Posts

Building Trust In The Workplace

Trust in the workplace is more important than ever as it drains productivity and eventually leads to costly turnover

Many experts agree that trust is perhaps the most important element of a successful workplace. Companies whose employees trust them tend to have a more engaged workforce and a high efficiency work environment. On the flip side, organizations that have lost employee trust are not as successful. It is not uncommon in times of economic distress for trust to be lost with employers, government and our fellow man. This was seen during the depression of the 1930’s and it is being seen again with the current global economic situation. The meltdown on Wall Street has exposed many stories about executive greed, non-ethical behaviors and decisions. Government has made attempts to encourage corporate integrity by passing legislation such as the Sarbanes-Oxley Act.

Dennis Reina and Michelle Reina, authors of numerous books on this topic, contend major betrayals in the workplace from corporations grossly mismanaging worker layoffs to CEOs committing crimes and misdemeanors. While these events make headlines, other betrayals such as finger-pointing or taking credit for others’ work erodes trust over time. In addition, their research indicates “90% of employees report they feel the effects of eroded trust daily.” In 2010, Deloitte LLP conducted an Ethics & Workplace survey which showed the following:

    • 30% of American employees plan to look for a job when the economy turns around
    • 48% of the group mentioned above cite a loss of trust in their employer as the reason
    • 65% of Fortune 1000 executives believe trust will be a factor in voluntary employee turnover in the near future

There are many factors that can erode employees trust in their company’s leaders, and the experts agree one of the biggest factors is communication. This includes not being open or honest with employees, especially when there is “bad news,” not sharing information such as why a decision was made, and speaking and/or acting inconsistently. In addition to communication, lack of accountability and abuse of management status are also given by employees as a reason for loss of trust. Organizations that have a low level of trust for management tend to have low productivity rates. D. Keith Denton, Department of Management at Missouri State University, states “that it is essential for companies that wish to survive economic strife to create an atmosphere of trust in these untrusting times.” You may ask at this point what can we do to not only avoid losing trust, but how can we build trust with our employees?

The ability to build and maintain trust in an organization starts at the very top and then must be fostered through the rest of the company. Management must set the example and the standard for all employees to follow. Integrity is crucial to building an environment of trust in any relationship, including those between an organization and its employees on every level. Excellent and open communication also very crucial in the development of trust; employees must know the company’s vision and its plan to achieve the vision. This type of communication includes sharing information (including negative information), which should not be minimized. Employees should be considered and treated as equals in the company to foster a sense of community, and all ideas should also be considered equally. Employers should also be able to empathize with their employees, as it is hard to trust someone who cannot put themselves in someone else’s shoes. Employees also very much appreciate when a company leader can own up to a mistake they have made. Employers that take the time and care to develop trust in their organization will reap the rewards.

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(About the Author: Michele O’Donnell joined the team in January 2007 and currently leads MMC’s elite team of HR Consultants. Ms. O’Donnell has been involved in the Human Resources industry for more than 14 years, bringing vast training and management experience to the MMC leadership ranks. Her experience spans the broad scope of labor law, regulatory compliance and HR Best Practices, drawn from her rich experience as Director of HR for several firms throughout her career. She currently works to ensure that MMC’s consultants forge long lasting relationships with our clients, fostered in exceptional service and unsurpassed HR expertise. Ms. O’Donnell earned her baccalaureate degree in Business Administration from Auburn University before receiving her Masters degree in Human Resource Management from Troy State University.)

 
photo credit: citirecruitment via photopin cc

 

Behavior In Business: 8 Human Insights Leaders Should Know

It’s impossible to be in the business world each day and not feel psychology at work. Each of us brings our human nature to a job — regardless of our title, expertise or organizational setting.

Leaders who value the psychological aspects of work life are much more likely to gain trust and inspire top performance from their teams.

These concepts may seem simple, but they can complicate workplace dynamics, and their impact is often measurable. That’s why they deserve attention from anyone who works with and through others to achieve business goals.

Are you thinking today’s leaders already “get it”? If so, this may surprise you…

Leadership Has Evolved? Not So Fast

Recently, the Wall Street Journal published an article, “Now You Know Why Your Boss Is Such An Ape.” It reminds us of how strong and predictable the force of nature can be — especially in a business context. It can be easy to forget that we’re animals — yet we share 99.9% of our genes with apes. In fact, if we compare their behavioral patterns with ours, the similarities are striking.

For example, in both cases, leaders often act cold, or even show disrespect to subordinates in an effort to claim dominance as the “alpha male.” On the other hand, those same leaders are likely to display an incredible amount of respect when interacting with their superiors.

8 Key Behavioral Concepts For Leaders

Psychology offers many more striking insights. Here are 8 that should serve every leader well. It’s not important to remember the terms — but if you remember the concepts, you’ll have a clear advantage in the world of work:

1) Observational Learning

Human learning begins with observation. This is vital for leaders to remember, because employees tend do what you do, not what you say. Those who look up to you will want to model themselves after you. And if your words and actions don’t align, the consequences can harm your organizational culture.

