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3 Ways to Practice Empathetic Leadership with a Virtual Team

Toxic leadership is the main reason why employees leave their jobs. In order to become truly exceptional, those in charge must practice empathetic leadership.

Empathy is the ability to feel what another person is feeling. It is the ability to put yourself in the other person’s shoes in a big and meaningful way. It is to experience their emotions.

Emotional intelligence is the ability to understand and manage your own emotions, as well as the emotions of others. Empathy is absolutely critical to emotional intelligence. But it involves more than just being able to recognize the emotional states of others. It also involves your responses to people based on this information. It’s important to put your emotional intelligence (EQ) to work, at work, in the form of practicing empathy.

Why empathy is important

We live in an era filled with information. Thus, without emotions and the ability to sense, understand, and respond to these emotions, any level of understanding and connection is impossible. In today’s business world, we have tools and methods for the efficient exchange of information, but these leave out a massive amount of what makes people human.

Research has shown that empathy is essential at work, and when it comes to remote work, the critical need for developing both emotional intelligence–and expressing it in the form of empathy–is imperative to its success. Plenty of studies show that when a workplace is capable of empathy, it increases happiness, productivity, and retention.

In fact, a telling brain-imaging study found that when employees recalled a boss that had been unkind or un-empathic, they showed increased activation in areas of the brain associated with avoidance and negative emotion. The opposite was true when they recalled an empathic boss. We know what often follows avoidance… increasing levels of disengagement, poorer communication, ineffective collaboration–and a high likelihood of resignation.

Practicing empathetic leadership can be further complicated when teams become virtual and hybrid–where on any given day some of your team members may or may not be in the office. Removing the crucial in-person interaction experienced in our traditional office environments just means we have to find different ways to more effectively lead our teams–ways that no longer rely on those small, casual, and by-chance episodes of social interaction. Rather, we must become much more deliberate in the practice of empathetic leadership.

How to be a more empathetic leader

1. See the whole person

As a leader of remote employees or distributed teams, it’s important to set an example. In any team, remote or not, it is crucial to be mindful and considerate of your colleagues as whole people. While this may sound simple, humans often are not great at considering things outside our immediate range of experience. Here’s what you can do to foster this in your team:

Actions:

  • Create regular virtual opportunities for your team to meet, both formally and informally, and encourage them to share more about themselves, their families, and personal interests. As a team, create and nurture an environment where it is encouraged to express a more personal side of yourself. More social communication of this kind is related to higher levels of trust in remote teams.
  • Demonstrate that you have listened and that you care by asking questions because you want to learn more. In addition to asking the other person questions, ask yourself questions like, “How would I feel or what would I do in this situation?
  • Use technology to infuse empathy into communication. One of the unfortunate downsides of online communication is that empathy often goes missing in these digital interactions, and digital tools are not the best for expressing human emotions. So if you and your distributed team can’t see each other in person and simply can’t wait on those organic interactions, technology based on psychometrics can fast-track the process and make digital more human again. There are plug-ins available that can help your team better understand how to work with one another so that collaboration is more meaningful and effective.

2. Assume positive intent

Remote work and the endless flood of information and online communication can easily lead to misunderstandings, turning what was supposed to be fast and easy communication into a source of frustration. Assuming negative intentions where there are none will soon crush a team’s dynamic. Developing your empathy skills will help you escape these negative emotions and work towards better collaboration.

Actions:

  • Work closely with your team or direct reports to get a good idea of their day-to-day experiences. By understanding how their workflows operate, you will get a good understanding of what may cause frustration.
  • Listen more. Encourage open communication between yourself and your remote team and its members, and focus on listening to what your employees are saying–not just waiting to speak. To be empathetic, you have to key in on what the other person is saying, both nonverbally and verbally. Emotions can be seen and heard. You can pick up on feelings based on what the other person says and how they say it, including their tone. Take this example shared by Founder & CEO of Gravity Payments, Dan Price. He recounts a life-changing interaction shared between him and one of his employees. And he says his biggest lesson was to listen to his employees.
  • Identify and challenge your biases. We are all biased. People tend to approach situations with preconceived notions. It helps people feel prepared for situations. It helps people to feel in control and more comfortable. But preconceived notions, assumptions, or biases make it difficult to listen fully. Work on identifying them and challenging these biases to improve empathy and become more inclusive of different perspectives.

3. Develop a safe space.

The highest-performing teams have one thing in common: psychological safety. It is the belief that you won’t be punished when you make a mistake.

Studies show that psychological safety allows for moderate risk-taking, speaking your mind, creativity, and sticking your neck out without fear of having it cut off—just the types of behavior that lead to breakthroughs or innovations. So how can you increase psychological safety on your own team?

