The world in which we live is going through fundamental shifts – simultaneous changes that are literally turning everything, as we know it, on its head. Leaders of today and tomorrow are challenged with addressing these aspects to drive the business forward.
From the influence of technology, to a struggling world economy veiled in high unemployment, protectionism and a depleting middle class, most of us are at odds with these concurrent shifts in events that are disrupting our livelihoods and expectations of career paths.
We must overcome our fear of fundamental shifts and learn how to adapt to the new reality. One could not have fathomed the news of robots and computers displacing highly skilled workers in the near term. But that is today’s harsh reality.
Large corporations simply are not ready. While consumer behavior and expectations continue to evolve, the businesses have not kept pace. Companies have experienced a deterioration of control, despite knowing the eventual need for upheaving the precious infrastructure of the organization.
Globalization has opened the borders and has given rise to emerging markets with an evolving middle class. Pressure from global competition is quickly elevating more nimble companies to the forefront while those within the Fortune 500, mired in traditional practices and legacy structures are falling to the wayside: Blockbuster, Borders, Eastman Kodak, among others. More companies are or will be integrating automation capabilities to streamline process, improve productivity and increase speed and accuracy in communication within the organization and to all customer touch points.
For leaders, the need to adapt to market speed will be tantamount to managing the real-time complexities of the market pulse, customer tendencies, competitive pressures and brand position.
The Rise of the Millennials gives credence to a generation who has, by far, experienced a mercurial existence compared to their older counterparts. With their natural affinity to tech adoption, plus their unpredictable job prospects, this future generation of leaders will influence the way corporations function, how the workplace is governed and how business practices are developed.
Tomorrow’s leaders will shake the foundation of today’s business with a zeal to drive significant revision in response to the expectation of continuous market disorder. The complacency, which is common among many of today’s leaders, will cease to exist.
Data will be more pervasive than ever and artificial intelligence and machine learning science will be interwoven into all areas of the organization to capture meaningful insights that will improve decision-making capabilities.
Leadership will be challenged when they are confronted with the opportunity to share their datasets with partners, vendors and even competitors to create an open source environment that will yield an improved contextual understanding of markets and customers, but will also allow for a much different market dynamic.
The Gig Economy will become more pronounced as companies begin to flatten their structures to make way for increased efficiency across the organization. And while many of these processes will be automated, the demand for acute skills across many verticals will create a more defined need for specific outputs on a task basis or as Google terms, “work-for-hire as the new normal”.
For leaders, they will be tasked with creating a black book of contingency or flexible workers but will be challenged to retain top talent under these conditions.
Growing Economic Uncertainty will also expose a workforce population caught in the grips of technological change, and are left unprepared to evolve with the demands of the time. The groundswell towards Universal Basic Income will make it necessary to give a boost to an economy in uncertain times. On the other end of the spectrum, the impetus of technology which gives strength to efficiencies, will make many things more affordable, which should help keep the economic wheel turning.
This is, by far, a significant hurdle that will consume business as they battle the elements that will attempt to hinder performance.
I have hesitated to mention Climate Change, This, in itself, will have its catastrophic impacts in the next 30 years. Government, research and corporate investments will prioritize spending to mitigate its effects but as we’ve seen thus far, unless various governments are willing to recognize its eventual impacts, let alone its existence, the efforts of the changing business landscape becomes a moot point.
Leadership in the coming decade will be unlike what we’ve witnessed in the last 30 years. The simultaneous shifts in economy, technology, consumption, employment, environment and politics necessitate a mindset that not only seeks to sustain organizations, but also push for a fervent, more social-conscious mentality.
When you first read our HR Buying Trends Report, you may be tempted to assume there is only one target audience for the results: HR solution providers.
This is an easy assumption to make, and understandable given the scenario: we publish in-depth insights from influential HR buyers about their purchasing habits, preferences and budgets, and HR solution providers use this valuable information to market better to HR buyers. It certainly makes sense.
But HR & Talent Management practitioners, I urge you not to make this assumption, because there is a wealth of important material for you here, too.
How so?
Well, ask yourself the following question: what’s one of the most irritating things about your job? Chances are, it’s being constantly besieged by lousy pitches from would-be HR solution providers. I mean, be honest; your inbox is full of them, and you’re probably going to delete or ignore most of them away without a second thought. Right?
Right. But that’s a shame, because inevitably you’re going to miss some great potential partnerships. Still, I understand. There are only so many hours in the day, you can only do so much filtering, and in truth, it IS irritating to receive misdirected, poorly presented solicitations that seemingly show no consideration for you, your needs, or the needs of your company.
But here’s a bit of #HRTruth for you: HR buyers, you’re actually part of the problem, and you actually share part of the blame.
I know, it doesn’t seem possible, that you should be responsible for all that dross clogging up your Outlook. But it’s true.
It takes two to tango.
I’ll share a story with you to try and illustrate my point. I was at a conference recently, and in the course of a conversation with someone I was meeting for the first time (who happens to be an HR buyer), I learned a) that he wades through email pitches on a near-daily basis, and b) that actually he really prefers texting for business correspondence.
Eureka.
I couldn’t get this chat out of my mind for days after the conference, and now I know why.
It’s like this: HR buyers, I think you need to better own your side of the dialogue, and if you want to be approached a certain way, then you need to help HR solution providers know how to do this right, for you. You can’t keep your preferences under wraps, and then get upset when no one guesses the best way to pitch you! They’re HR solution providers, after all, not mind readers.
And this is why HR buyers too should read our HR Buying Trends Report. Because it’s the map by which HR solution providers will be sighting their way to your shores, it is also your opportunity to clarify the route by which they reach you.
Click here to download the HR Buying Trends Report now!
(About the Author: Katrina Busselle is Vice President of Client Services for fisher VISTA a marketing and media relations firm that specializes in reaching the HR marketplace.)
photo credit: Camera Eye Photography via photopincc
What is authentic leadership? Well, the answer to that question is a millionfold, as we learned last night on the latest #TChat. Everyone seemed to have a definition to go into the bucket when it came to leadership that was…real. In order to be authentic, some surmised you have to be true to your style of leadership and perfect THAT, not necessarily try to fit into someone else’s definition of what leadership could, should and would look like to them.
We’ve heard that leaders should be everything under the sun; from assertive to humble, servant to conqueror, honest to canny, tyrant to buddy. Where does the aspiring leader look to find their answers? One answer may come from inside the team:
A1: Authentic leadership means collaborating and empowering because you can accomplish so much more with teamwork and community. #TChat
That was echoed in many sentiments. Your team often informs just what kind of leader you need to be. In fact, the authentic leader would do well to study the “following” styles of his or her team before settling on a “my-way-or-the-highway” leadership style.
A1. Authentic leadership means being able to share all sides of us. Being truthful of who we are. #tchat
What Bubbled Up:
Regardless of varying ideas of what defined authentic leadership, there were qualities that no one could argue with (or at least no one did!). They were:
Honesty
Transparency
Empathy or Heart
Team-oriented or holistic
Action-oriented
What’s not in there? Careful attention to share prices and nary a mention of productivity. Efficiency is a KPI to which many leaders are held. How do we emulate the above characteristics (or allow our leaders to emulate them) while still ensuring we get our gosh-darn jobs done? That too, nearly always falls to the leader:
The leader is usually the most selfless person in the room.
A leader ensures that her team is reprimanded in private.
A leader keeps the workload manageable for his team.
True leaders use honesty to motivate the team, rather than hiding crucial information from them.
Stuff You Can Do
Didn’t have time to attend? Try these five-minute new tricks to make baby steps toward authentic leadership:
Try to figure out what your team needs by watching them take criticism and/or praise. Take notes.
Write down your strengths (honesty, empathy etc.) and try to trace a path to how you can use those to reach specific KPIs in your organization.
Make a list of leaders who have inspired you personally (3) and mentors in the public eye you admire (10).
Invite someone from the first list to coffee or dinner. Pay.
Watch a speech or video of a person on the second list and write down what it is that makes you admire their leadership qualities.
Did you miss all the #TChatty goodness?
Well you can catch up by listening to this week’s #TChat Radio Show or taking a look at our Storify of the #TChat conversation.
Closing Notes & What’s Ahead
GRATITUDE: Thanks again to Todd DeWett for giving us an inspiring look into authentic leadership! Check out his site at drdewett.com!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it!! If you recap #TChat make sure to use this link so we can find you!
WHAT’S AHEAD: Next week at #TChat Events, we’ll be talking about wholehearted leadership and employee engagement. Kevin Kruse is going to be our radio guest and Nancy Rubin will be our moderator. See more information in the #TChat Preview this weekend, and save the date: Wednesday, April 2!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
If you’ve been working in the recruiting, workforce, HR or leadership space, you’re well aware of how LinkedIn can be used for…work. But there is more to the professional networking behemoth than sourcing and recruiting (not that it’s a slouch in that department either).
Professional prospecting, or “panning for sales gold” as I like to call it, was the subject of last night’s #TChat and our guest Viveka von Rosen had some incredibly interesting tidbits to share. The CEO of LinkedIn to Business and a published author (nab her book, LinkedIn Marketing in an Hour a Day, here) gave #TChatters inside information about how to use LinkedIn to unearth new deals and create additional opportunities from sales, leadership and yes, employment perspectives.
The Mainstays
“Dynamic LI profiles are ones tended to like a growing garden: with care & frequent watering” @DawnRasmussen is right. You get out of LinkedIn what you put into it. There are countless ways to update your LinkedIn profile and all of them add value to getting you MORE sales, more leads…more connections. So get in there!
Nearly everyone agreed that LinkedIn is a powerful tool, but the cons listed had to do with lack of visibility, frequent pulled support for favorite tools and an ever changing user experience. But in #TChat as in life, there were a whole lot more pros. Included in the list?
The breadth of information available on LinkedIn
The ability to find anyone via one’s own network
The third-party tools built to work with the platform (shout out to @rapportive)
The new and improved search UX
Stuff You Can Do
Didn’t have time to attend? Try these five-minute new tricks to make baby steps toward using LinkedIn for prospecting:
Find and connect with those who have “viewed your profile”
Search out people in your area
Create buyer personas and make a target list and send personalized emails (you get 5 free!)
Ask and answer questions in your chosen fields
Join groups to get the inside track in your industry (you have up to 50!)
Of course, change your profile URL to something recognizable
Put keywords you think your target market or candidate will be searching
Connect your Slideshare account and keep it updated
For the organization: Check out this article from our friends at Social Media Examiner on how to make the most of your company page. Jonesing for the unique #TChat interactions or want to see who said what?
Closing Notes & What’s Ahead
GRATITUDE: Thanks again to Viveka von Rosen for enlightening us on LinkedIn! Check out her full site at LinkedIn to Business.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it!! If you recap #TChat make sure to use this link so we can find you!
WHAT’S AHEAD: Next week at#TChat Events, we’ll be talking about authentic leadership. Todd DeWett is going to be our radio guest, and Kevin Grossman will be our moderator. See more information in the #TChat Preview this weekend, and save the date: Wednesday, March 26!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
Pharrell is always on the brink of what’s in and he knew that 2014 was the time to be “Happy.” Last night’s #TChat featured everyone’s (and Pharrell’s) favorite contagion: optimism.
The majority seemed to be on the same page with this one. Who knew that people like positivity? Our guest Shawn Murphy and his bright side of life attitude brought us right to the heart of the issue: “Optimism is about believing that good things are possible in the work we do.”
Bright Smiling Selfies
“Collaborating and allowing everyone to win.” @CASUDI makes a great point. All parts of an office must feel like they have brought something great to the table. Having an optimistic workplace starts with the attitude an individual brings to the office, but creating a positive work environment takes a whole team.
What can we do to bring the good vibes on? Breanne Harris of Critical-Thinkers.com said, “Finding solutions and innovating. Stop pointing out the problems and offer solutions. Optimism is everyone’s jobs.”
And this seemed to be a recurring suggestion. While the first (and sometimes hardest step) is learning to admit to problems, what a workforce really needs is possible solutions to the issues being faced.
Transparency and Communication
And as always, creating an honest environment leaves more room for managers and employees to share all challenges being faced. Alli Polin agrees: “When people see all the cards on the table, optimism isn’t blind. Share and communicate with each other.”
Start with Your Attitude
Sure, it’s easy to say you want a more positive workplace, but when it comes down to it, if you aren’t working to make a difference, then it’s all just a pretty dream. Christopher Lind may be talking about employees, but the truth is that everyone could stand to hear this bit of advice: “Ask questions and engage leadership. Sometimes you have to make your own way and not wait on others.”
Check out Megan’s article How To Make Work Matter to learn the ways to get started in your office. Speaking of making your own way, take a peek at all that was discussed last night on last night’s #TChat with our Storify presentation!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it!!
WHAT’S AHEAD: Next week at#TChat Events, we’ll be getting down to what you really need to know about social media. Nancy Rubin is going to be our guest moderator. See more information in the #TChat Preview this weekend, and save the date: Wednesday, March 19!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
Notice a difference in this week’s recap? That’s because we’re on the verge of launching our newsletter. Stay tuned for sign up details and you can receive #TChat questions before anyone else, get insight from Meghan on the week ahead and more!
(Editor’s Note: Looking for details from the week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)
Muppets. Cake. And Disruption.
What do those three things have in common? They were all featured on last night’s #TChat.
We knew the topic would be controversial just as much as we knew the host would be her gracious self. But despite her Southern cool, Jennifer McClure is here to change the game and she wants to take #TChatters along for the ride.
Jeremy Ames seemed to crystallize the evening when he said: “In some ways, HR is becoming more organization-specific, which means that the most important skills vary company to company.”
The very definition of what we do is changing. So we might as well bring on the chaos of disruption!
Learning to be OK with Chaos
“Complacency is definitely the work place killer.” We can’t even count how many times this gem was retweeted. (I mean, we can. We have stats, but still, it was quite the belle of the ball statement.) First uttered by 15Five, it’s so true. Complacency kills pretty much all relationships, why not the ones we experience at work?
How can we avoid complacency? You’ve got it. Change. And change is the very thing HR is usually brought in to manage. Change = Chaos in the minds of many of our most prevalent practitioners. The trick then, is making change a good thing.
While it’s nice to talk about potentially changing our workplaces, it must be more urgent than that, as the workforce is not-so-slowly changing around us. Emilie Meck said: “You can’t use yesterday’s ideas today and expect to be in business tomorrow.” And it’s not just a slide in a presentation, people, change is afoot! But speaking of presentations….
The first step towards true disruption is authenticity. And not the tired old authenticity that is really just more energetic corp-speak, but true authentic experiences within the enterprise, being shared by employee ambassadors because they are AWESOME and not because management said you have to tweet 5 times a week.
@VirginPulse Being authentic is really important – it’s how you start to build cultures.
As you pursue authenticity are you paying attention to those around you? Disruption is inherently IDEA driven and no man is an island when it comes to those. Pay attention to what your colleagues are proposing or maybe, what they are too shy to put forward.
@IgloooSensei Ideas are disruptive by nature. Consideration might be the most undervalued interpersonal resource #tchat
In fact most of the solutions presented to our questions (check out the preview here) were more systemic and low-tech. Look at the reasons HR should embrace disruption (we could get left behind) and the ideas to do so within an organization (giving employees an involvement in the success of the business).
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it!! Check out this recap from Amanda Sterling.
WHAT’S AHEAD: Next week at #TChat Events, we’ll figure out how to create optimism at work and why it matters. Switch and Shift’s Shawn Murphy is going to be our guest moderator. See more information in the #TChat Preview this weekend, and save the date: Wednesday, March 12!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
Notice a difference in this week’s recap? That’s because we’re on the verge of launching our newsletter. Stay tuned for sign up details and you can receive #TChat questions before anyone else, get insight from Meghan on the week ahead and more!
(Editor’s Note: Looking for details from the week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)
“Our employees are our greatest asset.”
Year after year, it seems like employers focus on the same catchphrase.
Meanwhile, workforce engagement statistics continue to crawl along the ocean floor like bottom feeders scouring for scraps. It’s like being caught in a time-travel wormhole that loops back on itself, with only our clothing styles and digital technologies changing along the way.
