let the team collaborate and do its job – give feedback when needed to keep moving forward #tchatRichard S Pearson
A5: The old rule book needs to go out the window. We are re-writing the new one right now. #tchatDawn Rasmussen
A5. Stop making things seem so concrete- welcome people to bring in fresh new ideas and follow through #tchatAshley Lauren Perez
A5: Best diversity-savvy #leaders I know are listeners, models, encouragers. They’re humble, w/ a sense of humor! #tchatAnne Messenger
#tchat A5 Leaders promote idea diversity by deeply cherishing creative solutionsMichael Leiter
A5. Leaders need to educate their teams and organizations about the value of including many different views. #tchatTerri Klass
A5 Not tolerating those who buck the system and create negative energy. Important for a leader to know enough they can distinguish. #TChatMelissa Lamson
A5 Wipe clean our emotional and prehistoric notions of top down leadership and open our eyes to the talent within each person #TChatEnzo Guardino
a5 Leaders shouldn’t be afraid to build teams of people that don’t have every skill a-z but have ooph & passion for the work #tchatAlli Polin
Community building — encourage employees from different walks to exchange ideas. #Tchat A5Andrew Grossman
A5. Encourage your staff to be curious-to take a step back and see what else is emerging in the world-they can bring back useful info #tchatBridget Webb
A5: Companies must foster, cultivate, and invest in unconventional diversity. It will take time b/c it requires a shift in culture. #TChatDeryle Daniels, Jr.

Diversity in a New Key: #TChat Preview

EDITOR’S NOTE: Want to read the RECAP of this week’s events? Read “#TChat Recap: The Creative Power of Diverse Ideas”

INNOVATION. Where does it start? It begins with diversity. Not just diversity of cultures. Diversity of perspectives and personalities. Diversity of ideas. A recent Forbes research report underscores that point:

“Diversity is a key driver of innovation and is a critical component of being successful on a global scale.”

When asked about the relationship between diversity and innovation, a majority of respondents agreed that diversity is crucial to encouraging different perspectives and ideas that foster innovation. Senior executives and employees alike are recognizing that a diverse set of experiences, perspectives, and backgrounds is crucial to innovation and the development of new ideas in and outside the workplace, as we find our career passion.

This week, expanding on ideas inspired by the book “Think Like Zuck,” by Ekaterina Walter, the TalentCulture community wiill explore how innovation grows from diversity. Research, as well as experience from the likes of Mark Zuckerberg and other innovators, is teaching us just how desperately we need to include all voices to achieve more effective outcomes. Does crowd-sourcing help innovation? Are all voices and ideas equal? How can Zuckerberg be an example of innovation through diversity? (Doesn’t he represent the ultimate lone inventor?)

Diversity isn’t just about demographics — although that is a first and a key component, without which our companies cannot move forward. Starting with demographic diversity as our foundation, we propose an expanded definition of diversity — not a counterpoint to the demographic meaning, but a flourish upon it. Let’s embrace diversity even more, and explore its power to lead to innovation in the world of work and beyond. This week, relying on diverse views to help us think about this, we’ll seek your voices in exploring these questions:

Q1: What are your unconventional definitions for diversity in the workplace? How is it more than demographics?

Q2: In the world of work, how do leaders nurture and cultivate diversity in its many non-demographic forms?

Q3: How does conventional diversity (i.e., diversity of demographics) play into diversity of ideas?

Q4: What role does #hrtech play in encouraging or discouraging #innovation & diversity of ideas in the workplace?

Q5: How do we exercise unconventional notions of diversity in our approach to #leadership?

Click to see the preview or listen to the show live, Wednesday 1/30, 7:30pm ET

As per the new usual, the #TChat goodness happens twice this week. First, on Tuesday, Jan. 29, there’s #TChat Radio from 7:30pm ET / 4:30pm PT. Our guest is a long-time member of our community, Rob Garcia (@RobGarciaSJ), director of product strategy & marketing at RiseSmart, a company that is delivering innovative next-generation outplacement solutions.

Then, on Wednesday, Jan. 30 — from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) — we’ll tackle this topic on #TChat Twitter, where Rob will return, along with our other guest, Ekaterina Walters (@Ekaterina), herself.

It promises to be a fascinating week. So, please add your voice to the conversation and let’s see what a diversity of ideas can do to move our community forward!
EDITOR’S NOTE: Want to read the RECAP of this week’s events? Read “#TChat Recap: The Creative Power of Diverse Ideas”

Image Credit: PeopleDaily.com

Care & Feeding of Social Communities: #TChat Recap

Ex-change /iks’CHanj/

Verb: The act of giving one thing and receiving another (esp. of the same type or value) in return.

Give to get. It is a concept as old as civilization. And it is a dynamic that lives at the core of every successful community — large or small, business or otherwise.

It is also the principle that brought together the TalentCulture World of Work tribe last night, as we gathered around the #TChat table to share ideas and experiences about the essential elements that make brand and talent communities work.

During a single hour of speed sharing, nearly 400 contributors exchanged 2,900 #TChat tweets — which in turn generated 17.3 million impressions across the Twitter universe. Now that’s proof of social media’s power to enable community engagement and outreach! (To see highlights from the session, scroll through the Storify slideshow below.)

Of course, as many in the community know, #TChat’s gravitational pull doesn’t stop on Wednesday nights. It continues throughout each week, as contributors apply the #TChat hashtag to ad-hoc posts and informal discussion threads.

It may seem like a small thing, but those cumulative posts add up! In fact, on HRMarketer’s latest list of top 100 hr-related Twitter hashtags. #TChat actually ranks #2 — behind only #HR itself.

Community: “What’s In It For Me?”

Hashtags aren’t communities, of course. They’re only evidence that a strong social community exists, and that begs the question: What do smart, talent-minded professionals receive in return for their contributions each Wednesday — and throughout the week? Several participants offered their feedback last night:

“Has anyone coined the expression “Crowd-Learning”? Because that’s what it feels like being on this chat!” @bcoelho2000

“I’m new to community management, reading you guys chat and discuss and going to your links is really helping me — thank you all.” @JuFriendlyChat

Last night was indeed a master class in social communities — focused on how successful communities begin, and how to best nurture them over time. In particular, these issues sparked strong interaction:

  • Do the strongest communities generate spontaneously and grow organically?
  • Under what circumstances do “manufactured” communities work, if ever?
  • Regardless of a community’s source, what is required to sustain a cohesive agenda and a sense of momentum?

Community: Postcards From the Edge

Because many #TChat participants are involved in talent or brand communities, this topic tends to spark debate and deep conviction. Best practices are a work-in-progress, but #TChat-ters are leading the way. Consider this taste of eloquent ideas, plucked from yesterday’s stream…

“Social media is NOT Community. It’s communication.” @Historian

“It’s hard to build a relationship with a corporation. Community managers humanize.” @joetatulli

“Community Manager is the connector, conversation starter, information resource, listener, marketer, moderator, promoter, salesman.” @TimJBarry

“Leaders hear this: Community Managers have the power to guide, inform, teach, and inspire. MAJOR ROI for brands.” @jocelynaucoin

“Individuals may cause the movement, but the community sustains the momentum.” @ValaAfshar

“Too much control on a community becomes a cult – no organic development – no change.” @IncentIntel

“We can learn a lot from cmtys of practice experience: nurture rather than manufacture; light touch-not control.” @4km

Want to learn more? For complete insights from the discussion stream, see the highlight slideshow at the end of this post.

SPECIAL THANKS are in order for our guest moderator this week, Tim McDonald (@tamcdonald), community manager at HuffPost Live, founder of My Community Manager, and co-organizer of #cmgrUN. The breadth of Tim’s knowledge and expertise brought wonderful depth and dimension to this week’s discussion.

#  #  #

Highlights  & What’s Ahead on #TChat

Did you miss the #TChat preview? Go here. Are you looking for the highlights slideshow? Keep scrolling to the end of this post.

NOTE: If you’re a blogger, and this #TChat session inspired you to write about social communities, we’re happy to share your thoughts with others! Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community — with many ideas worthy of sharing. So let’s capture as many of them as possible!

We hope you’ll join us next Wednesday at 7pmET/4pmPT for another #TChat. We continue our focus on communities, as we discuss technologies that enable community development and management. Look for the preview early next week via @TalentCulture and #TChat. Enjoy your weekend!

Image Credit: “Hands,” courtesy of Marco Michelini

#TChat INSIGHTS Slide Show: Social Communities by Sean Charles (@SocialMediaSean)
[javascript src=”//storify.com/TalentCulture/tchat-insights-the-sound-of-a-talent-community.js?template=slideshow”]