Actions:

  • Approach conflict as a collaborator, not an adversary. When conflicts come up, avoid triggering a fight-or-flight reaction by asking, “How could we achieve a mutually desirable outcome?” Speak human-to-human, but anticipate reactions. Plan countermoves and adopt a learning mindset where you’re truly curious to hear the other person’s point of view.
  • Ask for feedback to illuminate your own blind spots. Open up for suggestions and ideas from your team and take time to reflect on them. If you create this sense of psychological safety on your own team starting now, you can expect to see higher levels of engagement, increased motivation to tackle difficult problems, more learning and development opportunities, and better performance.
  • Commit to developing a psychologically safe culture. Discuss shared “team rules” openly. Create a supportive environment and make a good example of yourself. Talk about challenges and tough issues that you are facing.

Conclusion

In the end, one of the easiest ways to practice empathetic leadership is to offer your support and tangible help. Sometimes, it is not enough to say, “I’m sorry to hear this.” Instead, say, “I’d like to help.” Or, “How can I support you?” Or, “What can I take off your plate?” Show that you’re willing to take time to do something for someone else. This demonstrates empathetic leadership.

Empathy in the workplace allows employees to better understand each other. When employees understand each other, they can better work together, and teams can be effective and productive. Leaders have the ability to empathize, and by empathizing they inspire others to be caring, and that trickles down. The result: healthier, more inclusive cultures and more productive teams.

To learn more about how you can fast track the improvement of emotional intelligence across your organization and build more engaged, higher-performing teams, visit www.eqeverywhere.com.

 

Job Auditions: Secret to Successful Hires?

By Matt Mullenweg, Founder, Automattic.

Hiring potential employees on a trial basis can help you quickly discover things about them that you can’t learn from resumes, interviews or reference checks. Here’s how it works in our organization.

Automattic (the fuel behind WordPress.com) employs more than 225 people who live all over the world, in 190 different cities. Our headquarters office is in San Francisco, and it operates similar to a coworking space. Employees who live in the Bay Area can choose to work from that location if they wish. However, most of our employees choose to work from other sites.

For us, this arrangement makes sense — our business is based on open source software, which is a decentralized product. However, outsiders have been skeptical as we’ve moved forward with our distributed work model.

At the outset they said, “That works great when you have 10 or 15 employees, but when you reach a team of 30, it falls apart.” Eventually we passed 30 employees, and we started hearing that the magic number is 100. Then people said Dunbar’s number — 150 — would be the point at which it didn’t work. Yet we keep blowing past these thresholds. We hired more than 100 people in 2013.

What’s special about us? We don’t hire the way most companies do — both in our mindset and our actions.

Mindset: We Think Differently About Work

In many businesses, if someone shows up in the morning and he isn’t drunk, he doesn’t sleep at his desk and he’s dressed nicely, it’s assumed that he’s working. But none of that takes into account what he’s actually creating during the day — and that’s really what matters.

Many people create great things without having to follow established workplace norms. Our organization measures work based on outputs. I don’t care what hours you work. I don’t care if you sleep late, or if you pick a child up from school in the afternoon. It’s all about what you produce.

This arrangement isn’t for everyone. But a lot of people like the autonomy we offer, and that’s important. So we’ve arrived at an unorthodox hiring system that serves our needs perfectly.

Behavior: We Hire by Audition

Before we hire anyone, they go through a trial process first, on contract. They can do the work at night or over the weekend, so they don’t have to leave their current job in the meantime. We pay a standard rate of $25 an hour, regardless of whether a job candidate wants to be an engineer or the chief financial officer.

During the trials, applicants perform actual work. If you’re applying to work in customer support, you’ll answer trouble tickets. If you’re an engineer, you’ll address engineering problems. If you’re a designer, you’ll design.

Seeing Is Believing

There’s nothing like being in the trenches with someone — working with them day by day. It tells you something you can’t learn from resumes, interviews or reference checks.

At the end of the trial, everyone involved has a great sense of whether they want to work together going forward. And, yes, that means everyone — it’s a mutual tryout. Some candidates decide we’re not the right fit for them. For others, the experience solidifies their commitment.

The Payoffs of Careful Hiring

Overall, we end up hiring about 40% of the people who try out with us. It’s a huge time commitment — coordinating the short-term work our applicants perform — but it leads to extremely low turnover. In the past eight years, only about 10 people have left the company, and we’ve let go of another 25 or 30. Those are great numbers in today’s work environment, so it’s a system we plan to keep utilizing.

Today, I spend at least a third of my time on hiring. And even though it’s a small part of our process, I still look at every resume the company receives, and I conduct the final interview with everyone who joins us.

It’s worth the effort. Nothing has the impact of putting the right people around the table. The aphorism is true: You can’t manage your way out of a bad team. We’ve done experiments to find the best way to hire based on our unique organizational structure. I encourage your business to do the same.