Even professionals with specialized “knowledge skills” are caught in this spin cycle. And for too many in today’s workforce, it’s not just monotonous, but overwhelming.
Breaking the Perpetual Talent Spin Cycle
Of course, at the end of the day, “overwhelmed” workers are at the mercy of employers. But when all else fails, a disengaged employee’s only true leverage is the power to leave.
Until recently, the economic crisis made that option unthinkable for many. But today, a much different picture is emerging. The ability to exercise career choice is fundamentally changing the workplace, one painful decision at a time. You’ve heard it before – no pain, no gain.
Take Wall Street for example. The financial industry has had a long climb back from the darkest days of recession. But, as a recent NPR Planet Money podcast reports, many new banking recruits are struggling to stay immersed in an industry that puts money above all else. They want to do more than just make money — they want to make the world a better place.
Does Wall Street need to redeem itself, though? Does it need to realign with the needs of the best and brightest it wants to employ? Maybe. Or maybe those recruits should consider other employers — or make their own entrepreneurial magic.
According to new global talent strategy research, companies are focusing on retention, engagement and “attraction of talent” more than they have in nearly a decade. In fact, more than 60% of organizations say that dealing with “the overwhelmed employee” is a top priority.
Employees Rewrite Rules of Engagement
Yes, the overwhelmed employee is redefining the workplace — one painful change at a time. But smart companies are finding ways to be responsive. Here are two examples we discussed at #TChat this week with our guest, Josh Bersin, Founder and Principal of Bersin by Deloitte:
1) Continuous Development: Most knowledge workers are taking it upon themselves to “skill up” — to keep themselves marketable, relevant and valuable. Often this happens outside of the enterprise via MOOCs (Massive Open Online Courses) and online learning sites. Video, in particular, is gaining ground as medium for “anytime” access to self-paced learning. Employers should look for ways to mirror these learning experiences internally.
2) Flexible Work Options: As it becomes increasingly difficult to recruit, hire and retain top performers for highly skilled positions, flexibility has become a negotiating chip. Remote work, nontraditional daily and weekly schedules, contract and part-time relationships, unlimited personal time — you name it. Again, wise companies recognize the value of offering these choices to attract and retain the very best.
Yep, no pain, no gain. Clearly, there’s a long road ahead. But progressive employers are starting to step up to the challenge that overwhelmed employees are presenting. And that’s a step in the right direction.
SUN 2/23:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a brief G+ hangout, where he talked with Josh Bersin about how today’s talent pool is gaining bargaining power from employers. Read: “Work: Employees Rewrite The Script”
#TChat Twitter: Immediately following the radio show, Meghan, Kevin and Josh moved over to the #TChat Twitter stream, where the entire TalentCulture community discussed 5 key questions about emerging workplace talent trends.
See highlights from the Twitter stream the Storify slideshow below:
GRATITUDE: Thanks again to Josh Bersin for sharing new global talent research with our community. Your insights brought tremendous depth and dimension to the discussion.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week at #TChat Events, we’ll take a very special look at forces that are disrupting HR from the inside out, with our guest Steve Browne, Executive Director of HR at LaRosa’s Inc. See more information in the #TChat Preview this weekend, and save the date: Wednesday, March 5!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
We’ll see you on the stream!
(Editor’s Note:CONGRATS to Paul Thoresen — winner of the recent Pebble smartwatch giveaway from Dice! And thanks to all the #TChat contributors who shared tech recruiting ideas and questions with Dice and #FutureofTech.)
https://talentculture.com/wp-content/uploads/2014/02/httpwww.flickr.comphotosrohdesign5167021736sizeslinphotostream__5167021736_9fe969031d_b1.jpg350700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-02-27 14:13:472020-05-27 17:04:05New Rules of Employee Engagement #TChat Recap
(Editor’s Note: Are you seeking highlights and resource links from this week’s #TChat Events? See the #TChat Recap: “New Rules of Employee Engagement.”)
Have you heard the news?
Unless you’ve been living in a cave far removed from the HR grid, you know that employee engagement is alarmingly low — only 30% in the U.S. and 13% globally, according to 2013 reports.
The definition of work is being turned on its head. People are bringing a whole new set of expectations to their jobs today.
This shift is real. It’s a force that even the most successful employers can no longer afford to ignore. And according to Josh Bersin, Founder and Principal of Bersin by Deloitte, this reality is supported by hard data from companies around the globe. As he said when he declared 2014 The Year of the Employee:
“The war for talent is over, and the talent won.”
So, what is really driving today’s workplace transformation? And what are its implications for talent strategies in high-performance organizations? That’s the topic the TalentCulture community is tackling this week at #TChat Events, as Josh Bersin shares new insights from rigorous research his team just completed.
Sneak Peek — The Year of the Employee
To frame this week’s discussion, I briefly spoke with Josh in a G+ hangout, where we talked about the fundamentals that are driving workplace change:
This topic is vital for talent-minded professionals everywhere, so we hope you’ll join the #TChat conversation this week and share your questions, opinions and ideas!
#TChat Events: Are Employees Finally In The Driver’s Seat?
#TChat Twitter — Wed, Feb 26 — 7pmET / 4pmPT Immediately following the radio show, Meghan, Kevin and our guests will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community.
Everyone with a Twitter account is invited to participate, as we gather for a dynamic live chat, focused on these related questions:
Q1: How are high-performing companies improving the way they recruit and hire? Q2: How do talent analytics help employers understand workforce performance? Q3: What are the key engagement initiatives for employers today? Q4: As competition heats up for top talent, how are employees leveraging their influence? Q5: What issues do employees face today that are shaping the future of work?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed, and in our new TalentCulture G+ community. So feel free to drop by anytime and share your questions, ideas and opinions.
1) More employers recognize the value of flexible work models,
2) Workers are open to remote options, and
3) New cloud-based technologies make it easy to connect, communicate and collaborate.
Many employers now allow members of their workforce to operate entirely from home — while other companies support more limited forms of telecommuting.
Telework = Serious Savings
There are compelling business reasons why organizations and individuals should evaluate this trend. According to research compiled by Global Workplace Analytics, 50 million U.S. employees have jobs that are compatible with telecommuting, and are willing to pursue it at some level. It’s estimated that, each year, if all those who are able and willing worked from home even half of the time, a typical employer would save $11,000 per person, while the typical telecommuter would save $2,000-$7,000.
But regardless of how much money telecommuting can save, one thing is certain — it’s essential to invest in viable technology to ensure that remote workers can succeed in their role.
See the infographic and more details at Mashable
3 Keys to a Telework Technology Plan
Before assuming which tools are ideal, it’s wise to look for helpful insights from workstyle studies. For example, a 2011 study by GIST profiles remote work behavior across multiple dimensions — identifying locations remote workers prefer, and revealing how they accomplish tasks on the go.
Of course, every business is unique, but when you develop a detailed technology plan for virtual workers, it’s essential to consider three key elements: communication, collaboration and connections. Here are some ideas to kick-start your process:
Communication: There are many technologies remote workers can use to stay in touch with team members, managers, customers, and others. Email probably remains the most common communication channel, but text messaging, chat, and instant messaging are also useful when people need to discuss projects, status and other issues in real-time. The good news is that many of those tools work in tandem or on top of popular workplace communications applications.
Skype and similar audio and video conferencing tools are highly affordable, reliable and are easy to deploy and support. They’re ideal for everything from small group meetings and business presentations, to more formal conference-like events. Google+ Communities and Hangouts are also gaining popularity as simple, freely available tools to help groups connect and discuss topics and projects via audio and video, with file sharing and social tools that enhance and extend those discussions.
Collaboration: Remote workers need tools that help them work together with others to generate ideas, solve problems and manage group projects. Google Docs is a great way to co-create content and share information among team members on an ongoing basis. Also, Dropbox and other cloud storage services are popular for exchanging, organizing and archiving content (especially larger files), and for easily accessing content while on the go.
Connections: With today’s vast array of freely available social media and cloud software solutions, keeping your workforce securely and reliably connected is becoming remarkably easy to do. Intranets provide dedicated virtual spaces that help distributed teams work together asynchronously, using embedded social tools to interact. And integrated suites of cloud-based tools like Google Apps for Business help workers easily create, share and manage all kinds of business documents and communications. To learn more about Google Apps for Business, watch this video overview:
Staying Ahead of the Curve
Whether you tap into new web-based tools, or you extend applications that your company already uses in-house, a technology plan is one way to be sure that all your remote contributors stay focused and productive, no matter where or when they’re working. The pace of cloud software innovation is so rapid, your biggest challenge may be staying ahead of new technology developments. However, your efforts should pay off, with telecommuters that are highly efficient and engaged in their jobs.
Your Turn
Does your company encourage telework arrangements? What tech-related issues do your remote teams face? What tools do you recommend to others?
(Editor’s Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at weekly events, or join our ongoing Twitter conversation anytime. Learn more…)
1) More employers recognize the value of flexible work models,
2) Workers are open to remote options, and
3) New cloud-based technologies make it easy to connect, communicate and collaborate.
Many employers now allow members of their workforce to operate entirely from home — while other companies support more limited forms of telecommuting.
Telework = Serious Savings
There are compelling business reasons why organizations and individuals should evaluate this trend. According to research compiled by Global Workplace Analytics, 50 million U.S. employees have jobs that are compatible with telecommuting, and are willing to pursue it at some level. It’s estimated that, each year, if all those who are able and willing worked from home even half of the time, a typical employer would save $11,000 per person, while the typical telecommuter would save $2,000-$7,000.
But regardless of how much money telecommuting can save, one thing is certain — it’s essential to invest in viable technology to ensure that remote workers can succeed in their role.
See the infographic and more details at Mashable
3 Keys to a Telework Technology Plan
Before assuming which tools are ideal, it’s wise to look for helpful insights from workstyle studies. For example, a 2011 study by GIST profiles remote work behavior across multiple dimensions — identifying locations remote workers prefer, and revealing how they accomplish tasks on the go.
Of course, every business is unique, but when you develop a detailed technology plan for virtual workers, it’s essential to consider three key elements: communication, collaboration and connections. Here are some ideas to kick-start your process:
Communication: There are many technologies remote workers can use to stay in touch with team members, managers, customers, and others. Email probably remains the most common communication channel, but text messaging, chat, and instant messaging are also useful when people need to discuss projects, status and other issues in real-time. The good news is that many of those tools work in tandem or on top of popular workplace communications applications.
Skype and similar audio and video conferencing tools are highly affordable, reliable and are easy to deploy and support. They’re ideal for everything from small group meetings and business presentations, to more formal conference-like events. Google+ Communities and Hangouts are also gaining popularity as simple, freely available tools to help groups connect and discuss topics and projects via audio and video, with file sharing and social tools that enhance and extend those discussions.
Collaboration: Remote workers need tools that help them work together with others to generate ideas, solve problems and manage group projects. Google Docs is a great way to co-create content and share information among team members on an ongoing basis. Also, Dropbox and other cloud storage services are popular for exchanging, organizing and archiving content (especially larger files), and for easily accessing content while on the go.
Connections: With today’s vast array of freely available social media and cloud software solutions, keeping your workforce securely and reliably connected is becoming remarkably easy to do. Intranets provide dedicated virtual spaces that help distributed teams work together asynchronously, using embedded social tools to interact. And integrated suites of cloud-based tools like Google Apps for Business help workers easily create, share and manage all kinds of business documents and communications. To learn more about Google Apps for Business, watch this video overview:
Staying Ahead of the Curve
Whether you tap into new web-based tools, or you extend applications that your company already uses in-house, a technology plan is one way to be sure that all your remote contributors stay focused and productive, no matter where or when they’re working. The pace of cloud software innovation is so rapid, your biggest challenge may be staying ahead of new technology developments. However, your efforts should pay off, with telecommuters that are highly efficient and engaged in their jobs.
Your Turn
Does your company encourage telework arrangements? What tech-related issues do your remote teams face? What tools do you recommend to others?
(Editor’s Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at weekly events, or join our ongoing Twitter conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2014/01/Network1-2.jpg348700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2014-01-14 08:02:512020-05-27 16:52:22Telecommuting Tools: What's Your Plan?
Candidate experience is one of those terms recruiters just can’t seem to shut up about. But unlike the blizzard of buzzwords mostly designed to sell consulting services and content marketing, it’s one that we should be discussing more. The reason is (unlike, say, employer branding), candidate experience actually is a concept that has real impact on real people and real recruiters every day.
Forget, for a second, the normal argument about business value and brand equity that seems inexorably intertwined with the candidate experience conversation. It’s actually kind of sad that we need to frame basic courtesy as a business case. Forget, also, the fact that many of the issues around candidate experience stem from bad technology and process, not necessarily bad recruiters.
Recruiting’s Problem Child
Candidate experience is perhaps the only issue every recruiter seems to agree on, with minimal dissent. We bicker all day about minutiae like in-house vs. third party, or when’s the best time of the day to send a job-related tweet — but no one disagrees with the fundamental facts that candidate experience counts, and that what we’re doing to fix it isn’t working.
The data generated by initiatives like the Candidate Experience Awards and products like Mystery Applicant provide valuable benchmarks. However, meaningful metrics and actionable insights simply reinforce a hypothesis upon which everyone already agrees, but treats with apathy more often than action.
See the Candidate Experience petition at Change.org
Who Can Fix Candidate Experience?
It’s time to reframe the candidate experience discussion. We need to move from identifying the problem (we know it exists) and pinpointing its causes (the “why” is really irrelevant), to what companies actually can do about it. But that seems unlikely, because this issue is so big, and employers have been getting it so wrong for so long. What’s more, the HR industry seems more concerned with candidate experience as a commodity instead of an issue that demands conscious, meaningful change from the inside out. Instead, an improved candidate experience must start with the candidates themselves – and we’re all candidates, eventually.
Recently, I surveyed various professional networks and career-focused social media groups about this topic. Although the methodology was informal and unscientific, the results are noteworthy. For example, 80% of candidates (and about 50% of career services professionals and coaches) have never even heard of the term “candidate experience.” That low Q score likely skews high, considering the source – primarily active candidates who also engage about their searches on social media. Interestingly, this same group of non-mystery applicants also seems convinced that searching for jobs is a pain in the ass, applying online takes too much time, and they’ll likely never hear back from employers or recruiters who receive their application.
We’re not going to solve this issue overnight. But the first step (one that too often seems overlooked) is simple. Candidates need to recognize that it doesn’t have to be this way, and make their voices heard. We’ve done a good job of “managing” — and diminishing — candidate expectations to the point where they’re essentially minimal. But if job seekers demand better — if candidates say that this isn’t the way hiring should be — then employers will eventually listen. But how can we be sure they’ll actually do something to improve the status quo?
Because in HR, it’s hard to change a mindset. It’s far easier to change the law. So please sign the petition nowand make your voice count. I welcome your revisions, suggestions and/or comments.
https://talentculture.com/wp-content/uploads/2013/12/Change.org_Logo.jpg292583Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-12-09 12:19:392020-05-27 16:43:49Compliance: Why It's The Only Fix For Candidate Experience
Candidate experience is one of those terms recruiters just can’t seem to shut up about. But unlike the blizzard of buzzwords mostly designed to sell consulting services and content marketing, it’s one that we should be discussing more. The reason is (unlike, say, employer branding), candidate experience actually is a concept that has real impact on real people and real recruiters every day.
Forget, for a second, the normal argument about business value and brand equity that seems inexorably intertwined with the candidate experience conversation. It’s actually kind of sad that we need to frame basic courtesy as a business case. Forget, also, the fact that many of the issues around candidate experience stem from bad technology and process, not necessarily bad recruiters.
Recruiting’s Problem Child
Candidate experience is perhaps the only issue every recruiter seems to agree on, with minimal dissent. We bicker all day about minutiae like in-house vs. third party, or when’s the best time of the day to send a job-related tweet — but no one disagrees with the fundamental facts that candidate experience counts, and that what we’re doing to fix it isn’t working.
The data generated by initiatives like the Candidate Experience Awards and products like Mystery Applicant provide valuable benchmarks. However, meaningful metrics and actionable insights simply reinforce a hypothesis upon which everyone already agrees, but treats with apathy more often than action.