#TChat INSIGHTS: The Sound of a Talent Community

Storified by TalentCulture · Thu, Oct 25 2012 07:32:18

#SoLike it’s a “T” for #TChat. #Duh http://pic.twitter.com/QwBdSgz2jocelynaucoin
Q1: What is the connection between a social community and a company’s brand? #tchatTim McDonald
A1. community managers do more than just marketing efforts- they are the personality, customer service, and conversationalists #tchatAshley Lauren Perez
#tchat A1 It’s about having an audience interested in what you have to say and you can actually LISTEN to their needs and desires!Bruno Coelho
A1: Opposite of brand amplification is possible, too: silence. Plus, amplification isn’t always good. Cultivate. #TChatBrent Skinner
A1. The Social Community is the face of your brand to many people who are not on TV, Radio, Billboards #tchatRob Garcia
a1. The community manager is the master of real-time brand engagement with cyberspace. #tchatMichael Clark
A1 A community is the people behind the brand; engaging, learning, sharing, on behalf of … #TChatClaire Crossley
A1: Someone said it’s an intersection. Yes, that’s so true. The connection is the impact: brand amplification. #tchatBrent Skinner
a1. Community managers have to fearless in the flurry of energy and information coming customers. #tchatMichael Clark
A1: Social community = brand accountability squad #TChatLaTonya Wilkins
A1: The social community would seem to be crafted from unstructured parts in order to mold it to the company brand. Loyalty is earned #TChatTom Bolt
A1. community managers do more than just marketing efforts- they are the personality, customer service, and conversationalists #tchatAshley Lauren Perez
#TChat A1 – To engage the community, the brand needs to engage in convo’s, not be one sided. This will equal success & add valueMichael!
A1) The connection is only as strong as the effort the org puts into the community. More attention & care = stronger connection #tchatCate Conroy
A1. Social communities are leverages, and have an influence on the company. At best, it should be a trust connection #TChatLilian Mahoukou
A1: It’s about the communication between the company and the stakeholders. #tchatRob McGahen
A1: Social community is about connection, interaction, shared values – not corporate messaging. #tchatAlli Polin
A1 Community can form a new brand, change an old brand, or destroy any brand #tchatPaul Hebert
A1. The social community is like the company brand’s president & chief, it has powers to enact and veto the value of the brand #tchatSalima Nathoo
A1: The connection is the behavior…people executing on brand promise. #tchatBill Cushard
A1 The community can be a source of nutrients to grow the brand #TChatAlice MacGillivray
A1 – A social community is a ‘tribe’ of shared interest around a brand #TchatLeAnna J. Carey
A1: The brand is alive through its community members #tchatJen Olney
A1: I would hope that the social community is a dialog, not one way. #TChatTom Bolt
a1. The strength of the connection determines the quality of an organization’s life. #tchatMichael Clark
A1. Companies & industry that rely on community engagement must leverage society’s social networks to maintain relevancy. #tchatChris Fields
A1) It’s simple customer service. By respecting and listening to the online community the business can learn and build evangilists. #tchatAmy Gaerlan
A1 #Tchat The connection between a Brand and its Social Community is that you ARE who your followers ARE AND reputations are now built on itALEX BOTTOM
A1: The Internet <- how's that for seemingly glib, but actually not? #tchatBrent Skinner
A1: A business’ online community exemplifys the brand’s ethos through their engagement. #tchatSam Fiorella
A1 social community is both listening post and divining rod for the company #tchatKeith Punches
A1 it is so important and essential to a community’s success #TChateSkill
#tchat A1: the social community represents the brand without boarders- for good or bad it speaks out #organicMegan Rene Burkett
A1: If brand is a promise, then it is the promise delivered to the community, consistently, openly, and interactively. #TChatJon M
A1 Community is required to be a brand – a brand without community is a just a brochure #tchatPaul Hebert
A1. social community speaks to the customers/fans… not at them… it creates communication and, ultimately, engagement #tchatAshley Lauren Perez
a1. No community manager, no connection, no brand, no organization. #tchatMichael Clark
A1) The social community can become ambassadors, evangelists and your marketing force. How effective that is depends having a #cmgr #tchatTim McDonald
#tchat A1 It’s about having an audience interested in what you have to say and you can actually LISTEN to their needs and desires!Bruno Coelho
A1. social community creates a way to communicate, define, and clarify a brand to their “fans” #tchatAshley Lauren Perez
a1. Now demands high-speed, high definition, instant real-time connections. #tchatMichael Clark
A1: The social community ideally is an extension of the brand. Brings powerful energy & hopefully synergy #tchatAlli Polin
A1: The community symbolizes the bond with the brand #tchatJen Olney
A1: It isn’t a connection. It is an intersection of brand & social community – the meeting place. #TChatJon M
A1 A social community is (can be) the mirror of the brand but a mirror that influences how the brand is seen ~ #tchatCASUDI
a1. The better the connection, the more successful the organization. #tchatMichael Clark
A1 Community is the mirror of the brand #tchatPaul Hebert
A1: A company’s community SHOULD PERSONIFY its brand! #tchatSam Fiorella
Q2: What is the role of “community manager” and what’s the future of this role look like? #tchatTim McDonald
A2: TO communicate brand values through creating & curating content that is relent to community #TChatSean Charles
#tchat A2: future- a model demonstrating the ROI of a community manager ahhMegan Rene Burkett
A2: The community manager’s primary role is to be the hub, the #leader of the band. Be the gravity. #tchatBrent Skinner
A2 is it pragmatic to have one person be the CM or spread the role out…w/n the community? #tchatKeith Punches
A2 Internal / External messages must mesh or brand is not consistent across all media. #TChatTom Bolt
A2 Community Manager is the connector, conversation starter, information resource, listener, marketer, moderator, promoter, salesman #tchatTim Barry
A2: How do you manage an organic thing? That’s the dilemma. You gotta define the role, though; otherwise, mayhem. #tchatBrent Skinner
A2: Internal com sooo important. Not casting stones but I can reach one company over #SoMe before I can get answer from tech 800 line #TChatTom Bolt
A2 Community Managers are real people, building real relationships with other real people who want to interact with the brand. #TChatJoseph Tatulli
A2. The community & the company may go into diff maturity stages. The community manager facilitates the growth of the relationship #TChatLilian Mahoukou
A2 – CM are sails in the wind – adjusting and using the community to get where they need to go… #tchatPaul Hebert
A2: Th
e future is bright for the #cmgr. Conversation is shifting from do we need to which one do we need #TChatSean Charles
A2. customers/fans are savvy and smart. community managers better have conviction or they’ll see right through it #tchatAshley Lauren Perez
A2. The role of the community manager is to help the company and the community achieving their top goals, in the long run #TChatLilian Mahoukou
A2 Seems to be quite a lot of responsibility – #TChatMarla Gottschalk PhD
A2 hearing aid #tchatKeith Punches
A2) Community management is about knowing not only the voice of the company but the voice of the customer. Among other things! #tchatAmy Gaerlan
a2. Community managers communicate the thoughts and emotions of the brand. #tchatMichael Clark
A2 Comm Managers should have a direct relation to how messages are shared (words & format) which is key for audiences #TChatClaire Crossley
A2 – community managers can be the “glue” to pull people together culturally and to launch and nuture SoMe campaigns #tchatRichard S Pearson
A2: Most value is in the conversation not the content. #cmgr responsible to moderate & encourage #TChatSean Charles
A2 – CM needs to be both strategic and tactical – separate signal from noise #tchatPaul Hebert
A2 #Tchat The Community Manager validates thoughts & every employee is a Brand Ambassador while aggregating all relevant quality informationNEOGOV
A2. a CM’s role is to get people pumped up to the point where they also want to pass on the positive message about your company/brand #tchatAshley Lauren Perez
#tchat A2: my prediction- community manager will soon be an academic major!!Megan Rene Burkett
A2: Still thinking about what it *is*; in the meantime, a community manager’s role *is not* to be a dictator. #tchatBrent Skinner
A2 Community manager = grand parents…respected by community, lived by the young…they are everything to everyone. #tchatEnzo Guardino
A2: Community managers will move in the future to the forefront of customer service and sales #tchatJen Olney
A2 – the goal of a community manager is to create the feeling of “user driven” that creates more value for a co. #TChatLeAnna J. Carey
#tchat A2 A community manager sets the example of what the brand really stands for and why should people care about it!Bruno Coelho
A2. Community managers are the finger on & the pulse of a brand and curate how it breathes in open social waters. #tchatSalima Nathoo
#TChat A2 Community Manager facilitates the brand’s conversation. Directs and guides but does not own it.Philip Turnbull
A2 CM need to be looking for new ways to engage – can’t just use yesterday’s tools #tchatPaul Hebert
#tchat A2: someone who connects and identifies with the brands industry an culture- a conversationalist- A LiStEnErMegan Rene Burkett
A2: #cmgr Celebrates the community and its members #TChatSean Charles
A2. A community manager will be a brand’s spokesperson, your customer service lead. Cheerleader & Problem-Solver #tchatGarick Chan
A2. it’s not just about being strategic in marketing efforts, its about knowing HOW to speak to your audience to make it successful #tchatAshley Lauren Perez
a2. In the future, every employee will be a 24/7, 365 brand ambassador and community manager. #tchatMichael Clark
A2: role of “community manager” is a moving target, so keeping up is critical – as Yoda says: “Always in motion the future it is.” #TChatSylvia Dahlby
A2: Customer service watch dog! #TChatSean Charles
My bold projection: A2) In the future, most employees will be community managers. THE community manager will report to the CEO. #tchatTim McDonald
A2: Community managers are facilitators of conversation, community engagement and they are the face of brand to community #tchatJen Olney
A2: New term – Brand Facilitator. No negotiating (un-ambassador). Just listening, exchanging, acting, giving, building. #TChatJon M
A2 First and foremost, a community manager is a connector. #tchatJoe Sanchez
A2 Community Managers can have roles both internal or external to Brand & are Key Champions to bridging both/all #TChatClaire Crossley
A2. Community Manager should own the publications and communications pieces. They will champion org social identity and engagement #tchatChris Fields
“@samfiorella: A2: Community Mngrs will move beyond- coordinating content/people/ideas across organization. #tchat” conceptualizeMegan Rene Burkett
A2. community managers have to stay passionate for the company/brand for the greater good, no matter what. #tchatAshley Lauren Perez
a2. Due to connection, engagement, reach, speed, community managers may be the most powerful people in the organization. #tchatMichael Clark
A2: To facilitate & spark conversation with current & future members of the community #TChatSean Charles
A2) The community manager is the voice of the brand, and I think soon every role in an org will have a lil’ community manager in it! #tchatCate Conroy
A2 Future = increasingly important as we head into the Age of the social #tchatCASUDI
A2: Community Manager is the future, must have his/her hand on the pulse and understand the trends. #TChatRobert Rojo
A2: Community Manager is an ambassador, a missionary, a visionary. #TChatTom Bolt
A2 It’s going to evolve – a little qualitative research perhaps? #TChatMarla Gottschalk PhD
A2 The community leader is the glue that holds it all together & the catalyst that helps it grow. #tchatCASUDI
A2 a manager of single-family home subdivisions, townhouses, or mixed-use development (but all on-line ;-) #tchatKeith Punches
A2.community managers’ roles are to keep customers “in-the-know” in real time. Works with with our instant gratification expectations #tchatAshley Lauren Perez
#tchat A2 The community manager must always remember that the reason he exists is because of each and every member of the tribe!Bruno Coelho
A2 Community managers are the eyes and ears – need to be watching and directing appropriate responses #tchatPaul Hebert
A2: The community manager is the brand ambassador – engaging people & ideas #tchatAlli Polin
A2) The #cmgr is teh conduit for communication between the brand and the community and back again #tchatMuse Seymour
a2. Community managers establish organizational presence and tone in cyberspace. #tchatMichael Clark
A2: “community manager” morphed from brand manager + marketing concept and will probably evolve further in the future. #TChatTom Bolt
#tchat A2 He also must realize that leadership isn’t something you do TO people but WITH them! It’s a shared fulfillment journey!Bruno Coelho
A2: Community manager’s role is facilitator, listener, and the future looks extremely bright! #TChatJon M
A2 CM Teach others about how they can participate in the community #tchatPaul Hebert
a2. Community managers build bridges between the inside and outside of organizations. #tchatMichael Clark
A2: Community Mngrs will move beyond social engagement to coordinating content/people/ideas across organization. #tchatSam Fiorella
A2) The role of the community manager is the voice of the brand to the community and voice of the community to the brand. #cmgr #tchatTim McDonald
a2 the role is bleak and lack of jobs and HR doesnt understand the role and hire kids under 25 #tchatMichael Hahn
Q3: Why do leaders, companies need social brand ambassadors, community managers? #tchatTim McDonald
a3. Your brand’s story is being written every moment. #tchatMichael Clark
a3. Content creates conversation creates connection c
reates customer. #tchatMichael Clark
Yes @MRGottschalk A3 The customer cannot read your mind share the knowledge and empower the engagement #TChatJohn Kosic
A3 Effective social cmtys are critical to helping brands learn and adapt & therefore, be relevant. #tchatJoe Sanchez
A3 Not a luxury to know your customer base. #TChatMarla Gottschalk PhD
A3 Bottom line – information is always power. #TChatMarla Gottschalk PhD
A3: Plus there is usually some bureaucracy or element of separation btw the user and the org. Commty Mgrs are the face of brand. #tchatChristina Brown
A3 I would think you engage where you “find them”, then build the relationship from there. #TChatMarla Gottschalk PhD
A3: it’s a skill/capability unto itself – everyone can and should play up thri CEO but that doesn’t mean they can own it. #tchatSusan Mazza
A3 large and disconnected worthless small and connected priceless #tchatJohn Kosic
A3: Leaders & strong org brands have disciples. Inspire them by welcoming community. #tchatBrent Skinner
A3 Branding is a beautiful thing that can hold you to a standard of integrity in the community. #tchatWeston Jolly
A3. #cmgrs create the same feeling you get as when you finally get a cust.serv rep after screaming “rep!!!!” 100x in automated system #tchatAshley Lauren Perez
A3 #Tchat The reason for Brand Ambassadors is simple 1 person pushing out all company info does not have the capacity to be omnipresent.HR Cloud
A3 Modernization has made the community manager a necessity like an engine needs oil to stop friction.#tchatEnzo Guardino
A3: to successfully, cost-effectively grow the business – much cheaper than traditional marketing & it’s sticky + immediate feedback #tchatRichard S Pearson
A3. with so many things being annoyingly automated these days, its nice to talk to a human- #cmgrs = human aspect of business #tchatAshley Lauren Perez
a3. Community managers are responsible for one of the most important elements, real-time engagement with the customer. #tchatMichael Clark