252691_10150856254811651_681132284_n(About the Author: Matt Mullenweg is the founder of Automattic, the company behind the open-source blogging platform, WordPress.com, as well as Akismet, Gravatar, VaultPress, IntenseDebate, Polldaddy and more. Additionally, Matt is a principal and founder of Audrey Capital, an investment and research company. Connect with him on Facebook or on Twitter.

(Editor’s Note: This post was adapted from a post at Brazen Life, with permission. It is based on a talk by the author at the December 2013 Lean Startup Conference. It originally appeared on Harvard Business Review. For more information, visit the Insight Center on Talent and the New World of Hiring. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

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

Image Credits: Wikipedia (feature) and Kevin Abosch (author)

Putting a Face on Remote Work #TChat Recap

Say, “Good Morning.”

Go ahead. Say it out loud. Oh, but say it to someone else. Preferably in the morning. In person. Or on the phone. Or even online.

If it’s later in the day, maybe you can say, “Good Afternoon.” Or “I’m going to grab a bite to eat” when you leave for lunch.

Or when you want feedback on an idea, simply ask, “Gotta minute?”

Face-to-face — keyboard-to-keyboard — whatever it takes. Human interactions are the glue that keeps us all grounded and helps us get work done. And these days more than ever, more of us are getting more work done remotely.

Collaboration platforms, video conferencing, social networks — even our phones — these are the tools that keep us connected and empowered, wherever we roam in today’s fluid world of work.

These technologies help us plan and problem solve more efficiently than ever. Of course, they can also help us interrupt and disrupt workflows. It may be harder to be a dreaded “gotta-minute” goblin when you work from home, but it still happens.

So seriously. Gotta minute? Because it’s those disruptive, frictionless human connections, those moments when we’re relating to one another personally and professionally – that’s what keep us moving forward, together. The connections may be virtual, but the results are real.

As we explored the virtual work frontier this week with #TChat guest Mike Hostetler, Founder and CEO of appendTo, two core themes emerged:

1) Be yourself: Whether you operate from home or a centralized office, it’s essential to “show up” and be authentic. Acknowledge me throughout the day. Keep me in the loop on the good, the bad and the ugly — and don’t be afraid to tell me why. That’s the stuff that binds us in a common mission, even through rough times. Paychecks are great, but there’s no substitute for genuine human connection and shared purpose.

2) See yourself: When you work virtually, don’t forget that, in the eyes of your colleagues and managers, you’re part of something larger than yourself. It’s smart to invest in that context. It may mean periodic in-person visits to the headquarters “mothership,” or catching up at conferences and training events, or even regular (perhaps awkward) team video conferences. It may not always be fun, but the effort can make a big difference in the quality of your performance and your team’s results.

So let’s learn from the wisdom of our talent-minded crowd, and let’s stay connected. OK?
“Good morning, #TChat. How are you doing today?”

#TChat Week-In-Review: Remote Work Continues to Rise

SAT 1/11:

Mike Hostetler

Watch the #TChat Preview hangout

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guest, Mike Hostetler, Founder and CEO of appendTo. See the #TChat Preview now: “Virtual Workplace? For Real!

SUN 1/12:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro discussed what’s at stake for leaders as the future of work becomes increasingly virutal. Read “Telecommuting Is The Future Of Work.

RECENT RELATED POSTS:

Telecommuting: 5 Ways Companies Benefit” by Daniel Newman
Telecommuting Tools: What’s Your Plan?” by Dr. Nancy Rubin

WED 1/15:

TChatRadio_logo_020813

Listen now to the #TChat Radio replay

#TChat Radio: Hosts Meghan M. Biro, and Kevin W. Grossman talked with entrepreneur Mike Hostetler about what it takes to create and sustain successful virtual teams. Listen to the #TChat Radio replay…

#TChat Twitter: Immediately following the radio show, Meghan, Kevin and Mike joined the TalentCulture community on the #TChat Twitter stream for a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: Virtual Workplace? For Real!

[javascript src=”//storify.com/TalentCulture/virtual-workplace-for-real.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mike Hostetler for sharing your perspectives on creating and managing remote teams. We value your time, your thoughtful ideas and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about remote workgroups? 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: Our month of forward-thinking #TChat Events continues on Wednesday, January 22, when China Gorman, CEO at Great Place To Work, reveals emerging trends in employment practices, with illustrations from Fortune Magazine’s recently announced “2014 Best Companies To Work For” list. See the #TChat Radio preview now.

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group. and elsewhere on social media. So join us anytime — don’t be shy.

We’ll see you on the stream!

Image Credit: Stock.xchng

Telecommuting Tools: What's Your Plan?

Virtual teams are truly gaining ground in today’s workplace, thanks to the convergence of three factors:

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.

110727_GIST_The_Mobile_Worker4

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…)

Image Credit: Pixabay

Telecommuting Tools: What’s Your Plan?

Virtual teams are truly gaining ground in today’s workplace, thanks to the convergence of three factors:

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.