See the Candidate Experience petition at Change.org
Who Can Fix Candidate Experience?
It’s time to reframe the candidate experience discussion. We need to move from identifying the problem (we know it exists) and pinpointing its causes (the “why” is really irrelevant), to what companies actually can do about it. But that seems unlikely, because this issue is so big, and employers have been getting it so wrong for so long. What’s more, the HR industry seems more concerned with candidate experience as a commodity instead of an issue that demands conscious, meaningful change from the inside out. Instead, an improved candidate experience must start with the candidates themselves – and we’re all candidates, eventually.
Recently, I surveyed various professional networks and career-focused social media groups about this topic. Although the methodology was informal and unscientific, the results are noteworthy. For example, 80% of candidates (and about 50% of career services professionals and coaches) have never even heard of the term “candidate experience.” That low Q score likely skews high, considering the source – primarily active candidates who also engage about their searches on social media. Interestingly, this same group of non-mystery applicants also seems convinced that searching for jobs is a pain in the ass, applying online takes too much time, and they’ll likely never hear back from employers or recruiters who receive their application.
We’re not going to solve this issue overnight. But the first step (one that too often seems overlooked) is simple. Candidates need to recognize that it doesn’t have to be this way, and make their voices heard. We’ve done a good job of “managing” — and diminishing — candidate expectations to the point where they’re essentially minimal. But if job seekers demand better — if candidates say that this isn’t the way hiring should be — then employers will eventually listen. But how can we be sure they’ll actually do something to improve the status quo?
Because in HR, it’s hard to change a mindset. It’s far easier to change the law. So please sign the petition nowand make your voice count. I welcome your revisions, suggestions and/or comments.
https://talentculture.com/wp-content/uploads/2013/12/Change.org_Logo.jpg292583Matt Charneyhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMatt Charney2013-12-09 12:19:392020-05-27 16:44:02Compliance: Why It’s The Only Fix For Candidate Experience
(Editor’s Note: Are you looking for full highlights and resource links from this week’s events? Read the #TChat Recap: “Candidate Experience: Getting It Right.”)
The concept has been gaining visibility in HR circles for years. Along the way, we’ve explored the topic multiple times at #TChat events, and on this blog.
The term isn’t yet part of a typical job seeker’s vocabulary. But people don’t need to speak HR lingo to know if a prospective employer treats them with courtesy and common sense. Regardless of whether a candidate is hired, those impressions make a lasting impact. And in a world where both top talent and brand loyalty are scarce, companies ignore these fundamentals at their peril.
Candidate Feedback: Thunder Rolls
Of course, word now travels incredibly fast on social channels. And with organizations like The Talent Board (the “CandE” Candidate Experience Awards people) paying close attention, the voice of the candidate is getting louder all the time.
In fact, response to this year’s “CandE” survey was thunderous. Nearly 50,000 former job candidates invested 40 minutes each to tell The Talent Board how employers managed their application and interviewing process. Imagine the insights that will come from all of those data points!
Fortunately, we don’t have to wait much longer to find out, because this week, we’ll hear “early returns” from two of the leaders behind the survey:
To kick-off this week’s discussion, Gerry joined me for a brief G+ Hangout, where we discussed the focus and importance of this year’s analysis:
If you’re an HR professional, or a business leader who wants to know how to win hearts and minds through recruiting best practices, you won’t want to miss this week’s #TChat conversation!
Immediately following the radio show, our discussion moves to the #TChat Twitter stream for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these 5 related questions:
Q1: Why does “candidate experience” continue to be a hot topic? Q2: As a “perpetual candidate,” what would you like employers to fix? Q3: What hiring process improvements have you seen that worked? Q4: Why don’t more companies request + act on candidate feedback? Q5: What technology traps keep the candidate experience painful?
We look forward to hearing your feedback, as talent-minded professionals — so bring your best ideas from both sides of the hiring table.
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
Developing an extraordinary internship program can be a long and winding journey. You’ll face plenty of bumps in the road, and perhaps lots of trial and error. And as we’ve seen in the news recently, you may even discover some controversy.
But overall, internships can be very beneficial for organizations — not just because enthusiastic young workers are contributing to your business goals. Internship programs can also open the door to a more diverse workforce, help add fresh perspectives to your brand, attract other young talent to your organization, and more.
Of course, employers aren’t the only ones who benefit. Although the state of the internship has shifted over time, its overarching goal remains the same — students and recent grads should gain something educational from their work experience. So, what do today’s interns really want to accomplish, and what else should employers know about them?
The following infographic, based on student employment data from InternMatch, offers insights to help employers map out a more effective internship program. Here are some highlights:
• 38% of interns want better pay
• 30% want opportunities to perform meaningful work
• 47% are interested in access to executives and mentorship
• California, New York, and Florida are three of the top states for finding college talent
Do any of these statistics surprise you? Check out the full infographic below, and share your thoughts in the comments area.
What are your thoughts? Have you experienced these trends — as an intern or as an employer?
“The ability to market to prospective talent with or on a mobile device. More importantly, mobile recruiting is about the opportunity to connect with job seekers anywhere, and at any time; provide a better candidate experience; streamline your own process; and engage job seekers in entirely new and unique ways.”
It sounds like a lofty goal — but how do we get there from here? And how are employers overcoming key issues in implementing mobile strategies? To keep the conversation grounded, we welcomed two experts in talent acquisition:
(Editor’s Note: See highlights from the #TChat events and related resource links at the end of this post.)
Mobile Is Everywhere — Why Isn’t Mobile Recruiting?
Many #TChat participants agreed that mobile recruiting is becoming a necessity, as individuals increasingly rely on smart phones and tablets to connect with information and people in our personal and professional lives.
The convenience of mobile access is rapidly translating into job search behaviors, even though many employers haven’t yet optimized their websites for mobile access. SimplyHired says that the number of workers looking for jobs via mobile devices has skyrocketed, from 2.3 million to 9.3 million in the past year. Talemetry, says that 70% of job seekers are using mobile platforms, while Beyond.com estimates even higher, at 77%. (See the article and infographic.)
However, as the Wall Street Journal explained earlier this year, most companies aren’t moving fast enough. According to a recent CareerBuilder study, only 20% of Fortune 500 companies have mobile-optimized career sites. What is everyone waiting for? Read the full report, “Trends in Mobile Adoption: An Analysis of Mobile Recruitment Efforts Across Industries.”
Mobile Excellence: What Does It Look Like?
So, what does it take for employers to be “mobile recruitment ready”? Ideally, it starts with a website that is that is optimized for mobile interaction. SnapHop, a company that provides mobile talent management solutions, says these elements are necessary for a great candidate experience:
• Support for all mobile platforms — access to sites from anywhere using, any mobile device; • Location awareness — automatically sense the candidate’s location and filter information accordingly; • Personalization — tailor information and recommendations by uncovering candidate preferences; • Social media presence — leverage social channels to connect with candidates and share relevant, timely content; • Responsive design — ensure that on all platforms, content is easy to skim and consume, and navigation flows with a minimum of resizing, panning, and scrolling.
And what did the #TChat crowd say about the pros and cons of mobile recruiting? Check the highlights slideshow and other resource links below for great facts, real-world stories and ideas from across the TalentCulture community.
#TChat Week-In-Review: Mobile Devices + Recruiting = Perfect Match?
#TChat Twitter: Immediately following the radio show, Meghan, Kevin and guests moved over to the #TChat Twitter stream as I led the TalentCulture community through a conversation focused on 5 key questions. For highlights, check the Storify slideshow below:
#TChat Insights: Recruiting Is Rockin’ Mobile Platforms
GRATITUDE: Thanks again to Jessica Miller-Merrell and Rayanne Thorn for helping us explore the potential of mobile platforms in the recruiting process. Your knowledge and passion are infectuous!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about mobile recruiting trends or issues? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we dive into another fascinating topic — the role of social media in building brand influence. So save the date (November 6) for another #TChat double-header!
Hiring the best talent for your company’s open positions should never feel like a gamble. Yet all too often, recruiters feel like they’re just rolling the dice, hoping to discover the ideal candidate.
Fortunately, the hiring process no longer has to feel like a game of chance, thanks to a wealth of smart new technologies, from social media sourcing to video interviewing. It’s always a good move to leverage innovative tools that can help make recruitment faster and easier.
The infographic below (compiled by Spark Hire, an online video resume and interviewing platform), shows that more employers are taking their chances with HR technology. It also suggests some compelling reasons why. For example:
• 94% of recruiters plan to use social media in their recruitment efforts • More than 6 in 10 employers now use video interviews in their hiring process • Big data is expected to generate 4.4 million jobs by 2015 • Companies will spend more than $2 billion on gamification services by 2015 • 70% of active job seekers are using mobile devices to look for jobs
New HR technology can help remove the guesswork from the hunt for top talent. Mobile recruiting can make it easier for candidates to apply, while video interviews can help you see beyond a candidate’s online poker face. If you roll the dice and apply winning technology across the recruiting process, the odds are likely to give you an advantage in today’s talent acquisition game.
Does your organization compare with others in applying new technology to HR? Check out infographic below, and share your opinions in the comments area!
What do you think? What new hiring technology has helped your company the most?
https://talentculture.com/wp-content/uploads/2013/10/BetonTech.jpg250550Heather Huhmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngHeather Huhman2013-10-03 13:02:102020-05-25 18:00:18Why Recruiters Should Bet on Technology
Having a hard time finding the right employee for the job? You may be looking at the wrong group of candidates. According to recent reports, hiring within the flexible job market has steadily increased over the past 12 months. In addition, employers plan to hire more flexible workers this year than any other year before.
So, why is it in your best interest to consider flexible workers?
This infographic, compiled by Hourly (an employment network that quickly matches people who are interested in flexible positions with the right opportunities), illustrates why the flexible talent pool is the group to watch. Some noteworthy takeaways:
40% of employers plan to hire temp workers this year, and more than 80% plan to increase their flexible workforce;
25 million Americans work part-time, 20 million telecommute, and 10 million are independent contractors;
39% of temporary workers will transition into full-time jobs.
https://talentculture.com/wp-content/uploads/2013/08/httpwww.nicolelapointe-mckay.blogspot.com_.jpg351700Heather Huhmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngHeather Huhman2013-08-21 07:15:142020-05-25 17:52:005 Reasons To Hire Flexible Talent
Last night at #TChat forums, we came, we saw, and we disrupted. But this wasn’t random disruption. It was organized chaos — all in the name of knowledge sharing among talent-minded professionals. (For tweet-by-tweet highlights, see the Storify slideshow below.)
Business technology analyst Jim Lundy helped lead the TalentCulture community conversation this week, as we explored the most disruptive innovations on the horizon, and discussed their potential impact on the world of work.
As Jim explained in a blog post yesterday, innovation is at the heart of how we measure companies today. Organizations must have a robust approach to managing innovation. Although disruptive innovation is based on technology, its success actually depends upon how well people understand and apply it in real-world environments.
What Is Disruptive Innovation?
The concept of disruptive innovation was first coined by the soft-spoken Harvard professor Clayton Christensen in 1997. Think of it as technology that transforms a market or sector by introducing simplicity, convenience, accessibility and affordability where complexity and high cost are the norm. At first blush, a disruptive innovation may seem inconsequential or unattractive, but ultimately it can radically redefine whole industries or sectors.
In this brief video, Professor Christensen describes how he introduced the theory to former Intel CEO, Andy Grove:
The Value of Innovation: Big Dollars In Disruption
See the disruptive innovation chart and article at the New York Times
What does all this mean, in terms of business benefits? A new McKinsey report examines the economic impact of 12 emerging disruptive technologies — led by the mobile Internet and knowledge work automation. As the New York Times illustrates, by 2025, these 12 technologies are expected to create a whopping $33 trillion a year in global business value.
Lesson 1: Corporate social responsibility programs and cause marketing are linked and drive employee engagement.
Lesson 2: Engaged employees are proud of your organization’s values and they are loyal to your company.
Lesson 3: Engaged employees are recruited, not created.
What do you think of this framework for “disruptive” engagement? How far into organizational process should “disruption” reach?
Big Issues — Big Ideas
This week’s events challenged each of us to take a fresh look at our personal and organizational attitudes, values and behaviors when it comes to technology and innovation. But we’ve only just begun to push the envelope! Thanks for contributing your thoughts and concerns — we look forward to hearing more from you on this topic. In case you missed any of the #TChat action, we invite you to review highlights in the slideshow below, along with other related resources.
#TChat Week-in-Review: Technology Disruption and Adoption
Forbes.com Post: Several previous posts from TalentCulture CEO, Meghan M. Biro underscored technology advancements, and their implications for today’s workplace. Read:
#TChat Twitter: Immediately following the radio show, Jim joined the entire TalentCulture community on the #TChat Twitter stream for an open conversation about disruptive technologies in today’s workplace. If you missed the action, or want to review highlights, check out the Storify slideshow below:
#TChat Twitter Highlights: Technology Innovation: Disruption and Adoption
GRATITUDE: Thanks again to Jim Lundy for generously sharing insights about today’s most innovative workplace technologies. It’s exciting to peek into the future of work with experts like you!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about innovation, disruption and corporate culture? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, our “summer restart” series continues, with a look into the strategic business value of workplace flexibility. So plan to join us, and check for details this weekend on TalentCulture social channels.
In the meantime, the World of Work conversation continues everyday. So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or on other social channels. And feel free to explore our redesigned website. The lights are always on here at TalentCulture, and your ideas and opinions are always welcome.
If you’re looking to add value to your company, taking on an intern who’s only “good enough” just doesn’t cut it. Of course, every internship applicant isn’t going to knock your socks off with stellar skills, experience, and a fresh perspective. But what should you expect?
Let’s face it: Hiring interns can be a challenge. Although candidates may look good on paper, interviews often reveal a whole different story. Some students and recent graduates may stumble into your office lacking any knowledge or interest in your company. Others may offer attractive skills or experience, but want a hefty salary. And others may balk at an entry-level role that seems uninspiring.
What To Do?
Building a strong internship program starts with a long-term vision. It’s about finding talented young candidates who demonstrate potential to transform into full-time hires. What should you look for on you mission to find a rockstar? Consider the “best” and “worst” profiles in the following infographic from InternMatch, an online platform that specializes in connecting intern candidates and employers. It highlights some fascinating statistics about Millennials (aka Generation Y):
89% say that constantly learning on the job is important
40% think they’re smarter than their boss
40% say they should be promoted every two years, regardless of performance
50% prefer unemployment to working at a job they hate
What Have You Discovered In Hiring Interns?
Do you agree with these statistics? What traits matter most when you hire interns from today’s pool of young talent? Share your thoughts in the comments section below.
The hiring scene today is like two sides of a rolling coin. On one side, five generations of diverse candidates are clamoring for what’s on the other side — a mash-up of full-time, part-time, outsourced and freelance jobs that continue to be redefined on-the-fly by disruptive economic, business and technology forces.
This controlled chaos challenges job seekers to demonstrate professional value through new social channels — while simultaneously challenging employers to recruit the right talent through those same social channels. It sounds like a perfect candidate fit should be easy to find. But as #TChat-ters know, the world of work isn’t perfect — and it leaves a lasting impression, for better or worse.
Good News: The so-called recruiting “black hole” (that awkward space where employers fail to share any status or notifications with job candidates) is fading.
Bad News: There’s still room for improvement, even among pace-setters.
– Only 1 in 3 companies ask for feedback from job candidates who don’t advance to the final evaluation round. And +90% of rejected candidates say they weren’t asked for feedback after they learned about their status. This means employers are missing meaningful insight from a broad spectrum of candidates.
– More than 50% of candidates say they’re likely or very likely to tell close friends about their experience — regardless of whether it was positive (74%) or negative (61%). Connect the dots and you’ll see huge implications for employer brands.
So, how can we improve upon today’s standard of practice? That’s exactly why applications for 2013 CandE Awards are being accepted. It’s also why #TChat focused on the topic this week — to encourage creative thinking and knowledge sharing among members of the TalentCulture community. We’ve captured highlights and resources below — feel free to review and comment anytime, and share with others who might benefit.
Together, we can raise the bar — so every brand can win.