A3: Brand Ambassadors bring big value to brand by using their social equity to increase awareness #TChatSean Charles
A3 3 Reasons: ur customers have gone social, ur customers r talkin’bout u on #socialmedia, ur customers expect u to engage via social #tchatRob Garcia
A3: But you eventually want your users to be little social brand ambassadors as well. Make them leaders. #tchatChristina Brown
A3: ‘Cuz trying 2 go it alone’s insanity. Orgs building brand in social communities need community, by def. #TChatBrent Skinner
A3: Because building relationships and gathering feedback is more than a full-time job, as is managing reputation and presence. #TchatTranscend Coaching
a3. Customers live in the moment now more than ever, organizations must engage in the present. #tchatMichael Clark
A3: Because social is the future (and present). It’s best to engage it rather than ignore it. #tchatRob McGahen
A3) You can decide to welcome your community, or they will form without your guidance. Strategy is also more effective. #tchatTim McDonald
A3. i’d rather go for a co that communicates w me & makes me feel appreciated than talk to an email blast with no communication/cmgr #tchatAshley Lauren Perez
A3: CM have their ear to the ground & in the trenches to hear what the word on street is so to speak – leaders implement the feedback #tchatJen Olney
A3: Community Managers humanizes and understands the brand. They know what users and orgs need to thrive. #tchatChristina Brown
#tchat a3: social demands interaction- listening, caring, thinking, and a continual feedback loopMegan Rene Burkett
A3 Key for engaging (int & ext) to understand how others see Brand, which may be different from how you see it, find out #TChatClaire Crossley
A3: We’re in business for a reason > people! Community Mgrs focus on relationship btwn the two #tchatAlli Polin
A3 – Ambassadors create a broad base that shows fulfillment of the brand promise #TChatLeAnna J. Carey
A3. Because #tchat…that’s it…becauseChris Fields
A3. Absence of brand managers, ambassadors, curators is russian roulette. Slim chance public will get it/share it right, unattended. #tchatSalima Nathoo
A3 Leaders need more data points than just what the yes-men say – need community input – Emperor’s New Clothes #tchatPaul Hebert
A3. Because, at the end of the day, an engaged community will have a positive impact on economic metrics #TChatLilian Mahoukou
A3) People want to talk to a person – not a wall or a logo. A little engagement can create a brand evangelist out of a customer. #tchatAmy Gaerlan
A3: Social media is just as important to monitor as email-you get questions and opinions from prospects, customers, candidates, etc. #tchatBright.com
A3) Your community talks about you. Up to you if you want to listen. Power comes to those who listen. #tchatTim McDonald
A3) The ability to find & adapt to new platforms is critical for businesses to connect with others. #Cmgrs make that happen! #tchatCate Conroy
a3. No matter how deep we go into tech, it’s always going to be about the people behind the device. #tchatMichael Clark
A3: Every ship must have a captain that tests the wind, charts a new course and sets the sails. #TChatTom Bolt
A3 Without them you miss an astounding amount of information – #TChatMarla Gottschalk PhD
#tchat A3 When your social ambassador isn’t an employee but a customer who became a raving fan – your Brand wins!Bruno Coelho
A3 – re: Why do leaders, companies need social brand ambassadors, community managers? uh because it’s there? #TChatSylvia Dahlby
A3: Simplistic, but if nobody is in charge, nothing will get done according to plan. #TChatTom Bolt
A3 Leaders should BE community managers too… can’t outsource it IMO #tchatPaul Hebert
A3: they serve as interpreters. #tchatEdgar Diaz
Q4: Can you manufacture online communities, or are they best left to develop organically? #tchatTim McDonald
a4. Organic community building creates energetic connections with a brand. #tchatMichael Clark
#tchat A4 Being at the top of the Empire State building shouting to the crowd that can’t hear you + doesn’t care = buying a communityBruno Coelho
A4: Isn’t part of the benefit of online community to authentically learn customer preferences & feedback? How do U manufacture that? #TChatNancy Barry-Jansson
A4 #Tchat Developing a community takes dedication which is manufactured social amplifies who u are & when u engage they respond organicallyNEOGOV
a4. The biggest challenges of the Social Revolution are releasing control and trusting the employee and customer. #tchatMichael Clark
A4 You have to “spark that movement”… #TChatMarla Gottschalk PhD
A4: it cannot be forced. Facebook works because its ‘cool’ w/ still an element of exclusivity despite 1B users. People want to belong #TChatmatthew papuchis
A4 A little “tinder” (right word?) can’t hurt. #TChatMarla Gottschalk PhD
a4. You can’t have organic and command and control at the same time. #tchatMichael Clark
A4: Community is built by people who share a passion for the same thing – just need to find each other #tchatAlli Polin
A4 Artificial communities divert and die off. Organic, like roots, they divert and spread out, too, but for the good of the tree. #tchatEnzo Guardino
A4 And yet I sometimes have ppl ask for advice such as “My VP wants 2 communities created this quarter; how do I do it?” #tchatAlice MacGillivray
a4. Organic implies care, quality, connection. #tchatMichael Clark
A4.i promote #tchat b
ecause i love the topics, contributions, and am passionate about what i learn from it. i get excited to share it #tchatAshley Lauren Perez
A4: need to at least create the platform that allows it to happen. Can still be organically grown but people need a place to go 1st #TChatmatthew papuchis
A4. Online communities need to start with a leader or group of individuals but need to be cultivated and open. #tchatTerri Klass
A4 Same method as “managing up”. Let them think it’s their idea. May the force be with you. #tchatKeith Punches
a4. People are the organic part to communities. #tchatMichael Clark
A4: Building community takes patience & a strategic plan of action that supports organic growth #TChatSean Charles
A4: U *have* 2 manufacture, at some point. Identify spontaneous flashpoint; build from there, thru authenticity. #tchatBrent Skinner
A4. you can promote, but don’t promote for sake of promoting. it has to be a passion you want to share #tchatAshley Lauren Perez
A4) You can pay for “likes” on facebook (manufactured), but you can’t get them to give a shit about what you’re saying (nurtured) #tchatMuse Seymour
A4 The best communities are organic, but nothing stopping a company from joining and guiding. #tchatDavid DeWald
A4. If you make me choose between organic communities and GMO ones… guess which one I’ll engage with… #Tchat #social #hippieRob Garcia
a4: It’s like when the boss lets go of the agenda and turns it over to the team to talk about what’s on their mind #tchatAlli Polin
a4. We want the community to take ownership of our brands. #tchatMichael Clark
A4. Organically, with some triggers (crafted from the listening activity) for stimulating the community growth #TChatLilian Mahoukou
A4. A little bit of both, you need people t spark interest/spread the word but then let those interested organically build it #tchatAshley Lauren Perez
A4: Define organic development of a community. At some point, doesn’t *somebody* decide they want to nurture it? #tchatBrent Skinner
A4: Communities form organically, but you can catalyze the conversation, and provide a platform that engages. #TchatTranscend Coaching
A4: Sometimes online communities sprout on their own w/o the leadership of an org. Some are social mov’ts. #tchatChristina Brown
a4. Organizations till soil and plant seeds to create communities, customers add water and light. #tchatMichael Clark
A4. Manufactured communities die down quickly (unless u have an endless budget). Communities can only be nurtured to grow organically #TchatRob Garcia
A4: Once the seed of the community is planted, organic growth is possible. #tchatAlli Polin
A4 Organic makes it relevant – and what we want – and what our audience wants is relevance #tchatPaul Hebert
A4. Organically formed online communities seem more vibrant and dynamic. #tchatTerri Klass
A4 Contests and Fun content/interactions I think can go along way. Brands with strong loyalty can skip that part #tchatShawn LaCroix
A4. Manufacture – cookie cutter community, no. But you can cultivate community through shared values & sharing value. #tchatSalima Nathoo
#tchat A4: manufacturing communities is a no go- find a raving fan and interview them for the comm mgr- they are in. #organicMegan Rene Burkett
A4: You can’t fake it on social media, so organic is best – but a good community manager knows how to move things along. #tchatBright.com
A4) There is no such thing as a “manufactured” community. You can nurture a community to develop organically much faster. #tchatTim McDonald
A4 Facilitate & enable online brand cmtys but recognize that there will also be *passion* cmtys that develop on their own. #tchatJoe Sanchez
#TChat – A4 I think the most “authentic” online communities happen organically, however w/some “fertilizer” from the brand to help it along!Michael!
A4 We can learn a lot from communities of practice experience: nurture rather than manufacture; light touch-not control #TchatAlice MacGillivray
A4: You can set up the framework, but the people drive the rest. #tchatRob McGahen
A4 After reading about rebirth of Hush Puppies in the “Tipping Point”, always felt you can help something ignite. CM can do this. #TChatMarla Gottschalk PhD
A4: Like corporations, online communities are people, my friend. So no. #tchatChristina Brown
A4: Organically. But you have to build the foundation first. #tchatJen Olney
A4: Yes, but only through authenticity, having brand disciples already, & having a GREAT community manager. #tchatBrent Skinner
A4. I believe that if you take 15 viral marketers & get them to manage about 8-10 accts each, you can create “truth” on the Internet #tchatGarick Chan
A4 Too much control on a community becomes a cult – no organic development – no change #tchatPaul Hebert
A4) I think there has to be some amount of it grown organically. You can’t force community, but you can try and bring people together #tchatMuse Seymour
#tchat A4 You can’t buy people! It’s not about the number of follower but the number of engagements!Bruno Coelho
#Tchat A4: you lay foundations and then nurture organic growthRussell Klosk
A4 You may need to “seed” the community – then let it grow. #tchatPaul Hebert
Q5: What are the pros & cons social communities as an extension of orgs’ talent attraction, recruiting programs? #tchatTim McDonald
A5 if you ensure that empls (not just commty mgr) are active in community then it will replicate the culture of the comp ensuring fit #tchatTim Barry
A5: It’s good work, if you can get it? But seriously, I see mostly pros. Who’s with me? #tchatBrent Skinner
a5. Get over it! The bus is rolling, you better board now or your organization’s going to be forced to walk in a high-speed world. #tchatMichael Clark
a5. So, you want to block employees from social media and attract the best talent? Good luck with that. #tchatMichael Clark
A5 Pros > Cheap, fast and global. Cons > Apply a lot of filtering to find the cream amongst all the sour milk. #tchatEnzo Guardino
Commty values may not match comp’s MRT @AlliPolin A5: need 2 create commty pple want 2 be a part of or they won’t want to work there #tchatTim Barry
A5. Pro / A great way to humanize the talent brand and facilitate connections between potential candidates and employees #TChatLilian Mahoukou
a5. First get your head-heart-body collaborating, then go be social with others. #tchatMichael Clark
A5: Companies that ban their employees from Social Media but want a thriving community miss the mark #tchatAlli Polin
a5. Leaders, get out from behind your oversize desks, face your fears of being social with employees and customers. #tchatMichael Clark
A5 Not the job of one internal person or team to build the brand, all voices matter & keep it real #tchatAlli Polin
A5: Some voices are more valuabe outside than inside. Know the difference. #tchatMarcio Saito
A5: I don’t think orgs do enough online substainable recruitment. #tchatChristina Brown
A5. Employees should be well-informed about the talent attraction efforts. So, communication’s essential to avoid asymetries #TChatLilian Mahoukou
A5. Pro-can continue to develop your brand; con-can end up being less inclusive unless it is continually welcoming #tchatTerri Klass
A5/ hire community managers that understand what the co is looking for in talent so they can keep an eye out for rockstars #tchatAshley Lauren Perez
A5 Pros: Social cmtys, as an extension of orgs’ talent attraction & recruiting programs, can project authenticit
y & credibility. #tchatJoe Sanchez
A5 I’m forever hopeful that the info presented is authentic. #TChatMarla Gottschalk PhD
a5. Leaders, you better wake-up quick because the world is leaving your organization behind in the cyber-dust. #tchatMichael Clark
A5: Pro – you attract and retain great talent – Con – if it is not monitored, you have a bad brand moment #tchatJen Olney
A5 first and foremost, if u dont have a comprehensive workforce planning and recruiting strategy, talent comms will just create noise #tchatSteve
A5: Org will grow stagnant if there is no diversity of thought. Diverse minds moving together will knit success #TChatTom Bolt
A5) Con – building a social community to promote a brand rather than actively engaging people. #missedthepoint #alienation #tchatAmanda Sterling
A5: Allows candidates to get to know the employer brand & vice versa. Helps filter talent effectively #TChatSean Charles
A5) Only con (which can be overcome) is confidentiality. #tchatTim McDonald
A5. #cmgrs can tell people why it’s a great place to work… but then you have those disgruntled workers that can ruin the brand #tchatAshley Lauren Perez
A5: PRO: People are engaged! CON: They get hired and they feel duped b/c culture doesn’t match community #tchatAlli Polin
A5 Adds to the realistic job (organizational) preview. More info = better matches. #TChatMarla Gottschalk PhD
A5: don’t want brand to be watered down. Want to be inclusive but also want to create a sense of connectedness based on authenticity #TChatmatthew papuchis
a5. The best place to connect with top talent is SoMe. #tchatMichael Clark
A5 – it broadens your recruiting reach – it gives recruits a “taste” of company culture to determine it they “fit” #tchatRichard S Pearson
A5) Now think if you community becomes your recruiting arm in addition to marketing, customer service and sales arm? #tchatTim McDonald
A5: one big plus of social communities as extension of recruiting is improved hiring for cultural fit #TChatSylvia Dahlby
A5: Pros-engagement of that talent! Cons-do it poorly is worse than not at all. #tchatRob McGahen
#TChat A5 con, lack of message control pro: everything ethical is an extension of attract & retain strategyRussell Klosk
A5: You need to create a community that people want to be a part of – or they won’t want to work their IRL #tchatAlli Polin
a5. The Social Revolution is built, created, sustained by the best talent on the planet. #tchatMichael Clark
A5. Pro – a place of mind to deepen connection & broaden ideas. Con – a place of constraint when it becomes unconsciously elitist. #tchatSalima Nathoo
A5) Employees are best referral source for good talent. Encourage them to share socially. #tchatTim McDonald
A5 A zingy community will attract some awesome talent =big plus ~ but what if your community is dowdy……. #tchatCASUDI
A5. talent can learn “the inside scoop” of a company before determining if the culture fits their values. #tchatAshley Lauren Perez
A5. PRO: natural extension of a company’s talent attracting activities… CONS: it can go wrong if your brand is feeble #tchatRob Garcia
A5 Con – too little turnover – too little change #tchatPaul Hebert
A5 Pro – less cultural learning curve – less turnover – less cost #tchatPaul Hebert
A5 Community can help you identify thought and knowledge leaders. Can show talent and skill too. #tchatDavid DeWald
A5 Con – too little diversity #tchatPaul Hebert
A5 Pro – more people that “fit” #tchatPaul Hebert
A5 – IMO online communities can be “manufactured” but only sustained & grown “organically” many examples of this on LinkedIn groups #TChatSylvia Dahlby