110727_GIST_The_Mobile_Worker4

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…)

Image Credit: Pixabay

Virtual Workplace? For Real! #TChat Preview

(Editor’s Note: Looking for a full recap and resource links from this week’s #TChat Events? See the #TChat Recap: “Putting a Face on Remote Work.”)

Distributed workforce. Virtual team. Telecommuting.

Whatever term you use to describe remote work models, the concept continues to gain momentum in today’s business environment — and with good reason.

High-speed connections, mobile technology and cloud-based collaboration tools now make it easy and cost effective for people to “go to work” anytime, from almost anywhere.

XJyGYBut infrastructure and good intentions, alone, don’t guarantee that virtual organizations will be productive and profitable. So, what does it take? That’s the focus of  #TChat Events this week, as we look at why and how successful virtual teams really work.

And what better way to explore this topic than with an entrepreneur whose business is driven entirely by remote contributors? Our guest this week is Mike Hostetler, Founder and CEO of appendTo, a highly successful web engineering firm, powered by a far-flung workforce.

“Sneak Peek” Hangout: Trifecta of Awesomeness

To kick-off this week’s discussion, Mike joined me for a G+ Hangout, where he outlined the “trifecta of awesomeness” — three key reasons why the virtual workplace is taking hold:

What are your thoughts about how to build and manage awesome virtual organizations? This week, we’re seeking wisdom from the crowd — so share your ideas and opinions with the #TChat virtual community!

#TChat Events: Why Remote Work Continues to Rise

#TChat Radio — Wed, Jan 15 — 6:30pmET / 3:30pmPT

TChatRadio_logo_020813

Tune-in to the #TChat Radio Show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Mike Hostetler about what it takes to create and sustain successful virtual workplaces. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Jan 15 7pmET / 4pmPT

Immediately following the radio show, Meghan, Kevin and Mike will move to the #TChat Twitter stream, where the entire TalentCulture community will join the discussion. Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: What are the pros and cons of virtual workplaces?
Q2: How do remote work models affect employee and customer engagement?
Q3: What factors should leaders consider when creating virtual teams?
Q4: How can recruiters identify traits of successful remote workers?
Q5: How can we apply technology to foster virtual collaboration?

We look forward to hearing your ideas and opinions, as talent-minded professionals who care about the human side of business.

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed, and on our LinkedIn Discussion Group. So feel free to drop by anytime and share your questions, ideas and opinions.

We’ll see you on the stream!

Connecting Career Dots: #TChat Recap

Question: What was your favorite job to-date? Now tell me, how did you learn about that job? And how did the hiring manager decide that you were the best candidate?

Did friends, family, former colleagues – any people you know – make a difference in helping you locate and land that satisfying opportunity? I bet you said yes.

Certainly, other factors count. Skill, speed and smarts – even serendipity – can play a role in making a strong career move.

But after a week of #TChat discussions about how to stay ahead of the curve in today’s job environment, I’m reminded that one factor matters most. The key is not how fast or how elegantly you travel along your professional path – it’s how many others you bring along for the ride.

Hint: The Secret Sauce is Social

No matter how rapidly the world of work evolves – desired skills, business environment, job hunting tools – relationships are the common denominator that defines the trajectory of every career. Truth is, connectedness creates powerful career leverage.

How we build and maintain relationships may shift as technologies and customs change. But at the end of the day, relationships matter. They’re the fuel that drives professional momentum. And professional communities like TalentCulture are living proof.

Digital forums may never replace the impact of direct contact. But they create a whole new context for connectedness that the world has never seen. And that can translate into far richer learning, collaboration and professional opportunities for career-minded individuals.

But don’t take my word for it. Look at what experts say…

NOTE: To see specific highlights from yesterday’s “Career Management” #TChat session on Twitter, watch the Storify slideshow at the end of this post.

#TChat Week-in-Review

A special thanks to career management and mentoring expert, Mark Babbitt, Founder and CEO of the popular internship portal and blog, YouTern. His leadership through the week’s #TChat activities kept us all focused, engaged and open to new ways of managing our careers.

SUN 1/6
TalentCulture Founder, Meghan M. Biro set the stage in her Forbes.com post: “5 Powerful Career Drivers for the Future of Work”

MON 1/7
#TChat weekly preview post: “Lose Job? Keep Career!”

Google+ Hangout Video: As a prelude to his appearances later in the week, Mark Babbitt talked with TalentCulture community manager, Tim McDonald, about key challenges in today’s job market.

TUE 1/8

Click to hear #TChat Radio Show

#TChat Radio Show: Hosts Meghan M. Biro and Kevin W. Grossman led a lively roundtable discussion about how to find a good job fit in the New Year. The session featured Mark, along with two other career management experts, Miriam Salpeter, Founder of Keppie Careers, and Andy Osburn, CEO of Equals6.com.

WED 12/19
#TChat on Twitter: The community returned from the holidays in fine form, ready to share ideas about career management challenges, opportunities and strategies for success. Thanks to everyone who contributed thoughtful input!