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro examined some of the key ways companies can recruit top-notch talent by improving their recruiting experience. Read “4 Steps Of Leaders Who Win Stellar Talent.”
#TChat Twitter:#TChat-ters came together on the Twitter stream to share thoughts, concerns and opinions about the impact and influence of the candidate experience in today’s world of work. If you missed the real-time Twitter action, or would like to review highlights, watch the slideshow below:
#TChat Twitter Highlights: “Does Your Hiring Process Speak For Your Brand?”
SPECIAL THANKS: Again, a nod to this week’s guests Elaine Orler and Gerry Crispin. We’re inspired by your expertise and passion for improving the candidate experience.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about your hiring experience? Suggestions perhaps? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week we move on to the topic of open leadership with enterprise learning expert Dan Pontefract. We’ll talk about collaborative leadership models that drive productivity, engagement and improved business results. Stay tuned for details this weekend!
Until then, the World of Work conversation continues each day. Join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.
https://talentculture.com/wp-content/uploads/2013/06/httppixabay.comenrace-aircraft-sky-clouds-92193.jpg9591917Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-06-06 17:37:082020-05-25 17:20:42Hiring Is Hard: May The Best Brand Win #TChat Recap
Change. We all feel it. It’s become a relentless business reality — and the pace just continues to accelerate.
Now, however, the structure of work itself is changing. This means HR processes and programs are also shifting in fundamental ways.
The evidence is all around us. HR organizations are becoming flatter, more flexible and more agile — as we discussed several weeks ago when exploring “Talent in the Cloud.” And increasingly, talent strategies are driven by insights from relevant research and data analysis.
What does this suggest for the next chapter on the human resources management front? What issues and opportunities should be foremost on HR practitioners’ minds?
These are the questions that the HRO Today Forum will tackle in Philadelphia, April 30-May 2. And that’s what we’ll also discuss throughout the coming week in the TalentCulture community.
Tune into #TChat Radio – Live on Tuesday or on-demand after
Join us this week, as our TalentCulture community examines what it means to create and sustain a world-class workforce:
#TChat Radio — Tuesday, April 16 at 7:30pmET / 4:30pmPT Elliot joins hosts Kevin W. Grossman and Meghan M. Biro to tackle key issues facing today’s HR practitioners, and how data is increasingly being used to shape talent planning, acquisition and management.
#TChat Twitter – Wednesday, April 17 at 7pm ET / 4pm PT Everyone is welcome to join our open, online Twitter forum, as talent-minded professionals exchange ideas in real-time about these key questions:
Q1: What are the primary elements of today’s world-class workforce? Why? Q2: Can gamification really help us recruit, engage and retain employees? Why/why not? Q3: The contingent workforce continues to grow; how can companies truly integrate with FT employment? Q4: Why are manager and employee self-service technologies so important to the enterprise? Q5: Will mobile workforce communication/collaboration circumvent other forms? Why/why not?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/04/ChangeAhead_TimThumb.png.jpg440883Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-04-13 16:25:592020-05-25 16:38:58Building a World-Class Workforce #TChat Preview + Video
Predictions are like horoscopes — a fun way to pass the time, and a fabulous way to capture the imagination. Take the impending “Mayan” apocalypse for example. Most consider it rubbish. Yet, thanks to human fascination with folklore and the future, along with social media’s continuous need to “feed the beast,” the influence of the Mayan calendar is reaching across centuries to tweak us under the collective chin with provocative ideas about the end of the world.
Now THAT’S a remarkable demonstration of culture and the power of predictions!
But wait just a minute. Isn’t there a larger lesson to learn here? I don’t think it’s really about the predictions, themselves. Instead, it’s about how skewed “reality” can become as it passes through time, and through many perceptual filters. The Mayans created highly sophisticated technology — an intricate calendar. However, they didn’t use it to predict that the”end of the world” would arrive this month. That conclusion is actually the result of muddy interpretations by many other folks along the way.
2012 — Looking Back to the Future
Now, with that in mind, let’s turn to this week’s “Back to the Future” #TChat, where we jumped into our Twitter-powered DeLorean, and looked into the rear-view mirror, as well as ahead at the future of the workplace…
As the Storify highlights slideshow at the end of this post confirms, members of the @TalentCulture community are wise – not only because they’re dialed-in to key issues and trends that influence the world of work. But what I find even more rewarding about #TChat is the spirit of collective discovery that accompanies our interactions.
None of us has all the answers. None of us sees the world through the same eyes. But together, we can shine a brighter light on what lies ahead. There is strength in numbers as we move forward on this professional journey – regardless of the outcome. And that’s worth celebrating as we welcome 2013 in this era of technology-enabled communications.
NOTE: To see specific highlights from yesterday’s “Back to the Future” #TChat session, watch the Storify slideshow at the end of this post.
#TChat Week-in-Review
A heartfelt thanks to collaborative learning visionary, author and activist, Angela Maiers (@AngelaMaiers), who generously led us through a week filled with insights about the past, present and future of talent. Angela’s commitment to constructive change, and optimism for the road ahead is infectious. It was impossible to participate in any of this week’s events and not be inspired to take action in the 2013. Her rallying cry…”Amplify!”
TUE 12/18 #TChat Radio program: Angela joined hosts Meghan M. Biro and Kevin W. Grossman on BlogTalkRadio, to discuss key workplace trends – including why and how it’s essential to foster stronger ties between education and business, going forward.
WED 12/19 #TChat on Twitter: The entire community gathered around the Twitter stream, as Angela, Meghan and Kevin challenged participants to explore how trends in leadership practices, social media, technology, the economy, and politics are influencing workplace culture and talent strategies — past, present and future.
As always, the #TChat hashtag lit-up like a Christmas tree, with hundreds of opinions that exposed both the best and worst of 2012. But the party really started as we turned our sights to what’s on the horizon. No lack of ideas about the need for improvement or how we can get “there” from here!
To see full highlights from yesterday’s #TChat session, watch the Storify slideshow at the end of this post.
The Road Ahead
As another year draws to a close, the TalentCulture community seems more vibrant and vocal than ever. In my humble opinion, that bodes well for the “post apocalyptic” workplace. Because, no matter what we face ahead in the world of work, we have one another. We may not arrive at our intended destination as soon as we would like, or in the manner we expect. But as long as our community stands, we will not travel alone.
If TalentCulture has anything to say about it – the future is COMMUNITY. Thanks for your contributions – past, present and future. As this week’s fearless #TChat leader, Angela Maiers, likes to say, “Together we are smarter.”
# # #
Closing Notes & Highlights Slideshow
NOTE TO BLOGGERS: If this #TChat session inspired you to write about trends in talent strategy, leadership or other workplace issues, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: #TChat events are on hold for the next 2 weeks – so enjoy your holidays! But first, grab your shiny new 2013 calendar and save the dates — January 8 & 9, when we’ll take a fresh look at “A New Year of Career Management.” Join us as career strategists discuss the job market, professional branding, and other factors that influence employment – first on #TChat Radio, Tuesday, Jan 8th at 7:30pm ET. And then on #TChat Twitter Wednesday, Jan 9, at 7pm ET. Look for a full preview on Monday, January 7 via @TalentCulture and #TChat.
See you in 2013!
#TChat INSIGHTS: Gazing Back and Driving the Future of Work
Storified by TalentCulture World of Work · Wed, Dec 19 2012 17:47:24
” How u as a #leader treat others, tells your followers what kind of leader u really r. ” R Helwig #hr #quote #tchat http://pic.twitter.com/294tt123Russell Helwig
@kathyherndon I still need u 2 DM me your address if u want the #TChat goods http://twitpic.com/bn6sykDave Ryan, SPHR
Q1: What were the top HR and leadership trends of 2012 and why? #TChatAngela Maiers
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1: #HRTech and saas acquisitions were hot this year and the investment community committed large chunks of capital to the industry. #TchatALEX BOTTOM
A1. #HR trend we’ve seen everywhere in 2012: Employee Engagement #TChat3D Group
A1.Hiring & investing in training or hiring those that have exactly the metric requirements A1b. Cost of train new or incent to keep #TChatGordon Dahlby
A1: Big talk on branding in 2012. Sadly, it was more about quantity than quality, more on the medium than the message. #TchatJohn R. Bell
A1 had my worst ever customer service experiences from big companies I depend on – cust service folks expressed a lot of frustration #tchatSusan Mazza
A1 The discussion of “talent gaps” was certainly a focus. #TchatMarla Gottschalk PhD
A1 Reducing subjectivity in hiring – hiring for the individual. At least it’s a hope #tchatCream.hr
A1. We’re realizing that the power of attention is one of our greatest resources #tchatMichael Clark
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1 Using social as channel to turn ‘HR processes’ into ‘business processes’. Perf mgmt & talent acq for eg #tchatJustin Angsuwat
A1: I believe a great discussion of purpose happened in 2012 in both leadership and strategy. #TChatJon M
A1: the cover story in @TheAtlantic from @SlaughterAM raised the conversation on women at work #TChat #HRAndrew Henck
A1:Diversity in the workplace and more attention to change driven by emotion at the fringe is key #TCHATdiane mcwade
A1: Engagement is LOW and leaders now realize people will indeed leave #tchatAlli Polin
#Tchat A1 Mobile for recruiting hit a high stride in 2012 which is predicted to set an even faster pace in 2013.Cyndy Trivella
A1. Despite what we all know to be right, we continue to focus time-attention-energy-$$$ into high-stakes testing. #tchatMichael Clark
A1: HR had to step out of its comfort zone and really become more strategic in its job to compete & deal with the current market #TChatBarb Buckner
A1: Being social vs. doing social became a theme, also engagement and defining the term #tchatJen Olney
A1 More corporate clients are showing an interest in social media for the first time although still slow to fully embrace #tchatSusan Mazza
A1: More women in senior mgt., more women in workforce, reduction in gender pay gap (from bottom up) #tchatRichard S Pearson
A1: Clouds were in the office and not only the sky :) Many emerging new ways to collaborate #tchatLaTonya Wilkins
A1: 2012 had more focus on growing leadership skills to retain talent #tchatAlli Polin
A1: Recruiting got more “creative” – video interviewing and networking took center stage over the old “tried and true” methods #TChatBarb Buckner
A1. More and more we’re connecting the dots between K-20 education and the world of work. #tchatMichael Clark
A1: Unfortunately buzzwords are still all of the rage. #tchatRob McGahen
A1 The ‘value’ of HR. Outsourcing results mixed at best. Biz demands $ value & this was a huge focus in 2012 #tchatJustin Angsuwat
A1: More strategy for “employee engagement” Huge growth in that buzz term too #TChatMegan Rene Burkett
A1. More sharing. More community. #TChatMark Babbitt
A1: True talent community platforms emergin’ – call ’em engagement platforms. Right @mattcharney? ;) #tchatKevin W. Grossman
A1. We discussed the importance of implementing the “Employer Brand” and attraction and retention. #tchatSusan Avello
A1: more attention to training cross-functional team leaders. #TChatJohn G Lynch
A1: Top leadership trend is flattening the corporate structure. Agile companies need teams, not ladders. #tchatBright.com
A1 In my coaching/training practice, I see more and more managers absolutely overwhelmed by emails/meetings/expectations. #tchatKent Osborne
A1. Great leadership and a lack of great leadership were on full display in 2012. #tchatMichael Clark
A1 The rise of the “social” resume 2012 ~ still to really catch on maybe 2013 trend? #tchatCASUDI
A1: Continuing the trend of collaborative intelligence. We are doing it now and will take it to new levels next year. #TChatTom Bolt
a1. Social, collaboration, leadership at all levels.. #TchatKandy Woodfield
Multi-generational needs is a takeaway from A1 too. #tchatMySageAdvice(TM)
A1: 2012 – The year of collaboration #tchatJen Olney
A1) #Leadership became more visible, or at least talked about! #TChatTim McDonald
A1: I see that HR folks are asking the big, important questions about work/life balance, restoring connection & humanity #TChatNancy Barry-Jansson
A1. I think leadership came into center stage. #tchatTerri Klass
A1: Employee use of social media gave a new sense of “empowerment” to their jobs – and put employers on notice to their influence #TChatBarb Buckner
A1: I think we saw the rise of similarities rather than differences from working moms to Millennials to everyone else #TChatAndrew Henck
A1: A lot of marketers working independently like myself. Roles are not as defined, so everyone must assume #leadership. #TChatBrian Ferber
A1: Top HR Trend this year is Big Data. This will continue into 2013. #tchatBright.com
A1. Going more digital. Progress and efficiency. “@MeghanMBiro: BOOM! >> @AngelaMaiers: Q1 top HR and leadership trends of 2012 why? #tchatGarret Meikle
This>> @AlliPolin: A1: More #SoMe to connect w/in the org & outside too #tchatMeghan M. Biro
A1. #HRTech seems to be improving, in part by simplifying. And of course, huge impact with #social Media on HR communication.#TChatBob Lehto
A1 The realization that employee engagement is no longer a “fad”. #TchatMarla Gottschalk PhD
@dianemcwade Hello Diane, welcome to #TChat. Simply answer the questions starting with A1 >your answer< #TChat (don't forget the hashtag)Enzo Guardino
A1: Moving to more social platforms for performance management #tchatAlli Polin
A1: More corner office folks are engaging in social media. #tchatRob McGahen
A1: Even candidates – from all age groups – seemed to embrace Social Media…see more now on LI and Twitter than before. #TChatBarb Buckner
A1: Not sure that we are all talking about the same thing with regard to Talent Communities. #TChatTom Bolt
A1: w/ election behind us, we will see large productivity gains (back to work everyone) and hiring increases as econ stabilizes #tchatRichard S Pearson
A1. Explosion of Social Media and #Twitter (hello hashtags) accelerates and expands people power. #tchatMichael Clark
A1: We realized we needed more competence in critical thinking and learning agility #tchatLaTonya Wilkins
A1 More transparency with HR and company mission @MRGottschalk @AngelaMaiers #tchatJohn Kosic
A1 M&A huge for HR in 2012. In one quarter $455B globally. Strategic HR critical for mergers & divestitures #tchatJustin Angsuwat
A1: More #SoMe to connect w/in the org & outside too #tchatAlli Polin
A1: Analytics is huge. To sit at the big table, you need to be able to interpret data and proactively offer direction. #tchatSalary School
A1: Multi-generation leadership and talent was a big trend in 2012 #tchatJen Olney
A1: The modern leader + organization must be adaptable + agile with such uncertainty in workforce and markets #TChatAndrew Henck
A1. Two unfinished stories: One about people, one about profit. #TChat #tchatMichael Clark
A1. HR incorporated social media full speed. #tchatTerri Klass
A1 I would add Talent Communities to the list – #TchatMarla Gottschalk PhD
A1: how about unconference model in leadership, is that getting traction? #tchatSam Patterson
A1: Using Social Media (web and mobile apps) seemed to find more acceptance with companies that last year – trend? not sure yet #TChatBarb Buckner
A1 @AngelaMaiers CEo’s and management concerned about keeping top talent. But talent is pooped and stats show higher disengagement. #TChatJudy Martin
A1 Leadership was discussed & dissected like never before in 2012 =trend #tchatCASUDI
A1: Still trying to separate the actual trends from the trendy buzz words. Is anything real? #TChatTom Bolt
@CyndyTrivella A1: Top trend in HR and Leadership? I hope it is #youmatter #tchatSam Patterson
A1: Accessibility and adaptability. Don’t make fun of my buzz words. #tchatKevin W. Grossman
A1 The conversation around employee engagement had a lot of press time, as did wellness. #tchatCyndy Trivella
A1. We focused on leadership in all generations. #tchatTerri Klass
A1: Social citizenry spreads… more teams engaged, more communities interacting, more lessons learned. #TChatJon M
A1: The top HR trends in 2012 were the rise of automation and personalization. Leadership? Getting the most out of both. #TChatTalent Generation
A1: Allegedly using social media to recruit more and more, although I’ve seen little evidence of this. #tchatRob McGahen
A1 In Euro Gov. we had more tech / web apps > going paperless < making HR more efficient but “remote” #TChatEnzo Guardino
Q2: How did the challenging economy and contentious presidential election affect world of work in 2012? #TChatAngela Maiers
A2: #Tchat We made strides to find, recruit & hire new talent in all areas of the company sales, developers, marketing & social despite thatALEX BOTTOM
A2: Election in USA #TChat has not affected the world, economy will be driven by small to medium folks who encourage #innovation all levelsdiane mcwade
A2 #HumanCapital Zeitgeist has come to fruition as I predicted in this Forbes feature back in March. http://onforb.es/xeTnjJ #TchatJudy Martin
A2 Big focus on culture. Bank culture under big scrutiny in UK after trading scandals. Will this spread? #tchatJustin Angsuwat
A2: tax/healthcare uncertainties have pushed majority into contingent/freelance positions – a trend which will continue #tchatRichard S Pearson
A2: So far, it continues to shrink labor pools where production depends on seasonal labor. #tchatRoger Veliquette
A2. Chaos in policy makers creates chaos in the worlds of business and education. #tchatMichael Clark
A2: Telecommuting was iden as 1 factor reduc’g demand for gasoline, per the #DOE this week. #tchatbillallemon
A3 With the problems in A2 Leadership failed to explain, empathise and, above all, maintain Team Spirit #TChatEnzo Guardino
A2 struggling economy means more pressure on the HR community to discover and foster human capital and find the right fits #tchatCream.hr
What is a FT job anyway? “@TerriKlass: A2. More contract jobs and fewer permanent positions. #tchat”LaTonya Wilkins
A2 I saw signs that many global businesses are expecting a major slowdown in 2013. #tchatKent Osborne
A2: Small businesses have struggled to stay in business…and @susanavello was right, Obamacare is now a huge issue for them #TChatBarb Buckner
A2. I believe overcoming our challenges and seizing our opportunities is going to be done by you and me. #tchatMichael Clark
A2: Economy is a scapegoat for inaction. Election confirmed the masses are asses… #SoMe proved their sound-bite mentality #TChatTom Bolt