Teams of Us, Them & You: #TChat Recap

Most businesses around the world are small. Small businesses generate most new jobs. Most full-time and part-time jobs exist at larger companies. And all in between is the continuing rise of the freelance nation.

Now, while many of us who participate regularly in the weekly #TChat Twitter Chat are unemployable freelance free spirits who wax poetically — and I say that with all due respect — I’d argue that most of those full-time and part-time jobs are on the job, meaning required to be in the office, in periodic collectives to individual desk time, most of the time.

My fellow free spirits may throw me statistics saying, “But look — more companies are open to telecommuting; more people are working from home!” Maybe. And maybe they’re working from home only one day a week, or every other week. Not a watershed moment in the progressive world of work history, but better than a stick in the eye, as my dad always says.

Keep in mind that when start-ups are building teams, most prefer to hire the core teams in their near vicinity to ensure a cultural gelling of sorts (not counting the development teams, which could be all over). And the rest of the corporate world really does want to see the white of their employees’ eyes, even if they have offices all over the world and do talk virtually to one another.

Back to us unemployable free spirits — that’s my name for those of us who would have a really tough time confined full-time or part-time to a 5′ x 5′ cubicle and a cold, gray metal desk, complete with locking cabinets stuffed with unusable stuff. Unemployable free spirits are the ones who challenge the status quo, who launch new, innovative ideas and businesses, and who help to generate new jobs. We’re the ones who move and school when it comes to changing the world of work, who convince business leaders to lighten up and embrace social media.

We’re the ones who help to inspire self-management and empowerment and working remotely, even autonomously when need be (and we do need be). We’re the ones who say employment brand and corporate brand are one and the same and should be treated as such.

We can’t have us without the other. The very nature of the 21st century bold entrepreneurial spirit has risen from the ashes of companies and jobs burned right down to the ground, while the interconnected global economics still pull painfully like a grand tug-of-war over a foggy moat of muck and misery. The teams of us and them and you run along the moat banks until we find the shortest distances across, finding common ground in reaching the other side, some semblance of progress.

It’s then that the connective hardware and software tissues of choice unite us all collaboratively, the fleeting phantom sinews that appear in the mist.

That’s when the magic happens.

Thank you for joining us, and check out the slide show below of yesterday’s chat. Your tweets lent insight into just what, exactly, it means to be on a team today — and it means a lot. If you missed the preview, click here. We’ll see you next week.

Image Credit: Pixabay

 

[javascript src=”//storify.com/TalentCulture/tchat-insights-the-teams-of-us-and-them-and.js?template=slideshow”]