Here’s just a taste of the interaction from last night’s #TChat stream…
(For full highlights, watch the Storify slideshow at the end of this post.)

Biggest career management challenges?

There’s no such thing as job security any more, but a good network provides security. @AlliPolin

Learning when to stay, leave or pivot in your career / job is a heavy thought for many people. @CyndyTrivella

What job hunting activities matter most?

Get comfortable with the relentless pursuit of community and meaningful connection. Employed or not. Your next dream job starts here. @SocialSalima

Social media isn’t going to get you hired. The relationships you build there, though, just might. @talemetry

What do employers want most in candidates?

Employers want innovators and collaborators. @RogerVeliquette

Are resumes dead?

Over 80% of resumes are intentionally misleading. 70% of grads say they’ll lie to get a job. Horrendous. @Cream_HR

I think work “portfolios” will be more common in some areas. Show me what you accomplished! @Victorio_M

Online/digital tells the story of where we’ve been and where we want to go. It’s 360 degrees, it’s free, it’s here. @SocialSalima

Your personal brand and social media are your 3D resume. @EmilieMeck

Best job search technologies?

I think you answered your own question…..the technology is Search. @JimLundy

Google, chats (#tchat, #hfchat), LinkedIn, Glassdoor, networking data base. @AnneMessenger

Build your community – BEFORE you need it! @susanavello

Whatever the technology – must be used to get face-to-face with hiring manager! @RichardSPearson

Best tech for finding a job is a handshake and positive attitude! The rest just gets us to the handshake. @JanisSpirit

# # #

Closing Notes & Highlights Slideshow

NOTE TO BLOGGERS: Did this #TChat session inspire you to write about career management or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.

WHAT’S AHEAD: Next week, we shift our focus to Gratitude and Employee Recognition. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 15, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 16, at 7pm ET. Look for a full preview on Monday, January 14 via @TalentCulture and #TChat. Til then, keep rockin the World of Work!

Image credit: Card Holder via stock.xchng

#TChat INSIGHTS Slide Show: “A New Year of Career Management”

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LOSE JOB? KEEP CAREER!