A2: Because politicians aren’t economists, they’re crazy polarizing rhetoric scared the hell out of the world of work. Even further. #tchatKevin W. Grossman
A2: It kept software companies from updating payroll modules. #tchatRoger Veliquette
A2: Folks were concerned about how Obamacare and changes in Taxes would affect their organizations for 2013 #tchatSusan Avello
A2: Divided, however, it appears that self reliance is making a comeback in 2013. #tchatJen Olney
A2: there was a great deal of wasted productivity with election uncertainty. We learned less might be more, what is really important! #tchatRichard S Pearson
A2: More than ever, the need for ROI is paralyzing marketers. Models must #evolve. Working on that #2013 #TChatBrian Ferber
A2) fear of change and dogmatic thinking instead of common sense. When we forget how to compromise we cease evolving. #tchatJim Ducharme
A2: The economy led to many AMAZING HR leaders I know that are now underemployed post RIF #tchatAlli Polin
A2: The job market has become tougher for those with experience as companies get more picky & want to pay less. #TChatBarb Buckner
A2 These are big biz issues. HR must be biz leaders not just HR. This is a test & C-suite is watching closely #tchatJustin Angsuwat
A2 Everyone really watching that employment data. Made a lot of peeps nervous. Settling for jobs even in discomfort. might change. #TchatJudy Martin
A2: more contentious labor negotiations, stress about paying for employees’ well deserved benefits. #TChatJohn G Lynch
A2 some won’t like this but Obama’s healthcare plan will practically force some businesses to stay below the threshold #tchatSteve Levy
A2. More contract jobs and fewer permanent positions. #tchatTerri Klass
A2 Some companies R working harder to provide remote-working oppyts, but as a country still “not there” yet. #TchatCyndy Trivella
A2: The economy also changed the “values” employees placed on their jobs and turned more of a focus back to family as well. #TChatBarb Buckner
A2: Organizations had to work in new ways with even fewer resources + a smaller workforce #TChatAndrew Henck
A2: A lot of businesses were holding their breaths this year…it’s time to exhale and inhale again! #TChatNancy Barry-Jansson
A2: Econ has made war for talent worse – cos downsized & now need top talent to do what 2 ppl did before. Top talent has upper hand. #tchatBright.com
A2: 2012 increases were small and fiscal cliff is the new buzz word #tchatAlli Polin
A2: Both brought uncertainty, but I believe uncertainty is just a fact of life, more than ever. #TChatJon M
A2: I’ve been unemployed, underemployed and now unemployed this year. Someone will get a hell of an employee if I just get a shot. #tchatRob McGahen
A2: Can we say “HUGE DISTRACTION?” #TChatVeronica Ludwig
A2 Generally speaking, people now know that Political, Economic, Social, Technological – the PEST effects – loom larger than ever #tchatSteve Levy
A2: People are beginning to see that the only one who really cares is you… we will see a greater amount of entrepreneurs. #tchatAllison Karl O’Kelly
A2: More and more people either had to return to the workforce, take on 2nd jobs or try their hand at consulting…real rise in that #TChatBarb Buckner
A2: Smaller biz seemed to have had a wait & see attitude w/election impact but not letting it stop growth #tchatAlli Polin
A2: People are realizing they always work for themselves, even if employed at the moment #tchatCareer Action
A2 underemployment, lack of employment, future GDP #tchatSteve Levy
A2 In a sense, the economy forced companies to re-examine their employment positions & many jobs were permanently eliminated. #TchatCyndy Trivella
A2 Fear set in, as well as more selfish behavior in people. Less patience and tolerance of others. we need to reverse this in 2013 #tchatAl Smith
A2: I think the presidential election was a convenient scapegoat for corporations to limit hiring. #tchatRob McGahen
A2: We learned how NOT to lead, how not to communicate… and how NOT to collaborate. #TChatMark Babbitt
A2 Euro austerity measures hit hard. Too many “debatable” cuts too fast, caused huge labour imbalance & gloom #TChatEnzo Guardino
Q3: How did business and leadership affect world of work trends of 2012? #TChatAngela Maiers
A3 technology has created a faster disruptive evolution to scale, change@SusanMazza #tchatJohn Kosic
A3: #Tchat There was a net gain of CEOs that tuned into social business but some major accounts of CEOs went dark.ALEX BOTTOM
A3: Transparency is now more than just a buzz word..it’s a Consumer Demand. Collaboration is becoming more important than competition #TChatMs. Genevieve
A3. Its great to see leaders getting better at being open about their strengths and weaknesses as well. @TerriKlass #TChat #Leadership3D Group
A3 Whether enforced thru regulation, or demanded by e’ees it comes to one word – trust #tchatJustin Angsuwat
A3: Tough years have a way of (re)teaching humility and willingness to listen and work together. #tchatRoger Veliquette
A3: I got a feeling that certain companies were and are frozen with fear due to SM. They need to get over that going forward. #tchatRob McGahen
A3 Being truthful in the beginning is powerful and respectable in 2012 #TchatJohn Kosic
A3: Companies got away with less BS in 2012 due to SM. Look for that to continue in 2013 and beyond. #tchatRob McGahen
A3. Leaders realized they had to be more authentic to be influential. #tchatTerri Klass
A3 With my clients, HR seemed reluctant to commit to any broad change/learning programs. #tchatKent Osborne
A3: @marissamayer @yahoo made people think that they could have kids and still be a corporate CEO #tchatAllison Karl O’Kelly
A3 responsibility of company 24/7 , inaction damaging to reputation within& outside @AngelaMaiers #tchatJohn Kosic
A3. The more we connect, communicate, collaborate IRL and SoMe, the more we will collectively determine work, education, life. #tchatMichael Clark
A3. For a moment the significant wage gap betwn employees & C-level in some org was magnified & written about. Now seemingly fading. #TChatGordon Dahlby
A3: What *passed* as #leadership in previous decades no longer cuts it ~ time for change is upon us, 2012 cleared the space #TChatNancy Barry-Jansson
A3: #Tchat not a lot, until leadership understands that profit is not the only driver these days of new trends and hierarchy is historydiane mcwade
A3 It seems like downward pressure on wages continues – does anyone know the facts about that? #tchat?Susan Mazza
A3. As leadership became more comfortable with social media, companies launched greater SM campaigns- ex: youtube #tchatTerri Klass
A3: the majority of the workforce is now freelance or self-employed. Jobs, other than entry level, are specialist positions #tchatRichard S Pearson
A3 One “bad” trend I’ve noticed from HR is paralysis by analysis. Take too much time to hire and over-think candidates. #TchatCyndy Trivella
Now there’s an enduring truth from@AlliPolin: A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatKent Osborne
Totally agree with you @VeronicaLudwig: A3: …hiring less exp leaders for less pay. Which has negative consequences for the biz. #tchatAlli Polin
A3. Is the world of work about $$$, people, planet…?!? #tchatMichael Clark
A3: Bad hiring decisions have been made by hiring less experienced leaders for less pay. Which has negative consequences for the biz. #TchatVeronica Ludwig
A3: Leaders were scared; Layoffs happened; People fed up with big business; We will see workers demand independence and flex #tchat #tchatAllison Karl O’Kelly
A3. There’s an incredible tension of the polar opposites in the world of work. #tchatMichael Clark
A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatAlli Polin
A3. Due to gaps in leadership pipeline, younger generations had to be moved into leadership roles quickly. #tchatTerri Klass
A3: Social media is helping keep brands and leaders honest #tchatLaTonya Wilkins
A3. The best organizations truly get the 21st century world of work, many others (majority) don’t get it at all. #tchatMichael Clark
A3 can leaders be TRULY responsible or is all about the money & bonuses & cars etc etc? Cynic? #tchatInsight72
A3: Leadership encouraged employee engagement through technology, training, communication. #tchatBright.com
A3 It’s seems the magnifying glass came out & put leadership under scrutiny during 2012. #tchatCASUDI
A3: Multigenerational workplaces became more of a reality for most orgs + have changed the landscape for the future of work #TChatAndrew Henck
A3 Definitely a larger reliance on social media and it’s crowdsourcing abilities #tchatCream.hr
A3. Leadership encouraged social responsibility which forced organizations to be more responsible in their decisions. #tchatTerri Klass
A3 Leadership got a wake-up call. Employees are showing lower tolerance level for deception. #TchatCyndy Trivella
A3: Saw too many companies “reacting” before full info was realized…killing employee morale #TChatBarb Buckner
A3: I noticed a lot of whining from ‘leaders’ this year. #tchatRob McGahen
Q4: How did technology and social media affect world of work trends of 2012? #TChatAngela Maiers
A4: A woman on my team asked me not to follow her on Twitter (I wasn’t) She said she uses a lot of @#4$ Why did she tell me? #tchatAlli Polin
A4: Technology and Social Media have allowed quicker decision-making, increased productivity and less formalities. #tchatDaisy Wright
A4 Social lets HR processes be more like biz processes to solve biz issues. But still very immature #tchatJustin Angsuwat
A4: The endless potential of social learning. So much more engaging than PowerPoint #tchatLaTonya Wilkins
A4 Creation of GeoThinkers thru SoMe world @CyndyTrivella #tchat Invaluable source #hashtag in 2012John Kosic
A4 More consolidation as we saw in ’12. Social techs bought by SuccessFactors, SAP and Oracle #tchatJustin Angsuwat
A4 No man will make a great leader who wants to do it all himself, or to get all the credit for doing it. -Carnegie #tchatCream.hr
A4 Social media gave me whole new PLN, exchanging ideas and learning from others I’d never have met otherwise, potent stuff. #TchatKandy Woodfield
A4 So-med has forced a measure of accountability on leaders. Employees are publicly calling them out. #tchatAlicia Arenas
A4: Still see HR confused on action when employees post about current leadership on Facebook #tchatAlli Polin
A4: #Tchat In 2012 Social Media transitioned and went from a Consumer to Consumer and became Consumer to Business & B2B #CMGRALEX BOTTOM
A4: #TChat More knowledge as a commodity perhaps, #Socialmedia still in infancy, 80% of folks are watchers not adoptersdiane mcwade
A4: Employees were more engaged with the outside world while they worked. #tchatRob McGahen
A4: Companies are starting to look an annual/bi-annual surveys as OLD data. Pulse/Real time survey are the future @Wayin #TChatJack C. Patterson
A4 Social media has made it easier for remote teams to connect. Google+ hangouts, Skype, hashtags, etc. #tchatAlicia Arenas
A4 Social media impacted me, but most clients (execs) tell me they have no time 4 twitter etc in context of 150 emails daily. #TChatKent Osborne
A4) personally, I’ve been able to resolve things quicker w/ability to connect w/those with the answers #tchatRich Grant
A4: Downside in HR – social media especially has led to more regulation and additions to the policy for employees. #TChatBarb Buckner
A4: The man behind the curtain can no longer hide…SM makes you transparent and border-less #tchatJen Olney
A4. Awareness voices from below and at the edge can matter #tchatChris Jones
A4 Social Media amplified the conversations and shared the influence. Share of voice flattened. #TchatStephen Abbott
A4 Previously, relationship building came with a cord. #TChatMark Babbitt
A4 Technology has helped to connect employees from different countries and opened up more diverse thinking. #TchatCyndy Trivella
A4: New ways of sourcing for talent. Keeping track of current employees. Stalking. Online stalking was huge this year… #TchatVeronica Ludwig
A4) The reach of connections is greater and faster than before. Leadership needs to show same trust as with phone and email. #TChatTim McDonald
A4 E’ees want social from lives at work. Social is immature for workforce vs customers. More growth in ’13 #tchatJustin Angsuwat
A4. My access to Talent thought leaders exponentially expanded in 2012 (all you beautiful people). Thank you #Twitter and thank you #TChatBob Lehto
A4 Remote teams a big plus & contribution #tchatCASUDI
A4: For business, they became more aware of their branding & reputation with comments/postings/reviews now everywhere #TChatBarb Buckner
A4. The only thing slowing down the Social Revolution is fear. The evidence is in! #tchatMichael Clark
A4: Alert and engaged employees became more frustrated with their fuddy duddy employers. #tchatRob McGahen
A4 Not as much as I would have hoped ~ some best tech tools slow to adoption (like ugly puppy) #tchatCASUDI
A4 I am sure the recruiters in this group have a lot to say about this! #TchatMarla Gottschalk PhD
A4: Technology & social media democratized the workplace through empowerment and accountability. And making both transparent. #TChatTalent Generation
A4: mentioned before but I think SM helps keep people/org’s honest. Tech is demanding more specialists to fill jobs #tchatRichard S Pearson
A4 Technology and #sm have made work move faster with less effort & from just abt anywhere needed. #TchatCyndy Trivella
A4) more social media training company realizes 40,000 employees tweeting/facebooking can be a positive thing for marketing #tchatDavid Copeland
A4. Social media totally changed the way we do business today. We have greater resources and reach. #tchatTerri Klass
A4 I remember when a desk calculator…something always disrupts and changes the way people live and work #tchatSteve Levy
A4: In HR – more options opened up for applying, screening & researching candidates and companies. No hiding info anymore! #TChatBarb Buckner
A4: Years ago I was on IM having convos. Closed window & gone. Now it’s captured in #SoMe & more people can get involved #tchatAlli Polin
A4: The concepts of SM driven “accessibility” affects work, especially gen perspectives on culture + authority #TChatAndrew Henck
A4 A+ affect via new tech & good streamlining. SM intro slow but growing. A++ learning programs promoted growth @diplosor #TChatEnzo Guardino
Last but not least- Q5: Look into your own crystal ball: What’s coming in 2013 for the world of work and why? #TChatAngela Maiers
A5. Let’s unite business leaders with student leaders around a shared purpose in 2013. #tchatMichael Clark
A5 2013 breaking down title barriers to simplicity, with return on connecting #tchatJohn Kosic
A5: #SoMe brings virtual teams together & makes the world smaller. 2013 should be the year to fully harness for collaboration #tchatAlli Polin
A5) More focus on employees as partners.Imagine disgruntled reach thanks to SM #tchatDavid Copeland
Moral purpose, really @ReCenterMoment A5. If enough of us focus on a shared purpose we can do anything. #tchatTania Sterling
a5 Collaboration will rise in 2013 because we are learning the value of sharing audiences/communities #tchatNick Kellet
A5. If enough of us focus on a shared purpose we can do anything. #tchatMichael Clark
A5. Business will openly discuss if & how badges will merge w/ formal college programs & ID value placed on liberal arts in post-sec #TChatGordon Dahlby
A5: If we continue to engage, using all tools at our disposal, we can affect meaningful change in relationships. #tchatRoger Veliquette
A5: #Tchat variety will be the spice of life and the choice of many who are disengaged and have the courage to adopt new thinkingdiane mcwade
A5: I’ll be working with many of you to help make my goals come true in 2013! #tchatRob McGahen
A5. I will be collaborating with amazing people to change the world in 2013! #tchatMichael Clark
Amen! we def need more workforce dev! @ReCenterMoment re A5, Unite & integrate worlds of education & business #TChatSylvia Dahlby
A5: Seemed to see more internship postings this year as a “trial” for both sides…would expect that to increase in 2013 #TChatBarb Buckner
A5. K-20 eduction needs business, business needs K-20 education. #tchatMichael Clark
A5, Unite and integrate the worlds of education and business. #tchatMichael Clark
A5) More employees demanding work from home opportunities #tchatDavid Copeland
A5. If you need optimism and hope about our future, visit a K-12 school. #tchatMichael Clark
A5: Companies focusing less on the “perks” and more on education to remotivate employees – and keep them from branching out #TChatBarb Buckner
A5: Contingent hiring has always been a leading edge of perm hiring coming back stronger… 2013? #tchatAlli Polin
A5. Students are going to drive unprecedented world transformation now and in the future. #tchatMichael Clark
A5: Employee engagement being the responsibility of empowered employees and not just leadership #tchatAlli Polin
A5) Organizations rethink if SM should be allowed at work. Give up on bans and embrace the power of the group #tchatDavid Copeland
A5: Hopefully more respect & understanding of all people and their capabilities. People don’t have an “expiration” or “use by” date #TChatTom Bolt
A5: Less focus on how to compete with the competition and more focus on “how we can stand out” to consumers/employees #TChatBarb Buckner
A5 For hiring: Less of a focus on experience/education and more on the applicants ability to learn quickly and problem solve #tchatCream.hr
A5: Challenge. Innovation from necessity. Reshaped industries. #tchatRoger Veliquette
A5 We’ll see more development/evolution in the nature of the social contract between employees and employers. #TchatMarla Gottschalk PhD
A5: A more social approach to evaluate leaders beyond the 360 #tchatLaTonya Wilkins
a5: 2013? Continued increase in the freelance economy #tchatAlli Polin
A5. People are seeing more, waking-up, engaging in making the world better. #tchatMichael Clark
A5. There will probably be more remote workers in 2013. Leaders must learn to connect these groups. #tchatTerri Klass
A5: I predict there will be a new ‘apocalypse’ after nothing happens on Friday. #tchatRob McGahen
A5 Less PowerPoint!! One can only hope … #tchatJustin Angsuwat
A5: contingent workforce, outsourcing, no need to have permanent job functions & the overhead: recruiter challenge: find when needed #tchatRichard S Pearson
A5: #Tchat 2013 tech companies will sift through tons of consumer apps & migrate talent & ideas to their enterprise cloud software platformsALEX BOTTOM
A5. The worlds of education and business will collaborate to transform one another. #tchatMichael Clark
A5: People transitioning to work where they can feel passion beyond a paycheck #tchatAlli Polin
A5 The rise of the “real” influnecer #tchatCASUDI
A5 2013? Some insourcing, more outsourcing, more social, more social-but-not-quite, more temporary employees, more startups… #tchatSteve Levy
A5. 2013 will bring collaboration with complementary businesses- working to help each other. #tchatTerri Klass
A5: Status quo will not be the norm. And playing nice with others, collaboration will be the key to the success in 2013 #tchatJen Olney
A5 We’ll see more innovation in the way we staff projects. #TchatMarla Gottschalk PhD
A5; my crystal ball says ‘CHANGE’ in huge glittery letters; I think it means we all have to change, not just expect it of others #tchatKrissy Venosdale
A5 Bad > Early retirements, less recruits & cash. Hope for > more e-learning, more efficient HR, more harmony with Trade Unions #TChatEnzo Guardino
A5. in 2013 we will see more and more social media policies springing up in organizations. #tchatTerri Klass
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-12-20 13:22:222020-05-25 16:05:19The Post Apocalyptic Workplace: #TChat Recap
One thing it know is true about the world of work: All business leaders say they want to engage with employees. They know it’s a way to retain talent, hold off attrition, boost productivity and support job satisfaction. However, they don’t know why engagement really matters, because they don’t know really what engagement is.