#TChat INSIGHTS: The Teams of Us and Them and You

#TCHAT RECAP: THE TEAMS OF US AND THEM AND YOU

Storified by TalentCulture · Thu, Jun 14 2012 14:46:18

Hey #SHRM12 friends, we’d LOVE to hear from you at #TChat (http://su.pr/1FP6NA) at 7PM ET today! http://pic.twitter.com/Y14EbERaTalentCulture
#TChat Q1: Where do teams operate today: at work, elsewhere, or both?Rayanne
A1: Both! Technology allows teams to work from anywhere. One of our teams consists of folks in SF, Brazil, and the Philippines #tchatJoshua Barger
A1: Home & Virtual Offices, from Mobiles and Laptops, Starbucks to airports and Cubicle to Closed Doors. There is no longer a “norm” #tchatRayanne
A1. Highly effective teams operate at work and elsewhere. The key term there is “highly effective”. #TChatInsperity Careers
#Tchat A1 Teams operate in various places today. Workplace, remotely from home, coffee shop, library, really any place that has WIFI.Cyndy Trivella
A1: We work almost completely in the cloud. A few of us are geographically close, but can’t always meet in one place. #tchatBlogMutt
A1: #PinkPonies runs an L.A. based team via Google+ hangouts, Facebook, Pinterest and email… #3PChat #teams #Tchatprettypinkponies
@Ray_anne A1. Both! Location is evolving. It’s abt being able to get the work done and not so much where you are. #TchatAnita
#tchat A1 Teams are the medium through which all significant work occurs these days. To think big means to have a team perspective!Michael Leiter
#tchat a1: it’s a little of both. Better question – where don’t they operate!Michael Danubio
A1: I have two desktops, iPad, laptop & fully-loaded mobile device from which I work. My teams are as close as my internet connection #tchatRayanne
A1 Teams are very “customized” today ~ designed/created to work the best & at their best ~ whereever/however #tchatCASUDI
A1: I would say both, but each has its own specific rules. #TChatTom Bolt
A1: The Entire WORLD? #TChatMeghan M. Biro
A1 Effective teams work everywhere, not just at work. #tchatLouise DiCarlo
A1: I’d argue still more folk in the office, in person, then virtually elsewhere. #tchatKevin W. Grossman
Precisely! Great point +1 @mdanubio4: #tchat a1: its a little of both. Better question – where dont they operate! #TChatMeghan M. Biro
#Tchat A1 Being able to conduct business from anywhere is indicative of our society and how mobile we all are.Cyndy Trivella
A1: 24/7, offshore resources means around the clock work! #tchatPlatinum Resource
MT @cyndytrivella #Tchat A1 Teams operate in various places..Workplace, remotely from home, coffee shop, library..any place that has WIFI.Joe Sanchez
A1: My biggest problem (I’ve said this before): remembering where I saw a message: EM, Tw, FB, LI, IM, Text ??? So many ways to comm #tchatRayanne
A1: Teams seem to operate everywhere…depending on the “project” and “purpose” determines
how & how well they work. #TChatBarb Buckner
A1 From my days in healthcare, a mixture of in-house & remote teams; whole depts and/or project-based teams #TchatClaire Crossley
A1: Anywhere something great is happening #TChatJess ‘Babs’ Bahr
A1) Teams are everywhere. Virtual, office, wherever. Only requirement is working together towards common goal. #TchatKarleen Harp
#tchat. A1: Teams today are highly flexible and virtual….We adapt as far as technology will take us.Early Careerists
A1: With more virtual teams working on projects work and elsewhere are the same. #TChatTom Bolt
A1: With new flex schedules combined with technology teams today work anywhere at anytime. #tchatBeverly Davis
A1: I have colleagues in London and Sydney. Internet has sure helped these communications. #tchatRayanne
A1: Our teams collaborate online, in-person and separately. #3PChat #Tchatprettypinkponies
A1. Teams and teamwork are happening in all areas of work and professional lives. #tchatTerri Klass
A1: I attended University of Phoenix online and even there we had teams for out classes and projects! It was a requirement #TChatBarb Buckner
A1: A “regular office” is no longer the norm #tchatRayanne
A1. Teams are universal operations in the workplace & beyond & now form part of or compete with communities. #tchatSalima Nathoo
A1: In the office, remotely, coffee shops, via webex. Basically if you can connect ppl w/ some way to communicate, its there. #tchatEmilie Mecklenborg
A1: all is remote for my org ;-) #TChatStephen Van Vreede
#Tchat A1 As long as a people are given the means to communicate, most will.Cyndy Trivella
A1: Putting together an “elsewhere” virtual team means making special efforts to build relationships. #TChatTom Bolt
A1: We have teams all throughout the country, Canada, and Europe. But it takes a good culture to make it work #tchatAlere Wellbeing
#Tchat A1 The speed at which information flows requires us all to be nimble and agile to keep up.Cyndy Trivella
A1: Teams are everywhere that people are working together to make things better. Definitely not only in the office. #tchatBright.com
A1: I do think a lot of “us” – here now – are the growing exception to the in-office standard. #tchatKevin W. Grossman
A1. Don’t confuse teams with mere working groups. Teams have more focus and are cohesive. #tchatTerri Klass
A1: 12 years ago, initiated home-based call center agents nationwide, then added collocation facility #TchatStephen Van Vreede
Wise nuance here >> @gingerconsult: Its just a base these days @ray_anne: A1: A “regular office” is no longer the norm #TChatMeghan M. Biro
A1: Even brainstorming sessions are more prevelent these days…less info just passed on and more collaboration #TChatBarb Buckner
What’s regular anyway :-) @gingerconsult: @ray_anne: A1: A “regular office” is no longer the norm #tchatCASUDI
A1 As brick & mortar operations have decreased, virtual teams have increased. #tchatMarla Gottschalk PhD
A1: No more boundaries. Anywhere anytime #tchatHusamettin Erciyes
We want to hear more @ITtechExec: A1: 12 years ago, initiated home-based call center agents nationwide, added collocation facility #TChatMeghan M. Biro
#tchat A1: most recently I supported a team of 170 w ppl in US/Canada/Chile/China & JamaicaErin Hommeland
YES! And Yes @MRGottschalk: A1 As brick & mortar operations have decreased, virtual teams have increased. #TChatMeghan M. Biro
A1 Also – there are no definitive work hours anymore… Virtual is 24/7 #tchatLouise DiCarlo
I feel the same way! @CASUDI: Whats regular anyway :-) @gingerconsult: @ray_anne: A1: A “regular office” is no longer the norm #TChatMeghan M. Biro
A1: In today’s technological world teams can work from anywhere in the world! Only caveat is they have to still collaborate! #TChatPadma Mohanram
“@ITtechExec: A1: 12 years ago, initiated home-based call center agents nationwide, #Tchat” –> ahead of ur timeMichael Danubio
A1: Teams exist on their own, outside context of projects; ppl who belong to them yearn to work together again, someday. #TChatBrent Skinner
A1: Great tools — Act, CRM tools, clarity, deadlines, shared calendars, Smartsheet (project mgmt tool), etc… #3PChat #poniesGTD #Tchatprettypinkponies
A1: Make it a priority to *meet* and touch base 1-2x a week to make sure everyone is on the same page. #tchatEmilie Mecklenborg
regarding Teams: Q2: How do leaders lead when professional networks are more fluid than ever? #TchatRayanne
A1 Teams today have the opportunity to work form anywhere at anytime. Takes a bit more co-ordination but technology makes it possible #TChatLinda Jonas
#tchat A2 Professional boundaries dissolve in the face of teams that focus on impact rather than prof identity.Michael Leiter
A2. Leaders have to be able to adapt to the changing ways of business. Only those who can will be successful leaders. #TChatInsperity Careers
A2: Leaders must be in the conversation stream and there is a need for more transparency because there IS more transparency #tchatRayanne
A2: Leaders need to stay true to core principles and always be on a learning path to enhance their approach. #TChatJon M
A2: Leaders lead by being equally involved…just sitting back and observing doesn’t cut it anymore #TChatBarb Buckner
A2 Through influence & expertise, not title. Results are key #TChatJess ‘Babs’ Bahr
A2 The better you lead, the more fluid the team, need to check your ego at the door, guide & encourage them, let them take the credit #tchatLouise DiCarlo
#Tchat A2 Leaders need 2 lead by setting example. If leaders embrace & accept fluid workspace, direct reports will B quicker 2 adapt.Cyndy Trivella
A2: Leaders have to be flexible and open to using all forms of medium & communication to interact with the team. #tchatEmilie Mecklenborg
A2. Good question. How do they lead? Not too well, IMO. All these tools to communicate & still don’t use them well. #tchatSheree Van Vreede
A2: By hiring those who self-manage and take care of business. #tchatKevin W. Grossman
A2 We need to be inclusive in our leadership w/ fluid teams & networks; engage so remote people don’t feel “out of touch” #TchatClaire Crossley
A2: Leaders of fluid teams must stay informed and make sure that the communication is transparent to all. #TChatTom Bolt
A2: Employees/Team members need to feel “part of” – there are so many ways to get info now, that even more transparency is a must. #tchatRayanne
A2. Leaders who adapt with the technology are typically more successful. They understand the needs and are progressive. #TChatInsperity Careers
A2. Learn, engage, adopt & repeat. The learning process never ends and open communication should be the norm. #TchatAnita
A2. Leaders lead by cultivating trust and accountability amongst all team members. #tchatTerri Klass
A2 A2 Really puts the focus back on the basics – communication, project management and feedback. #tchatMarla Gottschalk PhD
A2) Just as def of “team” is changing, I think def of “team leadership” is shifting. Distributed/shared, more personal responsibility #tchatExpertus
A2: Consensus, clarity in communication, agreements, staying organized #Tchatprettypinkponies
+1 “@KevinWGrossman: A2: By hiring those who self-manage and take care of business. #tchat”Claire Crossley
A2 It takes v intuitive, self-motivated leader to lead a virtual ~ remote team + impeccable communication skills. #tchatCASUDI
A2: It is about leading with clarit
y, communication. In one job, my whole team was in another location. It does work! #TChatJon M
A2: Guidelines for comms are a must. Knowing the best way to share info for each particular team is imperative #tchatRayanne
MT @CyndyTrivella A2 Leaders need 2 lead by setting example. If leaders embrace fluid workspace, direct reports wil B quicker 2 adapt #tchatTalentCulture
#Tchat A2 Leaders need to stay current. Be informed, this inspires and promotes innovation regardless of where ppl are sitting.Cyndy Trivella
A2: Jump in and be involved. Chilling in the ivory tower doesn’t cut it anymore. #tchatRob McGahen
A2. Leaders also must lead with transparency and open sharing of information. #tchatTerri Klass
A2: Self-sufficient employees who can take initiative will need a leader who will compliment their strengths & help them grow. #tchatEmilie Mecklenborg
Absolutely @Ray_anne: A2: Guidelines for comms are a must. Knowing the best way to share info for each particular team is imperative #TChatMeghan M. Biro
A2: It is important to remember that “face-to-face” is still the best way to cement a team – though NOT the only way. #tchatRayanne
A2 I still think large quantities of face time F2F is the best communication #oldschool #TchatDave Ryan, SPHR
#Tchat. A2. Fluid networks are a benefit & tool for leaders. They must expand and utilize their network to succeed.Early Careerists
A2: Some things don’t change. One boss held status meetings to start the day and we were in the same bldg. Virtual = same #TChatTom Bolt
MT @ThinDifference: A2: It is about leading with clarity, communication. In one job, my whole team was in another location. It works! #tchatcfactor Works Inc.
A2) Treat each team member as equal, regardless of “rank” Every role is temporary. #TchatKarleen Harp
A2: A good tool for leaders is metrics. You will know the effort put into a project by the progress seen. #tchatBeverly Davis
A2: You can lead from afar…and be effective. You must master the art of communication and clarity of roles to teams #tchatJen Olney
A2: Leaders must “do as they say”. If they are not communicating, how will team be effective? #tchatRayanne
A2: Now we need new leaders unless they can adopt to current changes. #tchatHusamettin Erciyes
A2 – using tools like @Yammer can give leaders a voice across a global enterprise. Allows for more conversational back & forth. #TchatJodie Garrison
A2: Leaders must be consistent, dependable, flexible and more available to others’ varying schedules. #3PChat #Tchatprettypinkponies
A2) Leaders are able to be involved on a deep-level of understanding of how to steer a team to a certain goal relevant to the company #tchatDerek Tacconelli
A2: Frequent video and conference calls…occasional handshakes and coffee. #TChatTom Bolt
LOVE me the Y @jodiegg A2 using tools like @Yammer can give leaders a voice across a global enterprise. conversational back & forth. #TChatMeghan M. Biro
A2 Most importantly, leaders need to communicate expectations upfront. #TchatJoe Sanchez
#tchat A2 Respectful interactions among team members is essential 4 a free flow of sharing. Leaders can define this quality!Michael Leiter
#Tchat A2 Communication is KEY. Speak well and often regardless of the technology you choose. This will never change in business.Cyndy Trivella
@MeghanMBiro:@jodiegg A2 using tools like @Yammer can give leaders a voice across a global enterprise. conversational back & forth. #tchatCASUDI
#tchat a2: effectively delegatingErin Hommeland
A2. Leaders need to be great integrators of ideas and people. #tchatTerri Klass
! @ThinDifference: Respect! @workengagement: A2 Respectful interactions essential 4 a free flow of sharing. Leaders define quality! #TChatMeghan M. Biro
A2 New tools make new rules possible. Upside: less command/control req’d. Loosely-coupled & self-mgd teams can be effective/efficient #tchatExpertus