Storified by TalentCulture World of Work· Wed, Jan 09 2013 18:26:32

Chatting from beautiful California! @MeghanMBiro #Tchat http://pic.twitter.com/PTFrWl8YCream.hr
Hi #TChat friends! tweeting by the water today #Brrr #yyj http://pic.twitter.com/PjqNKlFnSean Charles
Happy #Community Manager Appreciation Day! #CMAD http://contently.com/blog/2012/01/23/happy-community-management-day/ #TalentNet #SMCDallas #TChat #USGuys http://pic.twitter.com/tiMRizz9Crystal Miller
Q1: What are the biggest career management challenges for professionals today and why? #TChatMark Babbitt
A1: Politicians, Medical Workers, Tax Attorneys #TChatTom Bolt
A1. Constant iteration – and Maintaining aftermath #tchatCream.hr
A1 If you always do what you always did – you will get the same results. Biggest hurdle for some? Change. #tchatEmilie Mecklenborg
A1: Making the most of the job experiences you have had! #tchatLegal Option Group
A1: Finding a company that not only matches your goals, but one you can trust to stay in business and do the right thing. #TChatchrys peterson
A1 Being visible and developing relationships both in and out of the organization is key and a challenge! #tchatAlli Polin
A1: Realizing that if you need help, you have to ask it. You can’t expect others to read your mind. #tchatRob McGahen
A1. Staying relevant and in demand when things change so rapidly- have to take control of your development #tchatJane Watson
A1 Learning when to compromise but not compromising yourself. #tchatFord Careers
A1 Knowing what career paths are feasible and what steps I need to take to get there. #tchatAshley Lauren Perez
A1: I find a lot of career challenges involve not knowing yourself before leading others in the workplace. #TChatAndrew Henck
A1 – knowing that no job is permanent – always planning for the next while exceeding expectations on current… #tchatRichard S Pearson
A1 Another challenge, taking the time to truly engage with others, colleagues, clients, etc #TChatClaire Crossley
A1. Keeping up with the changing technology. How to stay relevant when there are so many innovations #tchatCream.hr
A1. Biggest challenge is to keep moving forward rather than becoming complacent or stuck. #tchatSabrina Baker
A1 Owning the career path, listen to your heart, not someone’s suggestions #tchatDustin Haverkamp
A1: Identifying short & long term goals – charting a path to get there #TChatAndy Osburn
A1. The biggest career challenge for professionals today is building the skills they’ll need for tomorrow. #TChatTalent Generation
A1: Biggest career challenge – Staying relevant in essential conversations. #TChatJon M
A1) lots of information out there to manage. You need to hire an intern to keep up! #tchatRich Grant
A1: Staying relevant and marketable. #tchatKevin W. Grossman
A1 With staffing reductions, balancing home and work can be a challenge due to extra hrs. @ work. #TchatCyndy Trivella
A1 – The biggest challenge is to stay ahead of change & manage market expectations #TChatLeAnna J. Carey
Q2: What are the top three activities job seekers should focus on this year and why? #TChatMark Babbitt
A2: 1. Think positive 2. Reach out to other ppl you know who are connectors 3. Scan CL and LinkedIn like your life depends on it! #tchatLegal Option Group
A2: Networking, personal meetings, staying true to plan (don’t let gear derail the focus. #TChatTodd Noebel
A2: Share your expertise… Listen to experts… Shut up. <= 3 more things #TChatTom Bolt
A2. FOLLOW YOUR PASSION. Seriously. #tchatCream.hr
A2 Never give up! #jobseeking and rejection can be depressing but don’t stop trying and try new ways. Only takes 1 #job offer. #TChatJanis Stacy
A2: building relationships, focused networking, & following those that have what you seek #tchatSkyWay Leadership
A2: Recognizing your talents and how they apply/transfer to diff jobs/careers, networking & building relationships. #tchatchrys peterson
A2. Community building. Surround yourself with those that find purpose and strength in helping group be successful. #tchatVictorio Milian
A2: Be aggressive with your job search, but don’t forget to take time for yourself. #tchatRob McGahen
A2: Network, Network, Network (BUT)…>>>>>>>Know when to ask!!!! #TChatSusan Avello
A2: Become a connector of people, ideas and intent. #TChatMeghan M. Biro
#tchat a2 building a platform to deliver valuable outcomes to their audience while increasing their reach and impact!Bruno Coelho
A2: Adjust your plan… Execute the plan… Measure results… Rinse and repeat. #TChatTom Bolt
A2. If you have a reactive mindset vs. a proactive mindset the world will pass you by #tchatBridget Webb
A2: Know your value, network with those who can propel your forward and and be adaptable to the market #tchatJen Olney
A2 build a strong online portfolio, participate in local networking groups & educate yourself through books & online resources #TChatHolly Chessman
A2 – technology, self-branding and cultural sensitivity #tchatmatthew papuchis
A2. Follow up, Networking, and Soul Searching. Do what you love #tchatCream.hr
A2: Send an informational interview request to a contact in your desired field/sector atleast once a week #TChatAndrew Henck
A2 – Innovation skills, Social Business, Results – Because business sustainability & growth are monumental to our biz economy #TChatLeAnna J. Carey
A2: Revamping that video resume, networking on all levels and focusing on a career, not just a job! #TChatSpark Hire
A2: Networking, networking, networking #tchatBright.com
A2 Clean cross-platform Social Media presence / Learn languages / No Drugs #TChatEnzo Guardino
A2. A successful job search isn’t about what you do, it’s about who you know. Never stop networking. #TChatTalent Generation
Q3: What are the hot professions today and what are employers looking for in every employee? #TChatMark Babbitt
A3 folks that are on high tech marketing are always in demand – as are those who can write well #TChatHolly Chessman
A3: As they say in NBA, I can tech you basketball. I can’t teach you to be 7 feet. #TchatCLOUDTalent
A3 Hire for potential! #tchatMarla Gottschalk PhD
A3. People who are loyal to their values. #tchatSalima Nathoo
A3 employers are looking for candidates that have tangible evidence that they can be successful at the job. bring out the brag books! #tchatAshley Lauren Perez
A3 I love multi-talented candidates. Can pitch and close, knows HTML in a pinch! #tchatRobert Moore
A3: Problem solvers, for sure! Not just BS’rs. They’re’s plenty of those to go around! #TChatSusan Avello
A3: I want cynical, critical, idealist, hard-working empaths, please. #tchatKevin W. Grossman
A3 Often times, #job seekers R so nervous in the interview, they don’t take time to assess if the company fits their culture needs. #TchatCyndy Trivella
A3 Seems employers want already full time employed problem solvers. #TChatJanis Stacy
A3. Know what you can teach. Offer to build that capability on your team. #tchatJustin Mass