Most leaders sense that engagement is a soft skill – a skill they don’t have. You’d think that leaders in HR and other disciplines would come with soft skills built into their DNA, but that’s not the case. Many people come to HR from the risk–compliance management spectrum; not all have equal strengths, intuition or training in psychology, motivational leadership or cognitive sciences to count mindfulness as a core skill. Yet this soft skill set is needed to be an expert in employee engagement.
When you’re a direct report—even dotted line—to executive management, you’re dealing with spreadsheets, numbers, percentages and formulas. Engagement is an abstract notion and tough to measure using a formula or process analysis. It’s fine to be analytical: I am; most introverts are. But you also must have antennae up all the time for the nuances of human interchange: the averted glance, the nervous tic, the anxious re-arrangement of articles on a desk, the bold stare with irregular blinks, the pinking of complexion that reveal what a person is really feeling, really thinking. All are cues that tell a state of mind, and all tells for engagement or lack thereof.
This week on #TChat Twitter we’re going to examine employee engagement—i.e., the lack of it, the skills needed for it, the mindful state required to understand the very notion of it. It’s a controversial topic. Some of us are data-driven, and some are emotion-driven. But we all need to discuss, and attempt to understand, what drives employee engagement. So here are this week’s questions:
Q1: We hear so much about lack of employee engagement, but what exactly is “engagement” and why?
Q2: Is it simply toxic leadership that affects culture and engagement, or more than that?
Q3: Are stretch assignments and risk-taking important to employee engagement? Why or why not?
Q4: What can employees do to improve their own mindful engagement investment? What about leaders?
Q5: How can technology facilitate and improve employee engagement? How can it hurt?
Are your pumpkins out on the front step yet? Please join us Wednesday, Oct. 17, from 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) to explore employee engagement—the roles that leaders and employees alike must fill, and those that employers must be responsible for, as organizations. Peppering our conversation will be discussion of the roles that new (and old) technologies play, as well, in facilitating employee engagement.
I will moderate (look for me @MeghanMBiro). Joining us will be Kevin W. Grossman (@KevinWGrossman), the rest of the #TChat gang and, most importantly, you. Please bring your thoughts, tips and guidance to the show. Perhaps we can, together, learn a bit more about how to foster employee engagement. It’s a worthy topic.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-16 12:58:442020-05-22 14:49:20Employee Engagement or Lack Thereof? #TChat Preview
“I don’t want to be out here doing nothing. It’s dangerous.”
This from a 14-year-old boy in Chicago who should be in school, but is not, because of the Chicago Teachers’ strike. This isn’t a rebuke of why he’s not in school, it’s just a brief commentary about the phrase itself as metaphor for the power of social and informal learning.
Many of you have heard the quote, “An idle brain is the devil’s workshop,” which comes from H.G. Bohn‘s Handbook of Proverbs, published in 1855. Its Biblical origins comes from the belief that hard work keeps us focused and out of trouble, and without it, we can only conceive evil deeds from laziness. But with the latest in neuroscience research, we now know that our frontal cortex has much smaller windows of focal strength during the course of the day, that we need idle breaks in thought, to allow the mind to rest and revitalize, letting what we’ve absorbed during the focal spikes to reengineer our synaptic pathways.
Of course I don’t literally mean that teenagers should be roaming the streets unchecked with no formal or informal learning in place. I’m segueing more to the adult world of work and how the progressive enterprise understands how we truly learn and adopt and adapt — and it is doing what it can to integrate this into the workplace, from applicant to alumni.
But we’ve got a lot of “process debt” to deal with. Similar to “technical debt” that refers to layers of outdated programming code that we just overwrite instead of starting fresh, process debt is the same thing when it comes to change management in the workplace. Our decades old learning and development processes haven’t changed much even in the light of research referenced above. We still throw the new employee handbook at new hires, make everyone sit for day-long training seminars where we check out halfway in, and then we silo ourselves in self-branded promotional kiosks with limited if any exposure outside the firewall to valuable content from informal learning channels.
I’m talking about social channels, of course — which of course we’re getting access to anyway inside and outside the firewall, via mobile and tablet devices.
The democratization of social learning is here to stay, and we should embrace the shorter bursts of quality peer-to-peer interaction and actionable insights. By letting us do what we’ve already been doing for thousands of years, the sharing and learning around relevant topics across brand agnostic open networks, organizations can channel the crowd-sourced mindshare and elevate the great global enterprise of empowerment and improvement.
“I don’t want to be out here doing nothing. It’s dangerous.”
The good news is, we’re not doing nothing. The danger is in resistance, not idleness.
Did you miss this week’s preview? Click here, and check out all the crowd-sourced mind-sharing below, channeled through a slideshow of your #TChat tweets. Thank you, Joe Sanchez (@sanchezjb), for your guest moderation of yesterday’s chat. We look forward to seeing everyone next week.
A2: Isn’t #learning the point of working? To teach, connect, grow? You can make money all kinds ‘o ways. Don’t need a job for that. #tchatLara Zuehlke
#tchat a2 asked them what area they would like to receive more trainingSage Bramhall
A2: by using tools like #SoMe – being progressive examples #tchatKathy Herndon, GPHR
A2 Leaders need to challenge employees to answer their own questions, not provide answers, make people uncomfortable at times #tchatPam Ross
A2 Allow people room to “fail forward” #tchatWandaHopkinsMcClure
A2 Worked 4 comp that encouraged ppl 2 join Toastmasters & allowed time during work hrs. & considered it part of annual learning goal #TchatCyndy Trivella
A2 Looking back and admitting what didn’t work – then moving on. #tchatMarla Gottschalk PhD
A2: Leaders have to be intentional effort to offer and gain a new perspective so that everyone can see situations in fresh new ways. #tchatJen Olney
A2: by Fostering dialogue, setting an example & connecting employees to the org objectives #TChatNissrine Ghannoum
#tchat A2 you can help others learn. Adults are hard but make them love learning as much as u thru example. I provided proff dev. For 8 yrs!Sage Bramhall
A2: Share learning experiences and demonstrate the importance. Allow opportunities for self and team to apply learning on the job #tchatLaTonya Wilkins
A2 Leaders have to be open to feedback and change. Modeling learning from experience so that employees learn. #TChatPam Ross
A2. Leaders can take interest in what their team wants to learn and pursue. Ask. Listen. Integrate ideas. #tchatTerri Klass
A2: Everyone already knows how to learn, they just need to be reminded to keep doing it at work (managers and peers can help) #TChat #TChatFaronics HR
A2: Encourage EEs to trust themselves & ask questions. If they didn’t already know how to learn, they wouldn’t have gotten very far. #tchatBright.com
A2 The leaders should encourage participation without the fear of failing or making mistakes #tchatRitu Raj
A2: #Leaders need to be OK in their own skin. Insecurity is what erodes #learning & growth. Leads to micromanaging. #TchatLara Zuehlke
A2 – be willing to walk the walk as well as talk the talk when it comes to learning. Many ldrs don’t do this #tchatBrad Galin
A2 There’s value in teaching people how to ask questions – the right questions. #tchatJoe Sanchez
A2) lead by example. Show them you are open to their ideas by accepting their honest appraisal of current status quo. #tchatKeith Punches
A2) Lead by example, a leader who is still passionate about learning themselves will naturally encourage those around them. #tchatBlair Hite
A2 Companies can include “fun” time learning into the mix so it’s not always a classroom or CBT learning experience. #TchatCyndy Trivella
A2) give them some breathing room. Let them figure things out; consult when needed #tchatRich Grant
A2: Leadership has 2 drive it, need 2 encourage, can’t b afraid of failure use it 2 develop the culture and character of organization #tchatRobert Rojo
A2: I believe you should teach by modeling. #tchatTyrrel Walker
A2: Leaders must be committed to a day-in and day-out shift in attention and practice to learning and make it consistent #tchatJen Olney
A2. Stay present; stay on message; and keep listening. #tchatSheree Van Vreede
A2 Mentoring might be good start… #tchat #csuite #leadership #workplaceGood Business
A2 At Teamalaya, all employees are willing to do the dirty work. It will show future employees that we’re willing to do w/e it takes. #tchatTeamalaya
A2. They can create the conditions that give people permission to learn without boundaries or borders #tchatSalima Nathoo
A2: By starting everyone in preschool. Really. Soft skills and learning cultures start there. #TChatKevin W. Grossman
A2 Mgrs can set reasonable expectations for a set # of learning hrs per month/yr. and tie learning into the performance expectations. #TchatCyndy Trivella
A2 model learning, be open to it, provide learning at every opportunity, ask questions, challenge assumptions, don’t give answers #TChatPam Ross
A2: Identifying + recognizing the strengths + learning styles of your team is key. #TChatAndrew Henck
A2: Set an example and then provide the same opportunity #TChatBarb Buckner
a2) ask them the questions; don’t spoon feed them the answers #tchatRich Grant
A2 Model the behaviors. #tchatMarla Gottschalk PhD
Late summer on the deck in Ann Arbor. @SocialMediaSean #tchat http://pic.twitter.com/OtjDfSOQMark Salke
Q3 How can an organization leverage informal social learning opportunities? #tchatJoe Sanchez
A3: Provide UNSTRUCTURE time to think, dream, mastermind,tinker, explore reflect- genius is not a lightening bolt #TChatAngela Maiers
A3. Recognizing informal learning value and understanding its benefits, could be a good start #TChatLilian Mahoukou
A3: Orgs can leverage informal #SocialLearning by mixing it up – provide content that provokes personal and professional interest #tchatTeala Wilson
A3: Build intentional reflection and inquiry into meetings and exchanges. Questions like, “What did you notice when…”#tchat #hsdinstituteRoyce Holladay
A3 – Create intersections – social is fast moving & ideas spring up – then do something w/those ideas as a jump board for learning #TchatLeAnna J. Carey
A3) @hjarche @C4LPT and others promote narrating work. Within the org, this goes a long way to show others how it’s done. #tchatTom Spiglanin
A3 employees are a great way to bounce ideas around about new ideas and new opportunities. #TChatKZO Innovations
Less social media. More face to face. More work. More production. Less chat. #TChat A3Lois Martin
A3: Afford ppl the freedom to learn using a method that makes sense for them, often is met with less resistance. #tchatRandy Thio
A3: Peer to peer teaching opportunities allow everyone a chance to gain knowledge. Create the space and time to make it happen #tchatJen Olney
A3 Learning is caught; not taught. Communicate, collaborate, celebrate together. #tchatWandaHopkinsMcClure
A3: Effective learning cultures already expect folks to bring outside (formal/informal) learning in + share it. #TChatAndrew Henck
A3: YouTube and TED are excellent sources of inspirationand information which can start ur creative juices flowing! @AngelaMaiers #TChatZenYinger
A3: We need to invite someone we don’t know well or from another area to lunch…. break bread, break barriers. #TChatJon M
A3. Embrace social learning as critical to innovation and cutting-edge knowledge. #tchatTerri Klass
A3: Make it public. So many opportunities in social learning to highlight your learning culture #TChatSean Charles
A3: Buy letting us do what we’re already doing. Sharing and learning around relevant topics across brand agnostic open networks. #TchatKevin W. Grossman
A3: Approach everything as a learning opp. Encourage learning by doing, observing, teaching. #tchatBright.com
A3 Onboarding is one opportunity. Social learning def. required. #tchatMarla Gottschalk PhD
A3: give people some downtime to process and collaborate. Need to let go of control! #tchatBrad Galin
A3. Build a social sandbox in the workplace and champion creative sandcastle architects. #tchatSalima Nathoo
A3) Identify existing pockets where social learning success exists & seek ways to cross-pollinate/expand/amplify on those examples #TchatExpertus
A3: Create an org culture that first values “out of the box” thinking + innovative learning opps. #TChatAndrew Henck
A3 Leverage by creating an environment which supports informal learning opps, ie, outta cubicles! It’s culture & physical #TchatClaire Crossley
A3: Provide UNSTRUCTURE time to think, dream, mastermind,tinker, explore reflect- genius is not a lightening bolt #TChatAngela Maiers
A3 – an open work environment – no cubicles – and encourage collaboration thru social media… #tchatRichard S Pearson
A3: accept unorthodox learning styles. org leadership retreats, to bond teams, and give back to community. displays comm, & collabora #tchatPlatinum Resource
A3 Informal learning allows ppl to learn in a place, time and thru a venue (i.e., mobile device )to fit employee’s learning style. #TchatCyndy Trivella
“@SocialMediaSean: Tweet a photo of where you are tweeting from tonight. Love to add pictures to the Storify. #TChat” http://pic.twitter.com/tSX0nbrhFar North Media
Q4 Why do learning cultures create competitive advantage? #tchatJoe Sanchez
A4 – The struggle after a company has been ramped up is ‘the founders dilemma – can you scale? #TchatLeAnna J. Carey
A4) Seeing love for failure. OK. But it’s how we attend respond & adjust & move forward that is the source of value in failure #TchatExpertus
A4 – barriers can be overcome by continually evolving the teaching models through an innovation lens #TChatLeAnna J. Carey
A4: Learning cultures tend to be more civil. #tchat #leadership #learningLindaFisherThornton
A4: there’s a jack welch quote about comp advantage is orgs that that learn fast ad convert that learning into action.. #tchatBill Cushard
A4: Adaptable to responding to external changes,competitive to innovations. The culture of learning is always shifting into high gear #tchatJen Olney
A4: A #LearningCulture creates a competitive advantage by allowing ideas and innovation to flow and be heard #tchatTeala Wilson
A4 Competition fosters efficiency–> production. Experts learn & produce. Leaders teach WHILE they learn & produce. #TChatJoseph Ned
A4: The more you “Learn” the more you “Earn” in life & business #TChatSean Charles
#TChat A4:More opportunity 2 empower employees to learn new things as well as challenge them, instead of “just showing up at work”! #rewardsMichael!