A2: Best way is to communicate and stay engaged regardless of technology used. #TChatPadma Mohanram
A2 Leaders must recognize that there is a premium on communications in fluid & virtual/remote professional networks. #TChatJoe Sanchez
A2: understanding your teams talent, who they are then communicating and directing them accordingly #tchatHusamettin Erciyes
A2: Leaders must insure that deliverables are met whether virtual or live. #TChatTom Bolt
*Reality Strikes* @TomBolt: A2: Leaders must insure that deliverables are met whether virtual or live. #TChatMeghan M. Biro
A2 Leaders can leverage video to inspire & share their vision with their people #TChatSean Charles
A2) Leaders have the ability to play to teammates’ strengths, boosting the group to larger than the sum of its parts #tchatDerek Tacconelli
#Tchat A2 Adaptation and open-mindedness is the name of the game.Cyndy Trivella
A2: #Leadership, remember: A dispersed, fluid team is a potentially distracted one. Interaction rules the day. #TChatBrent Skinner
Regarding TEAMS: Q3: The employee lifecycle is shorter now. How can leaders forge lasting relationships in this world of work? #tchatRayanne
A3. Leaders should stay in contact with their emps after they’ve left. It’s not just about emps networking with managers. #TChatInsperity Careers
A3: by making relationships based on context w/each other and not only w/work #TChatJess ‘Babs’ Bahr
Yes, I agree, Terri “@TerriKlass: A2. Leaders need to be great integrators of ideas and people. #tchat”Claire Crossley
#tchat A3 Effective leaders give their full attention to the conversation of the moment.Michael Leiter
A3 Create loyalty – make the workers feel valued!!! #tchatLouise DiCarlo
A3: Open communication, respect and recognition….the same reasons WHY the employee life cycle is shorter – those are missing #TChatBarb Buckner
A3 Business is still about people. Show appreciation. #tchatMarla Gottschalk PhD
A3. Acceleration Everything happens faster today. Do it faster & better #tchatDave Ryan, SPHR
A3. Have real conversations and create meaningful connections. Surface communication is so 1.0! #tchatSalima Nathoo
A3) Treat team members like customers. They could be some day. Stay in touch / positive even with rocky relationships. #TchatKarleen Harp
A3: Lasting relationships are a rare breed these days. Most employees do not stay longer than 2 years. #tchatRayanne
A3. Leaders need to stay in contact with people from organizations they left. Keep everyone posted as you move on. #tchatTerri Klass
A3: It’s all about gaming and incentivizing. Make your employees feel like they’re apart of something bigger. #tchatBlogMutt
A3: Don’t try to make relationships last, just let them. Encourage cooperation on common goals and it should happen naturally. #TChatTom Bolt
A3: Like all good business, keep your customers coming back for more. #tchatKevin W. Grossman
A3) Latch on with laser focus #tchatDerek Tacconelli
A3: Good technology, adequate support resources and professional development opportunities #tchatKathy Herndon, GPHR
A3 Winning & making a difference is the glue that holds any team together ~ same w remote/virtual team. #tchatCASUDI
A3 Forging rel shouldn’t change: listening, authenticity, not burning bridges. Same for employees. Could work together down the road #tchatFaronics HR
#tchat A3 Considering the full person, not just the current role, builds a long term relationship at work Michael Leiter
A3: Those that are shown respect will stay in touch and continue to help if they can…think referrals #TChatBarb Buckner
A3 Support teams via con’t pro
f development & create opportunities so ee’s can *shine* Strategies shouldn’t end once recruited #TchatClaire Crossley
A3: There is a definitive need to instill devotion/loyalty in employees. Must come from employer/boss #tchatRayanne
A3: Leaders build with trust and honesty that creates a lasting bond no matter the cycle of the engagement w/the org #tchatJen Olney
#tchat a3: take an interest and connect on a personal levelMichael Danubio
A3: Respect is reciprocal and speaks well of the co/org and its leadership. THIS drives retention #tchatRayanne
A3 Leaders should listen, empower, be flexible, reward and recognise. If you are an integral part, it’s harder to leave a company #TChatLinda Jonas
A3: If they want more loyal employees, they must be willing to meet them halfway. #tchatRob McGahen
A3. When we serve others with respect, they will always be part of our professional life. #tchatTerri Klass
#tchat A3: Connect personally. Provide challenging work. Remove barriers. Care!Early Careerists
Two-way street? @Ray_anne: A3: There is a definitive need to instill devotion/loyalty in employees. Must come from employer/boss #TChatMeghan M. Biro
A3: Don’t burn bridges! #tchatRob McGahen
A3: If you pay attention, those relationships are already forged among your employees…leaders need to learn how to do the same now #TChatBarb Buckner
Yes! MT @ClaireSMBB: A3 Support teams via cont prof development; Strategies shouldnt end once recruited #TChatJess ‘Babs’ Bahr
#Tchat A3 At the end of the day, leadership can take place anywhere IF executed correctly.Cyndy Trivella
How so? Nuance? I like @TerriKlass: A3. When we serve others with respect, they will always be part of our professional life. #TChatMeghan M. Biro
+10 MRT @BarbBuckner: A3: those relationships are already forged among your employees…leaders need to learn how to do the same now #tchatSalima Nathoo
A3 Sometimes I think we make things too complicated. We know what engages employees – just do it. #tchatMarla Gottschalk PhD
A3: Last week’s #tchat was all about loyalty & trust. Those same ideas exist here. Commitment and loyalty must be nurtured – ongoing #tchatRayanne
A2) But new team tools, models & methods gain value w/ leadership: set vision/strategy, integrate, facilitate, provision, empower #tchatExpertus
A3: One of the main reasons people leave orgs are because of leaders. They need to build more meaningful / mentoring relationships #tchatJoshua Barger
A3: Building a lasting relationship with any team is based on the same things; fair pay, having a voice and growth opportunities. #tchatBeverly Davis
A3. Always lead with integrity and care for others. That will create long lasting relationships. #tchatTerri Klass
A3: Make it a priority to share your vision & give direct feedback daily to your employees #TChatSean Charles
@Ray_anne A3: Focusing on talents can help an employee realize your appreciation of their contribution. Everyone loves appreciation! #TChatMike Hopkins
A3: This nurturing is an ongoing process, not a one-shot deal. Must continue throughout the life of the company #tchatRayanne
A3: Know when to use the carrot, the stick, a short leash and no leash. It takes a combination of skills. #Tchatprettypinkponies
A3. Create transparency within the company and build on relationships. Apply the P2P (people-people) principle internally to succeed #TchatAnita
A3 To the extent possible, provide opptys for distributed workforce to physically meet & socialize. Show you care. #TchatJoe Sanchez
A3: Know your team well by observing and listening.
Respect their opinions and appreciate. Realize that there is no “I” in the “team” #TChatPadma Mohanram
A3: Focus on the team’s goals — not your own. #BeALeader #Tchatprettypinkponies
+1 “@SocialMediaSean: A3: Make it a priority to share your vision & give direct feedback daily to your employees #TChat”Claire Crossley
A3: Meeting the changing needs of the employee is a good idea. Flexibility in hours and where they work are good ideas #tchatRayanne
Absolutely! RT @BrightJobs: A4: Make a real connection, sincerity from leadership is what every employee is looking for. #TChatPadma Mohanram
A3: Makean effort to understand what motivates each member of your team. #Tchatprettypinkponies
Everyone motivates differently! MT @prettypinkpro A3 Know when to use the carrot, stick, short/no leash; takes a combo of skills. #TChatJess ‘Babs’ Bahr
A3: Fire people with poor behavior quickly to keep your focus on the most valuable & engaged employees #TChatSean Charles
A3: This might be excessively tactical, but they can do so by connecting with them in professional circles outside the org. #TChatBrent Skinner
A3. The most important thing a leader can do is grow new leaders. #tchatTerri Klass
+ 3 Absolutely @TerriKlass: A3. The most important thing a leader can do is grow new leaders. #TChatMeghan M. Biro
@rezlady I’ve had a ongoing discussion about instilling/creating/inspiring/managing self motivation > 4 virtual teams A3 #tchatCASUDI
A4: Alignment of vision and goals is imperative as the workplace becomes more intangible. #tchatRayanne
A4. Technology is allows us to balance our work/personal life. We choose when we collaborate and how often. #TChatInsperity Careers
A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatRayanne
A4: Make a real connection, sincerity from leadership is what every employee is looking for. #tchatBright.com
A4: Anyone ever heard of the telephone? #tchatSteve Levy
A4. Technology allows us to collaborate on our own time. You don’t have to wait until the next day to share your ideas. #TChatInsperity Careers
RT @Ray_anne A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatTalentCulture
RT @levyrecruits: A4: Anyone ever heard of the telephone? #tchatDave Ryan, SPHR
A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy. #tchatRayanne
A4 Through developing relationships that transverse the workplace #TChatJess ‘Babs’ Bahr
A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #TChatBarb Buckner
Is that an Apple product? RT @levyrecruits: A4: Anyone ever heard of the telephone? #tchatRichard S Pearson
What planet are you tuning in from? Hello my friend @levyrecruits: A4: Anyone ever heard of the telephone? #TChatMeghan M. Biro
Gr8! RT @JessaBahr: A4 Through developing relationships that transverse the workplace #tchatTerri Klass
A4 Teammates have to take responsibility for their own engagement. Take on new responsibilities, take breaks, have fun! #tchatLouise DiCarlo
A4: Clarity of purpose equals engaged teammates. Purpose of daily actions and how it all fits together over time. #TChatJon M
A4: My company has an All Hands Meeting every Friday 9am w/ virtual employees on speaker phone. #tchatRayanne
A4: Your connective hardware and software tissues of choice. #tchatKevin W. Grossman
RT @JessaBahr: A4 Through developing relationships that transverse the workplace #Tchatprettypinkponies
RT @Ray_anne: A4: Teambuilding events & all-hands company meetings are great for re-establishing bonds and energy. – so simple & true #tchatPlatinum Resource
#Tchat A4 If ppl work remotely, they need to make a point of keeping in contact with their team everyday. No one well works in a vacuum.Cyndy Trivella
RT @Ray_anne:A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatJumpstart HR
True. RT @BarbBuckner: A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #tchatKevin W. Grossman
Definitely needed RT @Ray_anne: A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy #tchatRichard S Pearson
A4: Culture has to be border-less #tchatJen Olney
A4 Should be team focus too, in addition to leadership, everyone plays a part in making sure colleagues feel engaged #TchatClaire Crossley
A4: Companies have to remember to allow employee the space to have their personal lives too…don’t expect them consumed 24/7 #TChatBarb Buckner
RT @BarbBuckner A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #tchatTalentCulture
A4: Obvious answers such as text, phone calls, twitter, etc… #tchatRob McGahen
A4: they can stay engaged via Facebook ;-) #TChatStephen Van Vreede
RT @Ray_anne: A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy. #tchatKevin W. Grossman
A4 In the old days we only had phone/fax NOW the tools of communication are our oyster……sounds funny but U know what I mean:-) #tchatCASUDI
A4: make sure to meter out rewards, competitions, to build up morale and create excitement. Yes I said it, excitement at work! #tchatPlatinum Resource
The skinny: RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatcfactor Works Inc.
A4: RE: Company Mtgs – opportunity to share news good and bad that may affect everyone. We also say thanks and good job #tchatRayanne
A4: Not so obvious answers such as knowing the schedule, knowing who you need to communicate with and remain focused! #tchatRob McGahen
THIS-> MRT @joshinhr A3 One of main reasons ppl leave orgs b/c of leaders. They need 2 build meaningful / mentoring relationships #tchat Brent Skinner
Which platform do you use? @Ray_anne: A4: My company has an All Hands Meeting every Friday 9am w/ virtual employees on speaker phone. #TChatMeghan M. Biro
A4: Camaraderie is fantastic, however, leaders need to be aware of the line and not to cross it – they are leaders, not friends. #tchatJoshua Barger
A4. Must develop “check-in” times and use lots of listening to really understand what’s important. #tchatTerri Klass
Indeed. RT @gingerconsult: A4: Culture has to be border-less #tchatKevin W. Grossman
TRUE RT@Ray_anne: A4: The company must have a desirable culture & a certain camaraderie is good 4 the employee, which is good 4 biz #tchatCASUDI
A4: Virtual employees must be included. Very few are solely self-motivating. #tchat Plus, it can be lonely :-/Rayanne
A4:Internal & external social networks are awesome to keep connected. #TChatSean Charles
A4: You need to have realistic goals for your team with an open communication then you don’t need much to engage them #tchatHusamettin Erciyes
RT @TerriKlass A4. Must develop “check-in” times and use lots of listening to really understand what’s important. #tchatTalentCulture
A4 A mistake some people make is ALWAYS trying to be availalbe – doesn’t work #worklifebalance #fail #tchatDave Ryan, SPHR
A4. Personal bonding is important. If meeting in person is possible – do it. Rewarding the team & members is impo for engagement. #TchatAnita
Any favorites? @SocialMediaSean: A4:Internal & external social networks are awesome to keep connected. #TChatMeghan M. Biro