A3: If you can read this, employers want you: 010111010101011010 #TChatTheJobChaser
A3: Employers want innovators and collaborators. #tchatRoger Veliquette
A3) looking for passion, honesty, integrity, & a willingness to learn #TchatPortland John
A3: They seek a proactive person with a positive attitude! Dn’t forget how much value is placed on a persons “fit” within the co. #tchatLegal Option Group
A3 People who can laugh and not take themselves too seriously are always on the “we like that” list with employers. #TchatCyndy Trivella
A3) NACE – National Assoc of Colleges & Employers surveys regularly about this question. Soft skills wins out #tchatRich Grant
A3. Experience, knowledge and successes are important of course but soft skills are just as relevant. #HR #career #tchatBridget Webb
A3 Employers are looking for someone who will engage beyond the status quo, lead outside the box and co-create. #tchatSalima Nathoo
A3. Hot jobs? UI/UX Designers. In demand skills? Adaptability, flexibility, combos of skills (e.g. Creative + tech-savvy) #tchatJane Watson
A3 Creative problem solvers with depth of experience #tchatRobert Moore
A3: Employers want people who can MULTI-TASK; do many jobs. #Tchatchrys peterson
#tchat A3 Online Dreampreneurs will rock 2013! Every Entrepreneur with a worthwhile Dream can make a meaningful impact Online!Bruno Coelho
#tchat A3 employers are looking for: on the plus side: proactive, passionate, focused. On the minus but real: charismatic, attractive.Franny Oxford
Q4: Will the online profile eventually be the demise the resume? Why or why not? #TChatMark Babbitt
A4) Resumes = lack of creativity! Job seekers must be innovative, showcase their talents #TChatPortland John
A4: the resume is only a filter & not a good one at that – having better information will always lead to better decision making #TChatAndy Osburn
A4: Problem with resumes is they are push-based. Need #digitalweaver that is pull-based so that skills are contextual to job. #tchatCLOUDTalent
A4 Your personal brand and social media are your 3D resume #tchatEmilie Mecklenborg
A4: first thing a potential employer does is “google” you. So in some respects, your search results is modern day aggregated resume. #tchatmatthew papuchis
A4:Online profiles will create a one-stop-shop as recruiters will be able to not only evaluate work exp & evaluate social presence.#TChatLidia Cords
A4: Important to be ready with both: resume (electronic, no more paper) + online profile. #tchatAnne Messenger
A4 over 80% of resumes are intentionally misleading. 70% of grads say they’ll lie to get a job. It’s horrendous #tchatCream.hr
A4: Some say that it seems to be headed that way. Do #recruiters look at social media profiles before contacting an applicant? #Tchatrecruiterbox
A4 I hope I never have to write another resume again #justsaying #tchatRobert Moore
A4: A quality online profile will fortify the resume. It gives a qualitative view of the person. #TchatJohn R. Bell
A4 Dead and gone. Because you can be whoever you want to be on paper and everybody knows it. #tchatCream.hr
A4) I think resumes started dying when we started using online application management systems. #tchatJennifer Tozer
A4: Online profiles basically ARE resumes – just updated more frequently. It’s progression, not replacement. #tchatBright.com
A4: Resumes are still important, but online profiles help complement what you show on paper. #TChatKC Job Seekers
A4: Paper resumes communicate so little about who a person is and what they can do for you. Online profiles are already here. #tchatMatt Hirschfelt
A4. Online profiles will definitely enhance the resume and change the format. Not sure about going away entirely. #TChatSpark Hire
A4 Full resumes will give way to very personal cover letters, linked to online profiles. Needs customized focus to balance skills. #tchatStephen Abbott
A4 One day, surely. As is, reading through a CV is faster and somehow, more personal (reading between the lines) #TChatEnzo Guardino
A4. The online profile probably won’t replace the resume. But it’s already just as important. #TChatTalent Generation
Q5: What are the best technologies job seekers should be using in their search and why? #TChatMark Babbitt
A5: Be you…on and offline. It’s just that simple #tchatJen Olney
A5 Use technology, but don’t use it as a crutch to keep U from IRL interactions. Technology is a means to an end, not the end result. #TchatCyndy Trivella
A5 Vast amount of articles, white papers on every industry. Research current trends and pay attention to shifts in your field. #tchatFord Careers
A5: The best tech. for finding a job is #some by far. It’s been progressing steadily and I see no decline any time soon! #tchatLegal Option Group
A5: We live in a world of clutter. Anything that breaks through it with the right purpose & conviction is a candidate’s advantage. #TchatJohn R. Bell
A5. First jobseekers should be networking. Technology LinkedIn and of course twitter #TchatGuy Davis
A5 Connect and build relationships on #SoMe – use the one that makes you most comfortable – but do it! #tchatAlli Polin
A5: 2013 Social Video is a hot Technology for effective Job Search. #TchatSean Charles
A5: Best technologies for job seekers? Google, chats (#tchat, #hfchat), LinkedIn, Glassdoor, networking data base. #tchatAnne Messenger
A5: Building your community – BEFORE you need it! <<<<< Key! #TChatSusan Avello
A5. Tech is out. Direct referrals from friends and colleagues more effective with much less gaming than tech #tchatShane Granger
A5. Ask yourself….”Who do you know and who should you know?” Then find a way to connect/build relationship via #socialmedia #tchatBridget Webb
A5: Whatever the technology is – must be used to get face-to-face with hiring manager!!! #tchatRichard S Pearson
A5: Use technology + #social to take charge of your career, your destiny and your “life story” #TChatMeghan M. Biro
A5) I have not tried this but someone told me about http://jibberjobber.com for keeping track of contacts #tchatRich Grant
A5. Money and a smartphone. Money to maintain yourself and a phone to stay connected with people. #tchatVictorio Milian
A5: Sites and services that give you a glimpse inside to all the people, places and thing you’re interested in. #tchatKevin W. Grossman
A5 Best technology: tablet tech. Bring it into a job interview and show off your portfolio. That’s what I call #dynamicinterviewing #TChatTheJobChaser
A5: technology aside, nothing can replace the personal connections you have. So focus on technologies that will enhance relationships #tchatmatthew papuchis
#Tchat A5 Knowing which, can require trying many to know which works best 4 U. Not using technology will NOT play in UR favor.Cyndy Trivella
A5 Mobile Tech.>Better networking, search opportunities, be accessible and respond promptly to enquiries, wherever & whenever #TChatEnzo Guardino