A4) Knowledge hoarding is a tactic for failure. Knowledge sharing is like passing down the recipe for success. #tchatTom Spiglanin
A4: To emphasize to employees to go the extra mile, be accountable & define expectations. #tchatRobert Rojo
A4: a learning culture is able to embrace diversity and this allows good mixing of ideas to bring new ones to life. #tchatBrad Galin
A4 Companies can have customer satisfaction recognition programs that R tied into learning new procedures/processes. #TchatCyndy Trivella
A4) because learning cultures = innovation = competitive advantage #TChatRich Grant
A4. Because they are inclusive, not exclusive. #tchatSheree Van Vreede
A4 I think a good place to look in organizations where and what learning is required, that also goes for tacit and general learning #tChatRitu Raj
A4. Encouraging emps to take part in their own education is empowering…and contagious #TChatKara Singh
A4: Learning cultures are inherently adapting to the changing needs of the day. #TChatAndrew Henck
A4. There are always opportunities to learn. It’s not only up to the mentor but the individual to take the lesson. #TChatKara Singh
Tweeting from Michigan State – #TChat http://pic.twitter.com/SfuOOLWoMarla Gottschalk PhD
Q5 How do you know whether or not an organization’s culture is conducive to learning? #tchatJoe Sanchez
A5 How they react to mistakes – do they learn from it or sweep it under the rug? #tchatAmy Do
A5. By profiling managers… are they multipliers or diminishers? The latter ones don’t leave room for failure and practical learning #TChatLilian Mahoukou
A5: Active Listening , Questioning & raising awareness #TChatNissrine Ghannoum
A5 transparent processes – opening up for feedback & taking it seriously – represent a learning culture #TChatMiriam Brosseau
A5 – It’s important to assess the appetite for change – can close up some barriers! #TchatLeAnna J. Carey
A5 The best learning, especially in business, comes from discovery. How does the org take what’s been discovered and create insights? #tchatJoe Sanchez
A5 you FEEL it! There is a good vibration in the air. #TChat #tchatLori~TranslationLady
A5) I facilitate a social session with newer employees to get to heart of our culture, which is knowledge sharing. Walk the talk. #tchatTom Spiglanin
A5 Leadership must set a purposeful direction for continual learning. Can’t be haphazard. #tchatTerri Klass
A5: I find there is a strong sense of humility in learning focused organizations. #TChatSean Charles
A5 An organization that fosters innovation, trying out new ideas – is more likely to be a learning organization #tchatKimbra Fox
A5. I’d agree on the fact that employees may be the ones to give some key evidences #TChatLilian Mahoukou
A5 Really, all you have to do is look around. If things aren’t changing, people aren’t learning. #TchatRedge
A5) In our org, a VP welcomes every new employee, even if some weeks it’s just one or two. #tchatTom Spiglanin
A5: Find out about an org’s rate of internal mobility and process for determining strategy & best practices #tchatTeala Wilson
A5- Examine how the highest level employee interacts with the lowest…if you see/feel the hierarchy probably not a learning org #TChatAngela Maiers
A5 How they react to mistakes – do they learn from it or sweep it under the rug? #tchatAmy Do
A5 open your network and find people who work there to talk to. They won’t hesitate to share if they are in a great (or horrible) co. #tchatRichard S Pearson
A5: Ask one of their regular employees what the company mission statement is! #tchatRandy Thio
A5: Are the leaders challenging their employees to push their own status quo beyond its limits and seek new perspectives? #tchatJen Olney
A5: if they are in survival mode or not. those they want to survive, tend to skip out on training & learning #tchatPlatinum Resource
A5) do SVPs and above ask more questions than make pronouncements? #TChatRich Grant
A5 How boring are the meetings? :) #tchat #csuite #leadership #workplaceGood Business
A5: If the org culture values failure + innovation, it is conducive to #learning #TChatAndrew Henck
As a manager you can either command excellence or help build excellence. Leaders always choose the latter. #tchatVala Afshar
@TerriKlass Dont use White Boards. Use butcher paper and markers. More creative thought. #tChatGenny Harrison
People can be human. Learning, growing, flawed, passionate, humans. Groups like that learn w/ and from each other. #tchatMatt Monge
@TerriKlass I got your jealously ripening in my yard right now http://www.twitpic.com/aqgpwe #TChat pina coladas for everyone!Sylvia Dahlby
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-09-13 12:14:282020-05-22 14:46:51Channeling Crowd-Sourced Mindshare: #TChat Recap
We wish that the world defined us only by our successes, but the reality is we define ourselves continually by our failures. We build monuments to greatness like statues and skyscrapers and sweeping internal processes, while the foundations of each are filled with poor decisions, inefficient planning, half-hearted executions and the shell casings of emotional gunfire.
In fact, we long to point out where the bodies lay lifeless, and we remain excited even after they’re removed. We want to feel better about our failures, but because societal and religious mores force those feelings to be repressed, the feelings seep out and stain like sweat rings on a hot day. Then we cover our eyes quickly as if being forced to look into that same hot sun.
Imagine dealing with this everyday, throughout the entire lifespan of each and every employee. Shatter the glass half empty at your feet and you’ve got wet shards of different sizes, from full-time to part-time to flex-time to contractor. Human resource professionals have to manage all this mess as well as facilitate and mediate the supervisors in between. It’s no wonder we’ve got so many rules and regulations around people management.
Maybe if we explored what it means to be more human on the HR job and how that pays dividends in small business and the enterprise we’d come closer to reconciling the ratio of failure to success. Maybe if we took a more holistic and transparent approach to performance management instead of transactional silos of shame we’d come a lot closer to growth Nirvana, both personally and professionally.
Thankfully that’s the way it begins — change — the movement from one state to another, from a static status quo state to a hopefully more progressive and productive state. Like moving from flat two dimensions to a vibrant three. The change begins in small groups, the sharing of new knowledge of what can be done that hasn’t been done before and the return of that “change” investment. The new knowledge fills the room, some of it permeating each exposed pore, entering the bloodstream and flooding our brains with possibility.
The possibility that our failures truly define our success and understanding the why of it all — that’s where HR can truly make a difference today: to know the business, staff the business, teach the business and grow the business, all predicated on managing the messy yet mingled bad with the good.
Join us for our first-ever World of Work live #TChat Session at the 13th Annual Illinois HR Conference & Exposition, one of the many HR Super Social Hero events that occur throughout the year. We want to personally thank Dave Ryan (@DaveTheHRCzar), Susan Avello (@SusanAvello), Donna Rogers (@DonnaRogersHR), John Jorgensen (@jkjhr), and many, many other friends who have always supported our efforts to make the World of Work more social. We certainly like hanging out with our friends in the trenches, and it all starts with #ILSHRM coming up next week, on Aug. 5-7, 2012. Our live session will be Monday, Aug. 6, from 5-6 pm CST.
In the meantime, did you miss this week’s preview? Go here, and be on the watch for more tweets and slideshows from us. You Rock!
Storified by TalentCulture · Fri, Aug 03 2012 07:38:46
…. RT @rmcgahen Who else is ready for another kick ass #tchat [today]? I know I am. http://pic.twitter.com/aVi6lREuTalentCulture
RT @SabrinaLBaker: Woo Hoo RT @talentculture: We’re amped to be #TChat-ing w/ @DwaneLay @DonnaRogersHR at #ILSHRM! http://su.pr/2mWMCE http://pic.twitter.com/sNY1MqtUDonna Rogers, SPHR
Q1: In HR & the world of work, what does it mean to do the opposite of what’s been done to spark disruptive change? #TChat RT @susanavelloSean Charles
A1: Doing something different than what was done in the past to get over staleness. #tchatRob McGahen
A1 give up control. Truly involve and engage people. Have real conversations. Trust. #tchatPam Ross
a1. Learn the job and business inside out… then look for ways to make it better. Knowledge is power. #tchatAshley Lauren Perez
A1: Change doesn’t have to be done for the sake of change, innovation is not always revolution but evolution is necessary #tchatJen Olney
A1 Is it how HR sees itself? I don’t think so. It changing the view of the “brand”. #tchatMarla Gottschalk PhD
A1: Your job is not to say no. Start with yes, then modify to fit. #TChatTrepability
@MeghanMBiro @susanavello A1 #TChat it means to #bealeaderBurke Allen
A1: Back up disruption with business case using real data, not emotional attachment to #SoMe #TChatTom Bolt
A1: Make everyone a brand ambassador, regardless of what they do, and in what capacity they do it. #tchatKevin W. Grossman
#Tchat A1 Change for the sake of change is not effective. Must have bona fide reason and facts to back it up.Cyndy Trivella
A1 Partner with people that you know think differently from you. #TChatMary E. Wright
A1: Encourages folks to think outside the box and see things differently. #TChatJess ‘Babs’ Bahr
A1: Change or disruption for its own sake is pointless. Too often we change just to do it – first determine need/rationale. #tchatDoctor Daniel Crosby
A1 keep the lawyers at arms length #TChatBill Boorman
A1-Get some skin in the game vs. policy-police. Be upfront, outspoken, and available. #HR #TchatInsperity Careers
A1: Emphasize the “social” but never lose sight of the fact that it is a business activity. Encourage innovative enhancement #TChatTom Bolt
Joining for a bit for #tchat. A1: flexibility!Elizabeth Rominger
#Tchat A1 When people re-evaluate the history of a system or procedure, often times an update or refresh is needed to the process.Cyndy Trivella
A1 make sure everyone has all the information to educate and inform rather than regulate #TChatBill Boorman
A1: Be genuine! Ppl are sick of disingenuous actions that don’t get them anywhere. #tchatPlatinum Resource
#TChat A1 – Quit trying to herd cats and start trying to motivate and inspire people.Joan Ginsberg
A1 Quash cynicism, not enthusiasm. #TChatMary E. Wright
A1: Mired in status quo? Remind ppl there are other “quos” to consider <= stupid stuff I say sometimes. #TChatTom Bolt
A1: Don’t try to “disrupt”, try to see things from a diff view, and innovation just happens. Don’t force it #tchatDeb Maher
A1 Work out how you can do things rather than why you cant #TChatBill Boorman
A1: Being an early adopter also can mean you become the SME in the field faster. #tchatDawn Rasmussen
A1 Being the innovators in the organization, not blocking it. Collaborating and sharing, not secret keeping. #tchatPam Ross
A1 Technology is reshaping the landscape to create new possibilities for shifting the paradigm. Embrace it! #tchatDawn Rasmussen
#Tchat A1 Working with the best interest of the company in mind sets the stage for credibility.Cyndy Trivella
A1 Welcome the messenger for change. #TChatMary E. Wright
A1: Keep it simple and be social first #TChatBill Boorman
A1: It means to turn the corporate hierarchy on its head every once in a while & lead from beside. #TChatBrent Skinner
A1 Being a change agent and not being afraid to go against the grain even if it means dealing with political backlash #TChatJanine Truitt
A1 think of the old quote “if you don’t like change you’ll like irrelevance even less” – never be afraid to challenge status quo #TChatmatthew papuchis
A1: Letting full-time employees take flex time when needed as long as the biz isn’t disrupted, only the status quo. #tchatKevin W. Grossman
A1 stopping crying about a seat at the table, sitting down and engaging with leaders to build business thru people #tchatPam Ross
A1. Don’t be scared to ask “Why?” Asking why is how businesses find innovative ways to work more efficiently. #tchatAshley Lauren Perez
#Tchat A1 Staying ahead of the curve on new technology for example, helps set someone apart.Cyndy Trivella
A1: Challenge is not to be an early adopter but to build bridge over the gap before everybody else. #TChatTom Bolt
A1: Actually understanding the business so you can be that “strategic partner” #tchatJoshua Barger
A1- Be out in front and be OK with it. #tchatAndrea Jenkins
A1: Stepping outside of the old/narrow admin role and becoming more active and visible in other areas of the business #tchatBright.com
A1: Always keep the business goals in mind and devise new ways to reach the objectives #TChatChina Gorman
A1: My best ideas come from closing my eyes and opening my mind in an org that let’s me dream. #tchatDeb Maher
A1. Do not accept the statement “it can’t be done.” Find a way to get it done and show the naysayers #tchatAshley Lauren Perez
A1: being an early adopter and working against stereotypes #TChatChina Gorman
You guys will love this one > Q2: What are the traits that make for a great HR pro? #tchatSusan Avello
A2: Honest, truthful and open to change! #tchatRob McGahen
A2 More important now than ever b4 for HR pros to know how market dynamics impact IT, marketing, sales, etc. competencies. #tchatJoe Sanchez
A2: #tchat HR practitioners who work in recruitment are most effective when they can point job seekers to alternative occupations.Catherine Chambers
#TCHAT A2: A person who understands the linkage between investing in people and organizational success, and who champions this cause.Catherine Chambers
A2: HR is people-marketing. #TChatTrepability
A2 Think Global, create granular. #TChatMary E. Wright
A2 A great HR pro never thinks they know it all or have done it all. They have a passion of learning and staying ahead of the curve. #TChatJanine Truitt
A2: HR pros are catalysts for change. Many gr8 leaders today but too many mired in the past. #TChatTom Bolt
a2. to know how to make employees feel like assets of the business… because, well… they are :) #tchatAshley Lauren Perez
A2 The ability to create and enforce policy without losing respect for those to whom it applies. #TChatMary E. Wright
A2: HR pros know that business is human at the core #tchatJen Olney
A2 They are on the cutting edge of organization – help leaders align talent with that direction… #tchatMarla Gottschalk PhD
A2: A great HR Pro is a business professional first with a speciality in HR #tchatJoshua Barger
A2 HR has to have the ability to see doom and gloom before it hits and be ready with solutions for their partners. #TChatJanine Truitt
A2: Start with being you. That’s pretty good, you know. Next, learn more, get practice, become an expert. #TChatTrepability
A2: Self love and love for the people of the company. #TChatSean Charles
A2 be willing to influence without glory #TChatBill Boorman
A2: Know the business, staff the business, teach the business, grow the business. #tchatKevin W. Grossman
A2: HR Pros first and foremost understand people. Businesses are “People” -> The great ones know that! #TChatDaniel Newman
A2 Someone who gets people and knows their craft, creative, can think on their feet and above all fair and ethical. #TChatJanine Truitt
A2 The ability to plan and work to plan, while retaining the spirit and ability to pivot. #TChatMary E. Wright
A2: Manage HR like a business. What do your customers need? How do I measure value, optimize? What strategic goals can I support? #tchatAlyssa Burkus
A2 A passion for people is number one #TChatBill Boorman
#TChat A2 – biz smarts, positive outlook/personality, intellectual curiosityJoan Ginsberg
#Tchat A2 When HR settles, the whole company suffers. Must have courage to stand up for what is in company’s best interest.Cyndy Trivella
A2 Ability to reach for business goals without losing sight of employee needs, wants, rights. #TChatMary E. Wright