We do the same on Video and Adobe Connect. people love it. RT @ray_anne: A4: My company has an All Hands Meeting every Friday #tchatBill Cushard
Yes, conveyed in culture & environment RT @KevinWGrossman: Indeed. RT @gingerconsult: A4: Culture has to be border-less #tchatEmilie Mecklenborg
#TChat A4: maintain engagement by creating opportunities for people to learn about each other WHILE working = less loss of timeLynette Patterson
MRT @Ray_anne: A3: previous #tchat all about loyalty & trust. Same ideas exist here. Commitment & loyalty must be nurtured – ongoing #tchatBrent Skinner
RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatTalentCulture
Leaders can’t be freinds? MT @JoshInHR: A4 leaders need to be aware of the line and not to cross it – they are leaders, not friends. #TChatJess ‘Babs’ Bahr
A4. Maintain a transparent form of communication and never keep anyone in the dark. #tchatTerri Klass
RT @Ray_anne: A4: Virtual employees must be included. Very few are solely self-motivating. #tchat Plus, it can be lonely :-/ #Tchatprettypinkponies
A4: Videoconferencing – face time is so valuable #tchatKathy Herndon, GPHR
A4. Teams who are clear on WHY they are *choosing” to collaborate can better seamlessly engage in any space #tchatSalima Nathoo
#tchat. A4: A common bond! I.e. mission, vision. This unites people!Early Careerists
MRT @beverly_davis: A3: Building lasting relationship w/any team based on same things; fair pay, having voice & growth opportunities. #tchatBrent Skinner
Well said! RT @TalentCulture: RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatTerri Klass
RT @kathyherndon: A4: Videoconferencing – face time is so valuable #tchatDerek Tacconelli
RT @socialmediasean: A4:Internal & external social networks are awesome to keep connected. #TChatFaronics HR
RT @@SocialMediaSean A4:Internal & external social networks are awesome to keep connected. #tchat TalentCulture
#tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected.Erin Hommeland
F2F invaluable> RT@kathyherndon: A4: Videoconferencing – face time is so valuable #tchatCASUDI
RT @prettypinkpro: @Ray_anne: A4: Virtual employees must be included. Very few are solely self-motivating Plus, it can be lonely :-/ #tchatPlatinum Resource
IRL Deepens relationships. Zero question. @kathyherndon: A4: Videoconferencing – face time is so valuable #TChatMeghan M. Biro
RT @EHommeland: #tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected. #tchatEmilie Mecklenborg
MT @anitaloomba A4 Personal bonding imprtnt. If meeting in person is possible – do it. Reward team & members is impo for engagemnt. #TchatJoe Sanchez
A4. Open, frequent communication and user friendly technology #tchat @Ray_anneGarret Meikle
MRT @brentskinner: @beverly_davis: A3: Build lasting relationship w/ team based on fair pay, having voice & growth opportunities. #tchatPlatinum Resource
A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatDerek Tacconelli
RT @FaronicsHR: RT @socialmediasean: A4:Internal & external social networks are awesome to keep connected. #TChatSMS Social HR
@Ray_anne A4: Stay connected on Facebook and other social media channels to keep up with “water cooler” news remotely #tchatWork4 Labs
A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchat Jen Olney
RT @sanchezjb: MT @anitaloomba A4 Personal bonding imprtnt. If meeting in person is possible do it. Reward team & members #tchatTerri Klass
Again, metrics are key! @husamerciyes @tombolt @cyndytrivella A4 “realistic goals” & “open communication” + metrics = engaged #tchatJodie Garrison
RT @MeghanMBiro: IRL Deepens relationships. Zero question. @kathyherndon: A4: Videoconferencing – face time is so valuable #TChatRob McGahen
#tchat A4: impt to to recognize not all ppl WANT to socialize/engage “out” of work. They are still productive and shouldn’t be “punished”Erin Hommeland
RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatTerri Klass
RT @garretmeikle: A4. Open, frequent communication and user friendly technology #tchat @Ray_anneJen Olney
MT @CzarinaofHR A4 To have engaged team, leader must 1st succeed @ balancing individual needs of team members w/ the needs of team #TChatTalentCulture
Snail mail, blimps..RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatPlatinum Resource
Sounds like my last gig :) RT @terriklass: RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatJen Olney
RT @gingerconsult A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchatTalentCulture
RT @EmilieMeck: RT @EHommeland: #tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected. #tchatPatty Swisher
Hmm…how old school is TOO old school…RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatTalentCulture
Fax :D RT @PRGWest: Snail mail, blimps..RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatDerek Tacconelli
Whatever it takes > RT@DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatCASUDI
A4 – weekly group hugs? #tchatTim Baker, CHRP
RT @TalentCulture: MT @CzarinaofHR A4 To have engaged team, leader must 1st succeed @ balancing individual needs w/ the needs of team #tchatTerri Klass
+1 RT @gingerconsult A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchat -Anita
RT @gingerconsult: RT @garretmeikle: A4. Open, frequent communication and user friendly technology #tchat @Ray_anneRayanne
A4: C level / leadership must first show their engagement and be transparent in & out of the workplace #tchatAlfredo Arcieri
A ha ha. Yes? +1 @TimBakerHR: A4 – weekly group hugs? #TChatMeghan M. Biro
Must be 100% germ free, of course! RT @TimBakerHR A4 – weekly group hugs? #tchatTalentCulture
Not if you’re FB snob! RT @ITtechExec: A4: they can stay engaged via Facebook ;-) #TChatSheree Van Vreede
A4 Some people just love fax machines. What can we do to get them off those clunkers? #tchatDerek Tacconelli
AND Regarding TEAMS, in and out of the office: Q5: Where & what is technology’s impact in all this? #TChatRayanne
Yep I’ve been on hi-perf teams w/o fuzzy stuff: RT @BarbBuckner A4 Teammates must have relationships to WANT to engage in/out of work #tchatExpertus
RT @MeghanMBiro: A ha ha. Yes? +1 @TimBakerHR: A4 – weekly group hugs? #TChatBlogMutt
A5: Whew! Tech? the impact is HUGE. Imagine your worklife today if there were no internet… #tchatRayanne
A5. Technology opens to door to virtual communication and connects all the team members. #tchatTerri Klass
#Tchat A5 Technology is major player in how we communicate, do business & interact with ppl. Embrace technology wisely & it’s your friend.Cyndy Trivella
A5. Technology is making it easier for teams to collaborate on their own time. when they feel influenced. #TChatInsperity Careers
A5 – real time communication when not together – just ensure context comes throug #tchatTim Baker, CHRP
A5 – technology makes it instant communication – no more waiting for a call back –
everyone is 24/7 connected now! #tchatRichard S Pearson
A5 Technology enables us to connect in real-time; tools like Skype can facilitate team engagement from anywhere #TchatClaire Crossley
A5: Allows for frequent & effective communication w/out the barriers of location & schedule conflicts. #Tchat @TalentCulture @Ray_anneprettypinkponies
A5: Technology’s impact depends on what you use, why you use it and how… don’t just “use” something if its not going to fit #TChatBarb Buckner
A5: Again with the connective hardware and software tissues of choice. ;) #tchatKevin W. Grossman
A5 Technology has made it a bigger and smaller playing work field – all at once. #tchatLouise DiCarlo
A5: Tech can help, but its not the whole solution, its always about people! @Ray_anne: #TChatLynette Patterson
A5. Technology can help a team feel that they are seated beside one another even if they are miles apart. #tchatTerri Klass
A5: It’s everywhere! Teams can be available anywhere, 24×7, and not have to rush into the office in the middle of the night #tchatJoshua Barger
A5: Technology dissolves borders and makes connecting easy. People are a phone call, keyboard click, away. #tchatEmilie Mecklenborg
@Ray_anne A5: Technology is crucial for keeping geographically untethered team members tethered to each other #tchatWork4 Labs
#tchat. A5: Pretend technology stopped today. Visualize the impact…Its vital!Early Careerists
A5: Allows for frequent & effective communication w/out the barriers of location & schedule conflicts. #3PCconnect #3PChat #Tchatprettypinkponies
A5: Technology that includes project mgmt tools, EM, IM, internet, CRMs, soooo much has changed over last 10 yrs. #tchatRayanne
#TChat A5 – Tech makes it easier to stay connected, up to date. As we all know recruiting moves fast.Michael!
A5: Technology serves as the platform. Salesforce, SharePoint are great examples as well as Google + Hangouts and Skype #tchatJen Olney
A5: It keeps us connected over long distances. But stay relevant, technology gets old quick! #tchatRob McGahen
A5: I love technology and how it has changed my job. Actually, I changed jobs because of tech. #tchatRayanne
A5: First of all, we wouldn’t have #tchatPlatinum Resource
A5 Technology and handy tools can enhance collaboration, communication & engagement but they’re only as good as the user behind them #TChatLinda Jonas
A5 – can you young ones imagine snail mailing a letter, waiting for a snail mail reply before a decision could be made!!!! #tchatRichard S Pearson
A5: Companies must recognize the need for speed of change or they will get left behind. #Innovation #tchatRayanne
A5. Technology has made the world “flat” so we can touch one another easily. #tchatTerri Klass
A5: Technology can be an asset and a hinderance….use it well but don’t become completely dependable #TChatBarb Buckner
A5 Good project management software would still be a focus. I think Jostle has a team update capability. #tchatMarla Gottschalk PhD
A5: Again, imagine no internet as part of your work #tchatRayanne
#TChat A5 – Tech lets us be proactive much quicker. Social Media tech has “reintroduced human factor” back into overall tech advancementMichael!
A5 – tech. makes it possible to nip misunderstandings in the bud. Solve problems before they mushroom into something big! #tchat Richard S Pearson
A5. Technology has a big impact. It makes/breaks the success of a virtual team. #tchatAnita
A5: Two words: Big Data – people can leverage information in ways we couldn’t 5 years ago. #tchatJoshua Barger
A5: Email tends to be too ineffective for some to use, better is a phone call or F2F via skype if the message is sensitive #tchatJen Olney
A5: Technology has given many of us the gift of mobility for work & play #tchatSean Charles
A5: Without tech, the “traditional” business model remains supreme. And that’s just boring. #tchatBlogMutt
A5 technology is a blessing and a curse; anyone really feel good about receiving an electronic handshake? #tchatSteve Levy
A5: Tech great enabler, but shldnt replace fundamentals #TchatStephen Van Vreede
A5: without the technology we wouldn’t even be having this discussion #TChatSylvia Dahlby
A5: Technology has made it possible to pay for only the work you want done and not another employee. #tchatBeverly Davis
#TChat A5 – tech allows us to engage candidate in many new avenues, often breaking down communication barriers (generational &/or cultural)Michael!
A5 Technology has an impact on multiple levels and enabled enormous gains in efficiencies #tchat @Ray_anneGarret Meikle
A5: Technology is a powerful tool, but it has to be (a) used and (b) understood how to be used #TChatJess ‘Babs’ Bahr
A5. Technology is great but don’t forget about the phone sometimes. #tchatTerri Klass
A5 Technology is KEY ~ NO, PEOPLE using technology is KEY #tchatCASUDI
A5: Technology has made us available 24/7 but has also helped us forget how to “disconnect” from time to time…teams need breaks too #TChatBarb Buckner
A5: Technology has given many of us the gift of mobility for work & play #tchatSMS Social HR
A5: The ineffective #leader today is exposed as such much faster, and it’s b/c of #tech. #TChatBrent Skinner
A5 tech isn’t a cure for bad culture or comm; as an early adopter of social media b4 it was called SM, I now focus on high touch #tchatSteve Levy
Absolutely!! “@CASUDI: A5 Technology is KEY ~ NO, PEOPLE using technology is KEY #tchat”Claire Crossley
A5: technology allows companies to discover customer’s needs and provide a solution that could be implemented instantly #tchatAlfredo Arcieri
#TChat – A5 – Technology is great, however need to remember human interaction basics to use it successfully when dealing with people.Michael!
Yes! MT @levyrecruits A5 tech isnt a cure for bad culture/comm; as an early adopter of social media, I now focus on high touch #TChatJess ‘Babs’ Bahr
A5: Preponderance of #tech leaves #leaders & #teammates w/nary an excuse for bad #leadership or bad #teamwork. #TChatBrent Skinner
A5 Tech can enhance and reinforce what a leader has already developed. Not a “dirty” word. #tchatMarla Gottschalk PhD
#Tchat A5 Technology changed the face of biz. Some good things & some bad. Personal interaction suffers, so we need 2 work hard 2 maintain.Cyndy Trivella
A5: And don’t forget that tech for tech sake can overcomplicate a simple task. Tech not always most efficient. #TChatTom Bolt
A5: Levy is right tech is not the be all end all. It can destroy life outside of work if you let it – needs to be turned off at times #tchatRichard S Pearson
A5: Tech has opened up many great opportunities for biz…but also opened more opportunities for error…must stay engaged! #tchatTim Baker, CHRP
A5: Just ask @Oracle about importance of evolving tech with their new #oraclecloud social enterprise solution #TChatSean Charles
A5. Technology has unfortunately deleted a work/life balance. #tchatTerri Klass
Very important @TomBolt: A5: And dont forget that tech for tech sake can overcomplicate a simple task Tech not always most efficient. #TChatJess ‘Babs’ Bahr
#tchat A5: I say this a lot but it bears repeating: Technology is a tool and is only as good as the person using it.Erin Hommeland
A5: Technology allows workers in Brazil to get paid overtime to check email after hours #TChatSean Charles
A5 As w/team processes, must choose tools that fit tasks/players/envionment. Not always easy in a fluid, diverse world w/many choices #tchatExpertus
#TChat A5 – Tech is a great way to be introduced to someone. whenever possible, face to face meeting is still the bestMichael!
A5: biggest threat to successful technology adoption is doing too much at once. Manage change #tchatAlfredo Arcieri
Just ‘cuz we feel like it, another huge THANK YOU to the entire #TChat community! #socbiz #leadership http://pic.twitter.com/DJZV3Iw1TalentCulture