Teams of Us, Them & You: #TChat Recap

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

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

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

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

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

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

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

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

That’s when the magic happens.

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

Image Credit: Pixabay

 

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

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

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

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

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

Managing Virtual Teams: #TChat Recap

You’d think that those of us who collaborate online have already mastered the virtual workplace. And for the most part, we have.  We communicate via a variety of tools and services:

  • E-mail
  • Phone
  • Instant Message
  • Video Chat
  • The Big Social 3 (Facebook, Twitter, LinkedIn)
  • Other Online Networks
  • Webinar
  • Podcast
  • Blog
  • Wiki
  • Intranet

All being done via:

  • Landlines
  • Cell phones
  • Smart phones
  • The Internet
  • Tablet computers
  • Laptop computers
  • Desktop computers
  • Carrier pigeons
  • Two cups connected with string
  • Telepathic messages

Maybe not the last three, but if you do use any of those, do please let me know.

Beyond the tools and services, the true measure of working virtually is the fact you are autonomous, accountable, personally responsible, self-managed and productive — but not in the “time put in” sense, more the productivity in aligned business output over the course of the day and week.

Those of us who have worked virtually for years within organizations and/or with clients not in the backyard don’t think twice about what it means to work alone in a home office.

Maybe, although I think we need more live interaction throughout the year.  So whether than means formal company gatherings a few times a year, meeting at events a few times a year, leasing space in a coworking facility like I do, we all still need a little face time.

And that’s what helps to keep your company culture solidified — the face time — look me in the eyes, baby.

Last night during #TChat, where the topic was — Managing virtual teams and dispersed global organizations while maintaining workplace culture.  Is it possible? — Amy Ruberg mentioned: Trust is earned, fragile, and travels in both directions.

That really sums up the daily workplace transactions, together in a shared office or at home in a virtual one, and for me solidifies culture as well.

Unfortunately many companies don’t trust well and still have archaic policies that don’t jive with the realities of the mobile/virtual workforce.

Can you imagine conducting a virtual meeting across a variety of devices while still having a no-electronic-device policy during meetings?

Wouldn’t that make everyone vanish in thin air?

Another defining point from last night — if you can’t manage virtual teams should you be in a managerial position at all?

Probably not.

The good news is that according to a recent post by Sharlyn Lauby titled What the Best Places to Work Have in Common:

82 of Fortune Magazine’s 100 Best Companies to Work listed the fact that they offered telecommuting.  So, the key concept behind workshifting – being able to work productively from anywhere – are embraced by the companies considered to be the crème de la crème in Corporate America. This comes right after the Federal Government implemented the Telework Enhancement Act of 2010, mandating Federal Agencies to implement telework policies.

Here is the transcript from last night’s #TChat and these were our questions:

  • Q1: How are virtual teams presenting challenges for leaders in a workplace culture?
  • Q2: Reality Check: Can leaders engage and handle workplace conflicts virtually?
  • Q3: What are ways we can improve communication for teams that are primarily virtual?
  • Q4: In person meetings will always be necessary for employee engagement – how much is enough for true team collaboration?
  • Q5: Is recruiting, hiring for “self-management” “innovation” skills a must for telecommuting roles? Globally?
  • Q6: What does employer trust have to do with virtual – both from the inside and outside of an employer’s brand?
  • Q7: Why are some innovative companies considering VTs to be their most important asset?

A special thank you to Meghan M. BiroMatt Charney and Eric Winegardner from Monster land, Ian Mondrow the team at Sodexoand all the other fantastic usual suspects and new folks who stopped by last night to share their wisdom.

Next week’s topic:  Workplace Culture Clash or Party? Multi-generational diversity and the innovation factor.

Join us every Tuesday night from 8-9 p.m. ET (5-6 p.m. PT) on Twitter via hashtag #TChat. Remember we welcome global input! Join in from wherever you might be. Our live chat is hosted by @KevinWGrossman @MeghanMBiro@TalentCulture, and @Monster_WORKS. Please Tweet or DM us for more scoop!