A2 flexible to business need and patient #TChatBill Boorman
A2. the ability to see talent in people and embrace it before the business even realizes they needed it. One-step-ahead. #hiresmart #tchatAshley Lauren Perez
A2: You can’t get everything in one person so start with what you need – how does this person need to interact with people? #TChatTrepability
A2: A Great HR Pro has all the great #Leadership qualities. Perhaps #Empathy is the most important. #TchatDaniel Newman
A2: I remember an #HR pro once saying to me, “you control ethics, professionalism & integrity. Everything else is an externality.” #tchatCLOUDTalent
A2: Being HUMAN ;-) #TChat cc: @pamelamaerossBrent Skinner
A2) the best HR pros straddle the line between policies and people. Genuine interest in both and can work in both worlds #tchatKyle Irwin
A2: Empathy. Anyone can do the admin work, but connecting with emps makes you a great #hr pro. #tchatScott Williams
A2 an enabler rather than a regulator #TChatBill Boorman
A2 Flexible thinker – excellent listener – representative of the organizational “heart”. #tchatMarla Gottschalk PhD
A2. Empathy! And the ability to see potential in employees and pair it up with situations that can help them progress #tchatAshley Lauren Perez
A2: Learn to listen and learn. The true pro understands they don’t know it all <= stole that one from Plato #TChatTom Bolt
A2: no different than any other business leadership position – except mastery of the #HR body of knowledge #TChat why any different?China Gorman
A2: Lead Genuine….Be Social…Try Something New. #SocialHR #TChatMeghan M. Biro
A2- In general be open, honest, innovative and TOUGH. #tchatAndrea Jenkins
A2 – An HR Pro has to be able to rip her heart out and watch it bleed on the table! #TChat #RequiredSkillsJason Lee Overbey
#Tchat A2 A thirst for knowledge and inner directive to do what is right for the company and people it employs, along with strong biz acumenCyndy Trivella
A2: #HR #people that lead with their heart, their mind and their creativity. A balance…Always! #TChatMeghan M. Biro
A2. The best #HR pros start with business problems. #tchatJustin Mass
A2: Ability to empathize with others, HR is the gatekeepers & have to deal w/all sorts of folks #TChatJess ‘Babs’ Bahr
A2: a retentless desire to win #tchatpaul jacobs
A2 #tchat Continuous learning & an evolving mind w few fixed traits.Michael Leiter
A2: swhat you know about business needs to be as important as what you know about HR #TChatChina Gorman
A2 The ability to absorb panic and display calm in response. #TChatMary E. Wright
A2: business acumen, vision, courage, #TchatChina Gorman
Moving right along ………..Q3: How do great leaders lead in business today and why? #tchatSusan Avello
A3: By working well not just up the ladder, but down as well. #tchatRob McGahen
A3 #hrtech tool #3 @Axonify – bursts of training, gamified learning, much faster time to competence #tchatPam Ross
A3: Great leaders lead with out even knowing it. It’s the passion that leads. #tchatBeverly Davis
A3) A leader is the dealer. He needs others to play and makes sure they have a stake in the game. Solitaire is a time suck. #TChatMary E. Wright
#Tchat A3 At the end of the day, a confident & capable leader will be able to back up any decision and maintain the respect of others.Cyndy Trivella
A3- Respected leaders are thoughtful, open, decisive (they can say “No”), inspirational, dependable and real. #tchatAndrea Jenkins
A3: Seems to me, a business is all about people. Great ideas, great products, great success all flow out from them. #tchatCLOUDTalent
A3. Keep it real. I’d rather trust a person who makes mistakes and learns than someone who tries to always display a perfect version. #tchatAshley Lauren Perez
A3. I’ve heard a case made for iconic leadership, eg. Steve Jobs, Phil Jackson, Bono. Not always “serve” or get-out-of-the-way types. #tchatBob Merberg
A3: A leader is whatever (S)he needs to be in the moment. No one right answer. #tchatDoctor Daniel Crosby
A3: Spend more time listening than speaking #TChatSean Charles
A3: Positive attitude and excellent communication mixed with productive behaviors #TChatSean Charles
A3 Delegate the good jobs, too. It breeds enthusiasm. #TChatMary E. Wright
A3 – Compassion (learned that from my previous CEO – @jeffweiner ) @TalentCulture #TChatCole Fox
A3: By caring about their employees #TChatJess ‘Babs’ Bahr
A3: Sometimes, they lead from the front, & other times from behind. But mostly, #leaders 2day lead from beside. #TChatBrent Skinner
A3: Great leaders need binoculars and a rear-view mirror. And a moral frickin’ compass. #tchatKevin W. Grossman
A3) A great leader Influences. There, I said it! Influence comes through and permeates throughout the culture of the organization #tchatSusan Avello
A3 great leaders create purpose for the team. They influence behavior rather than control it. They align people with results #tchatPam Ross
A3: never stop learning + embrace change + empower employees to do the same #TChatSylvia Dahlby
A3. A leader that knows they don’t know everything and are humble enough to open up and listen to others gets a gold star from me! #tchatAshley Lauren Perez
A3: Inspiration, not perspiration. Never let em see you sweat. You won’t if you focus on inspiring. #TChatTrepability
A3: Intuition seasoned with Logic #TChatSean Charles
A3 By pulling people up ladder, not by pulling ladder up behind them. People follow passion: succession/mentoring/ display passion #TChatMary E. Wright
A3: There is NO difference between #HR and a #Leader < What if we all looked at it this way? Can you imagine? #TChatMeghan M. Biro
A3: Leaders are inspiration to others. There is no followership training so they have to come willingly. #TChatTom Bolt
A3: Leader needs to keep one eye inside the org and one on the market/biz landscape. #TChatTrepability
A3. Leaders make followers feel like they’re all in it together and that every contribution truly makes a difference. Inspiration! #tchatAshley Lauren Perez
A3: The bestest (yes) HR leaders have an eye for innovation, a thirst for process improvement, and a good dose of humanity. #tchatDawn Rasmussen
A3: Great leaders inspire civility, respect and cultivate cultures that inspire beyond just a paycheck, loyalty is revered #tchatJen Olney
A3. By showing a vision, listening and inspiring employees to lead – so they feel empowered within the company. #tchatAnita
A3: great leaders engage their people in meeting the goals of the org thru the execution of the strategy. They lead people. #TChatChina Gorman
#Tchat A3 HR needs to ask a lot of questions and listen well. That is how strategic and well-formed solutions will be developed.Cyndy Trivella
A3: have the positive attitude to lead and inspire others to greatness. #tchatPlatinum Resource
A3 #tchat Great leaders know it’s not really all about them; it’s about the othersMichael Leiter
A3: Leadership is about non-coercive influence toward an objective. If you can do that, boom. #TChatDoctor Daniel Crosby
A3: Great leaders know what needs to be done, and trusts their team to use their creativity to make it happen #tchatBright.com
A3 with passion, integrity, trust, openness, transparency #tchatPam Ross
A3 -put the right people in the right roles with the right goals then get out of their way! Surround yourself with other gr8 leaders #TChatmatthew papuchis
A3 By example. Its a trust thing. #TChatMary E. Wright
a3. they don’t just lead and expect others to follow. they jump in the crowd, socialize, listen, determine needs, and put to practice #tchatAshley Lauren Perez
A3: Great leaders of today stay open-minded and try to keep a beat on what’s going on. #tchatEmilie Mecklenborg
A3: Leaders are decisive. Followers smell weakness without looking for it. #TChatTom Bolt
A3: As an Apple alum, the leader doesn’t so much lead as set the vision & then allow all to lead from that core. #tchatCLOUDTalent
A3 great leaders know when to lead, when to manage and when to command #TChatBill Boorman
A3 #tchat Great leaders inspire respectful, creative interactions among their team membersMichael Leiter
A3: Great HR leaders translate business vision into acquisition of skilled talent that embody that vision and company culture. #tchatDawn Rasmussen
We’re at ………..>Q4: What are the cool new HR technology tools and why? #tchatSusan Avello
A4: Anything that makes information exchange better, easier and more meaningful. #tchatRob McGahen
A4 If you don’t have analytics tied to real business objectives, why measure? Imbed holistic analytics in your #HRIS #tchatDeb Maher
@pamelamaeross: A4 #hrtech tool #4 @smallimprove – socializes workplace, simplifies performance management, 360s etc great for SMB #TChatPam Ross
A4: The tech is the vehicle; the people are the power, the fuel. #TChat cc: @CLOUDTalentBrent Skinner
A4 #hrtech tool #5 the many options for internal social networks for collaboration, connection, groups, etc. #TChatPam Ross
A4 Focus on EEs, not tech- that’s where the innovation happens #tchatDeb Maher
A4 I must say- I don’t know where the Instagram thing is going in the #HR space, but the companies that are doing deserve a kudos #TChatJanine Truitt
A4 Can I be really simplistic and say how much I love Doodle? #TChatMary E. Wright
A4: Tech that gets us from transactional silos of data death to predictive insight across the enterprise (and the hall). #tchatKevin W. Grossman
A4. HR tech can be great but we need to make sure everyone is trained and utilizing it efficiently, otherwise there’s no point. #tchatAshley Lauren Perez
A4:I have grown fond of sharepoint – great way to build collaboration and sense of community – esp important in decentralized orgs. #TChatmatthew papuchis
A4: Now that the ATS is in the cloud, it can be accessed by anyone from everywhere. Hiring is now truly a team sport! #TChatSimplicant
A4: Make sure you know where you’re going before you rev up the engine. #TChatTrepability
@susanavello A4: #tchat and we have gr8 tech to help with preventing the watering down of a culture from the top to the edgesBurke Allen
A4: i don’t care about cool. I care about effective; about getting better results w/employees, customers, etc. #TchatChina Gorman
A4: I like what is getting built on Salesforce right now #TChatBill Boorman
A4: I like the HR Magazine app. Room for improvement, but saves on paper. #tchatKami McClelland
#Tchat A4 Technology needs to provide seamless access 24/7/365 to keep up with the demands of a fast-paced workforce.Cyndy Trivella
A4 #hrtech tool #1: @rypple. Helps build culture of continuous feedback, holds people accountable, shares objectives openly #tchatPam Ross
A4: Anything that helps you understand how to put teams together and make the struggling ones better. #Teamability cc: @teamingtech #TChatTrepability
A4. Social Media like Yammer and WorkSimple can be a tool too- Performance management, reward, and recognition tool #tchatAshley Lauren Perez
#Tchat A4 Any technology that can connect the dots between one piece of software and another is A+Cyndy Trivella
Last question before I go have my beer > • Q5: Where does social media make sense as an HR and recruiting tool and why? #tchatSusan Avello
A5: When you are looking for the best and brightest. #tchatRob McGahen
A5: May get some flack — for all the higher #HR functions, #SoMe works everywhere, but needs good leaders. #TChatBrent Skinner
A5: Social media helps get the word out re: co brand/culture. Tell about your great co, and they will want to work there 2. #tchatKami McClelland
A5 SoMe best tool for internal messaging of HR policies. Immediate, fetching and tracks receipt, too! #TChatMary E. Wright
A5: It gives us access to insights on candidates not available anywhere else to make better decisions #TChatSean Charles
A5 Rethink what u mean by social media in #HR.Not just twitter /FB. Internal social media: profiles,chat rooms in an #HRIS #tchatDeb Maher
A5: Social media is not a magic solution, it requires dedication and effort to be effective to engage and communicate #tchatJen Olney
A5: There is probably a best-fit social niche for most companies. #TChatTrepability
A5: Where? in use. Why? because it works. #TChatSean Charles
A5 You find talent-Sourcing. Talent finds you-Branding. Both are acts of social media. No choice. Talent hunt is now on steroids. #TChatMary E. Wright
A5 SoMe is good for branding, engagement, boosting morale-need I go on… #TChatJanine Truitt
A5- It’s good way to look deeper than just a resume. Aids in a culture fit, influence in the community etc… #tchatAndrea Jenkins
A5: #SocialHR #HRTech is NOW — We’ve been waiting and the market is here. Listen, Research and then DO. #TChatMeghan M. Biro
A5: Social media is another vehicle for communication and shouldn’t be looked at as a separate entity. #TChatJess ‘Babs’ Bahr
A5 Focus on INTERNAL Social Media-imbed in ur #HRIS just in time while ee is in a process-connect w experts in org #tchatDeb Maher
A5. SM can be a way to show how amazing a company and its culture is. This can make talent want to apply and fight to get in. #tchatAshley Lauren Perez
A5 Social media is great for showing off your brand to a huge audience. Makes people think “I’d love to work there!” Great ROI #tchatKyle Irwin
#Tchat A5 The beauty abt social is that it’s easy and it’s everywhere. Don’t need to over think it.Cyndy Trivella
A5 if your not a social business, social media wont work #TChatBill Boorman
A5 -opportunities to connect employment brand to consumer brand. Lots of orgs have gr8 customer brands w/no connection to emp. brand #TChatmatthew papuchis
A5. Not everyone is a super awesome resume writer. SM can be a saving grace if recruiters are looking at it. #tchatAshley Lauren Perez
A5: If you think #socmedia and #hr only meet at recruiting and perf mgmt, you’re missing a big opportunity #tchatAndrea
A5: When #SoMe is fully integrated into HR life, asking where it applies would be like asking where the telephone applies. #TChatTom Bolt
Social media form one of the largest and most effective networks. Optimize your message and they can work well! #tchat A5Lois Martin
A5: Recruiting using social streams to look for candidate influence, engagement, and personality / cultural fit in action. #TChatKeith C Rogers
A5. SM can bring more of a personality to go along with a resume. I’m impressed by ppl on SM vs. their resume sometimes. #tchatAshley Lauren Perez
A5: It’s all about using #HRTech Smart and Soon…Really. Do your research! #TChatMeghan M. Biro
#Tchat A5 HR needs to maintain pace with job seeker demand. If job seekers want to apply via mobile (for example) then HR needs to get thereCyndy Trivella
A5: stop talking about social media and just integrate #TChatBill Boorman
A5: As a recruiting tool, new services are developing that can help make sense of that unstructured data to uncover new talent pools #tchatBright.com
A5: Utilizing social media properly can “sell” your company for you, making recruitment of grade A candidates that much easier. #tchatScott Williams
A5. Also, it can be good for recruiters to track candidates. Resumes don’t always show all the candidate’s abilities/potential #tchatAshley Lauren Perez
A5: Social media doesn’t have to make sense. It exists. There is a high noise to signal ratio. But it isn’t going away. #TChatTrepability
A5. As I said earlier, it can be a way to do performance management #tchatAshley Lauren Perez
A5: Anywhere it works. #TChatTom Bolt
great and inspiring chat! Thanks all for my 60 minute weekly leadership course :) @susanavello #TChatmatthew papuchis
Great chat. Thanks all! #tchatCLOUDTalent
Super #TChat tonight! Thanks.China Gorman
Thanks all for another great #tchatBright.com
That was a fun first #tchat for me! Thanks guys! Hope to be back next week.Scott Williams
The #TChat community never disappoints! Thanks for another great chat – don’t forget, the #TChat stream is open 24/7. Keep sharing, people!TalentCulture
Thanks to all of you who participated in our discussion. We hope you walk away with great insight! I know I am! #tchatSusan Avello
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-08-02 11:37:252020-05-22 14:29:45HR Leadership Can Make All the Difference: #TChat Recap
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