Leaders Make Teams Better, Stronger…Weaker? #TChat Preview & Recap

It’s an old television show, but some in our community will recognize “The Six Million Dollar Man” in this week’s World of Work #TChat forum. I’m a complete sucker for pop culture in all forms so I could not resist this eight track flashback (HA) blast from the past. In anything but the smallest of organizations, you simply can’t be a leader without a solid team to back you up. It just doesn’t work, which is why there are so many books, columns, blogs and tweets about leadership.

Yet leadership is an elusive trait for many people. Not everyone is a born leader, and some leaders make their teams weaker, not better, stronger or faster. You can learn leadership skills, you can read books, and you can work with coaches. Some people who aren’t natural-born leaders are fortunate and find the coach, the book, the point of view that helps them make the transition. This can work for people who are open to learning and creating behaviors that nurture this kind of career path and calling. The rest of us struggle and, occasionally, shine. Leadership is a daily walk and no two days are alike.

Of course the team is just as important. Some teams are electric; everything works. Some teams are an effort; everything is work. And some teams never click. Culture and people dynamics are flawed, inspiration is absent, management comes in too close or is absent, or (and?) matrix management fails yet again.

Oh, and we have the technology, yes. These are great tools unevenly implemented and realized, and they might not always help with team building and leadership. Let’s be honest: Most HR technology ostensibly for leaders is optimized for candidate-hunting and sourcing talent, not necessarily team building and employee engagement. That has got to change. We are getting there.

So, in an effort to address the questions we continually field from you, our community, this week’s World of Work #TChat takes on two tough subjects — teams and leadership.

(EDITORIAL NOTE: For highlights from the Twitter chat event, see the Storify slideshow at the end of this post. Thanks!)

Q1: Teams that are great on paper might still fail in reality. How do you hire a successful team?

Q2: How do leaders remain their teams’ leaders even as they work with and in those teams?

Q3: How do leaders know what to inspire in their team members and what to leave alone?

Q4: Tech can help teams, but what are team technologies’ blind spots? How does tech slow teams down?

Q5: What are the team dynamics that repel top talent? How can orgs retain talented teams?

Please join us on Wednesday, May 2, from 7-8 pm ET (6-7 pm CT, 4-5 pm PT, or wherever you are). KC Donovan will be our moderator as Kevin W. Grossman, Brent Skinner and I (@meghanmbiro) work the back channel from Washington, D.C., where this week we’re attending the exciting HRO Today Forum and participating in the event’s iTalent Competition. Also on the back channel will be Sean Charles and Salima Nathoo. Following are Wednesday’s questions. We look forward to your tweets!

[javascript src=”//storify.com/TalentCulture/tchat-insights-leaders-they-can-make-teams-strong.js?template=slideshow”]

RECAP SLIDESHOW…

When Employers Aren't Our Biggest Fan: #TChat Recap

If you’re supposed to be my number 1 fan, then why do you treat me like a dirty bird?

Sometimes being on the job is just plain “Misery”. Maybe you’ve read the Stephen King novel or watched the movie starring Kathy Bates and James Caan, but if not the story is about a fan (fanatic) who holds captive the object of her obsession, the writer who keeps her entertained with his romantic novels — until he no longer does.

Back to being on the miserable job. Back in the mid 1990’s I worked at a university and had a boss who had a boss who made us both miserable. That combined with limited resources to do our jobs, and the fact that I managed a group of 50+ student employees in a condemned building on campus, and the fact that one of my colleagues who worked in the same building invaded and poked holes in my personal space daily, became unbearable.

My boss and I told each other that when the work day ended and the crying began, then it was time to leave. (Which is a lot less painful than being hobbled.)

It was time to leave. For both of us. First me and then him within the year.

Fast forward to today, two downturns into the 21st century with misery everywhere. According to Matt Charney‘s @Monster_WORKS pre-TChat write up:

The upcoming seismic spike in employee turnover will look different than any we’ve seen in the past. A recent Monster.com survey showed that fully 82% of fully employed workers have updated their resumes in the past 6 months, and a whopping 96% of employees with tenures of over 5 years are openly exploring opportunities.

Now flip that on its head and read this from recent Accenture survey:

Only about two of five (43 percent) professionals are satisfied with their jobs; however, 70 percent plan to stay with their current employers, according toReinvent Opportunity: Looking Through a New Lens, a survey of 3,400 professionals in 29 countries by the New York-based global management consulting and technology services company.

And then there’s a recent study by Harris Interactive and Plateau Systems that finds:

…Nearly three-quarters (74 percent) of workers would consider a new career opportunity if approached — but they aren’t actively looking for new jobs.

Both of these were from a recent HRE online article titled Staying Put that I recommend you read as well as Matt’s highlighted Monster Thinking reads.

But wait, does all this misery make for upwards of 90% of the current workforce passively active or actively passive?

Sure, I understand how fluid these numbers can be and of course what I’m feeling changes how the world appears. But employers obviously haven’t been making many of us feeling any better, although they’re not there to make us feel better. They’re there to make make stuff and sell stuff and hopefully keep their employees “engaged” as much as possible along the way so they stay to make stuff and sell stuff. Plus, engagement is just a buzzword for, “You like what you do? Let me make sure I take care of you for that.” Then there’s, “You don’t like what you do? Did I ever tell you I’m your number 1 fan?”

Employers should communicate with their employees much more regularly beyond the annual perform-dance review. They should talk to them about the business, where it’s at and where it’s going. Transparency and inclusivity lead to ownership, intrinsic rewards and a more productive and happy workday.

Unfortunately change is always painfully glacial for many of us. Even with exciting technological advances changing the landscape of how we work and how we manage the workforce — mobile, social, collaboration — we’re still way on the front end of mainstream with many of us kicking and screaming along the way doing way too much with way less support.

We don’t live in the 1950′s. The US isn’t the only superpower economy fueling booms (and busts) and creating fairly stable (yet volatile) middle class job markets. The fact that the contingent workforce does continue to increase in the wake of high unemployment and uncertain markets tells me that we’re never going back. The full-time job with benefits and a pension and a secure retirement has fast become a retro shadow.

This is the new age of individual as startup and business owner — our personal businesses. Jacqui Barrett-Poindexter said it best last night: “We’re just looking for fair compensation, fair personal treatment and respect, and not getting sick to our stomachs every morning.”

Oh, and a little work we enjoy. Being happy never hurts.

Amen.  As I’m sure you’ve gathered, last night’s theme was “Should I Stay Or Should I Go? Workplace Culture Factors to Consider Before Leaving Your Job.” You can see our reach from last night here and the questions are here:

  • Q1: Almost 90% of workers report being “open” to looking for new jobs. Why is this number so high?
  • Q2: How can employers take advantage of these trends to recruit and hire top talent?
  • Q3: What factors should employees consider when looking for a new job opportunity?
  • Q4: What can business leaders do to improve retention  rates and morale among top talent?
  • Q5: What’s the difference between an active and a passive candidate, if any?  Does it matter?
  • Q6: What are the most significant factors employees look at when deciding to stay or leave?
  • Q7: What are some ways employers and companies can help turn the tide?  Or is it too late?

Thank you again for participating in #TChat. Next week’s topic will be: “Am I A Temp, A Consultant, An Entrepreneur or a Small Business?  The Changing Identities of Today’s Workforce.” Yours truly will be moderating.

Until then, Happy Working from all of us here at TalentCulture.

Play Devil's Advocate: Create Collaboration in the Workplace

Written by Kirsten Taggart

I’m currently taking a course called Media Criticism where we students reflect on how news organizations responded to major historical events. Perhaps made obvious by the title, our main focus is geared towards moments where journalism has “failed” society, or more precisely, failed to practice critical thinking and challenge the norm. What’s surprising is that the press’ mistakes could have been avoided simply through effective communication.

The void in communication may be due to a lack of questioning.  I’ve come to think that there is a lack of “why” in present day workplace culture. As always, there are exceptions to this theory, but overall I feel that people have become hesitant to ask questions in the workforce, new media, school, etc.

Of course no one particularly wants to challenge their superiors (although a good leader shouldn’t make you feel intimidated or afraid of confrontation!), but I guarantee that without asking critical questions, creative and corporate progression will be compromised to an extent.

A diverse staff with contrasting views and opinions is the most effect way to build a constructive workplace community, and it doesn’t require a monumental shift in work ethic to change a workplace full of “yes’” into one of “what ifs?”  Who will be your Chief Collaboration Officer?

Teach your team how to effectively play devil’s advocate:

  • Allot a certain amount of time each week to sit down as a group and talk. Encourage people to speak openly and offer ideas and opinions. This open communication will encourage co-workers to bounce ideas off of each other and improve proposals with constructive criticism
  • Opt to work with people who will challenge your thought process
  • Remind people that they should avoid being defensive and instead be open to suggestions
  • Create an environment that encourages openness

The point of collaborating ideas is to advance as a group and reach a collective goal. With positive thinking and a creative atmosphere, the workplace can become the ultimate environment for innovative thinking and new ideas.

Do Generations Matter At Work?: #TChat Preview

Originally posted by Matt Charneyone of #TChat’s moderators, on MonsterThinking Blog

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?

Read: Age Ain’t Nothing But A Number by Matt Charney

Q2)  Are there emerging personality traits, skill sets for hiring GenY, GenX, Baby Boomers, etc.?

Read: The Non-Generational Talent of American Workers by Peter Weddle

Q3)  Who is currently the most “invisible” generation in the workplace and why? Most “visible”?

Read: Just Shut Up and Listen to What Younger Workers Have to Say by Ron Thomas

Q4) How do savvy workplace cultures recruit, engage, manage and lead all generations?

Read:A Modern Perspective on Generations and Engagement by Ryan Estis

Q5) How does new media and global connectivity help/hinder generational gaps in the workplace?

Read: The Aging Workforce and Gen Y: Bridge the Social Media Generation Gap by Rob Salkowitz

Q6) How can inter-generational workforces spark innovation and evolve culture?

Read: The ‘Whys’ for Gen Y: Workplace Culture Considerations by Heather Huhman

Q7) How does the term “reverse mentoring” help bridge generational divides in the workplace?

Read: Manager’s Tips to Mend Intergenerational Communication by Kate Wildrick

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!

Of Gutter Slugs, Leaders and Love

“You boys are the gutter slugs; the front line leaders fighting in the trenches with all the guts and no glory. Be proud of that. Hold your heads high; love the game and each other. Each one of you is a leader, so let’s lead this team to victory. I love you guys!”

I remember those words well, one of many inspirational shout-outs my high school offensive line coach used to give us. A big ol’ Grizzly Adams of a man – SMU graduate and parole officer, Coach Sutton instilled in us a sense of belonging, of understanding our critical roles in the greater game.

Even after long, excruciatingly hot practices in the Central Valley of California where I grew up, when it was time to do the after-practice conditioning – and there was always after-practice conditioning – we complied with minimal grumbling and gave 110% no matter how dog-tired we were.

We loved him and the game. Tons.

That’s tons of love for a bunch of teenage Valley football heroes in the early 80’s. But the life lessons he taught us have stayed with me for decades:

  • Each of must learn to lead our self with love.
  • Each of us must learn to lead with others with love.
  • Each of us must learn to lead their teams with love.

Right on, brother. We knew no other way to play.

Segue – Why do we have such a hard time with leadership and love in the workplace? Lisa Earle McLeod from Forbes.com tells us why we don’t and why we should in an article titled Leadership: What Love’s Got To Do With It.

Myth No. 1: Feelings aren’t professional.

They are the embodiment of life and all things in the workplace. “Emotions are at the root of every human endeavor.”

Myth No. 2: Love is too mushy to measure.

Enough with the measuring; the bottom line will grow when we own our behavior. “It’s about taking responsibility for creating the conditions that will bring out the best in others.”

Myth No. 3: Love means no accountability.

Now that’s just a bunch of garbage. Love is the ultimate accountability. “Love is all about mutual accountability. When you love someone, you expect them to give you their very best.”

Lastly, Lisa writes: “The real secret of lasting success is taking a good, long look in the mirror and deciding that your people and your organization deserve a leader who has the courage to stand up and love them.”

Whether on the front lines or the team captains, everyone can be empowered to lead responsibly with love. Know no other way to play.

Image Credit: Stock.xchng