This kind of behavior starts early in humans, as was illustrated in the famous Bobo doll experiment — where children were asked to spend time in a room with an adult. After witnessing the adult display aggressively and verbally abusive behavior toward the doll, children acted in a similar way.

2) Social Contagion

This is the theory of how ideas and emotions spread and go viral. It’s important to recognize this tendancy, especially within a company culture. If a few employees become disengaged, the negativity can spread across the entire company quicker than you might expect.

This concept was illustrated in a University of Michigan study that monitored the spread of eating disorders throughout college campuses. It’s important to look for early signals and work proactively to reverse the impact.

3) Groupthink

Groupthink can be particularly dangerous, so it’s important to remain alert. It’s tricky, because team building activities are beneficial, but too much cohesion can be detrimental.

Groupthink tends to surface when teams take on a mind of their own — usually because members want to avoid conflict within the group. This leads to poor decision making, because groups don’t fully evaluate circumstances, and members are influenced by the rest of the group to comply.

Sometimes groupthink can be an unintended consequence of brainstorming. Rather than creating an atmosphere where multiple participants are inspired to generate a broader spectrum of creative ideas, the brainstorming process itself dampens the creativity of each member.

4) Minimal Group Paradigm

We’ve all seen “cliques” develop in schools and other social environments — that’s essentially minimal group paradigm in action. It’s about arbitrary distinctions between groups (for example, differences in the color of clothing) that lead people to favor one group over another.

Of course, harmful cliques can develop among adults in corporate cultures. However, leaders can avoid this by encouraging team building that reaches across arbitrary boundaries, and supports everyone as part of the same larger group.

5) Social Loafing

Initially I assumed this was about people who lie on the couch while browsing on Facebook — but it’s really much more interesting than that. Over 100 years ago, a study found that people put in 50% less effort when playing tug of war in a team of 8 compared to playing it alone. In other words, we tend to slack off when our efforts can’t be distinguished from the efforts of our teammates.

As important as team building is, autonomy and individuality is an important way to keep people motivated. This sounds counter-intuitive to need for humans to feel they belong to groups. However, there’s a delicate balance between motivating humans as individuals and as team members.

6) Stanford Prison Experiment

This is one my favorite lessons from the realm of psychology. In a Stanford University experiment, participants were assigned roles as prisoners and prison guards in a pseudo prison environment. Guard adapted to their new roles much quicker than expected, and guards became very authoritative and abusive toward prisoners.

This is obviously important for leaders to understand, because job roles clearly have an effect on our perception of ourselves and others. Be careful how you assign titles and responsibilities, and how you manage those expectations within your ranks, over time.

7) Prisoner’s Dilemma

This is another famous psychological experiment that underscores the importance of accountability within teams.

The prisoner’s dilemma is a game where the “rewards” are prison terms. There are 2 prisoners, A and B. If both prisoners betray each other, they each serve a 2 year jail sentence. If prisoner A betrays prisoner B, prisoner A goes free and prisoner B gets 3 years (and vice versa). If they both remain silent, they each serve only 1 year. Of course, it’s in both players’ best interest to stay silent. However, typically, the fear of betrayal leads both to betray each other.

This reminds us that trust and communication is essential for individual and team success — and that the definition of “success” is influenced by self interest.

8) Halo Effect

The halo effect is a popular concept among brand marketers, but it also can apply to perceptions of an employee. In marketing, humans develop positive perceptions of a product when respected sources describe it in positive terms, or when the brand develops strong associations with other attractive brands.

In the workplace, the halo effect involve bias that is either positive or negative. For example, when a leader likes an employee, they may attribute other positive traits to them (e.g. they’re smarter or more committed than others) even if it’s not accurate. This can obviously become a problem, if it affects the leader’s decisions. The best way to avoid this trap is to focus on objective measures of performance.

Obviously, this is just a taste of the behavioral research that can inform workplace leadership. But anyone can learn more — there are tons of great learning resources available online.

How do you see psychology at work in your organization? What has worked for you and what hasn’t? Share your thoughts in the comments area.

JacobShriarAbout the Author: Jacob Shriar is the Growth Manager at Officevibe, an employee engagement platform. He’s passionate about company culture, and he blogs regularly on productivity, employee engagement, and career tips. When he’s not reinventing the world over a glass of scotch, he likes to find new skills to learn. You can also follow him on Twitter.

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.

 

Careers: Better Choices Mean Better Business #TChat Preview

(Editor’s Note: Are you looking for full Storify highlights + resource links from this week’s #TChat Events? Read the #TChat Recap: “Bring Your ‘Genius’ to Work.“)

Happiness at work
. Passion for your profession. Finding your bliss.

These days, we hear a lot about the importance of being emotionally connected with our careers.

Sounds like a nice idea — but it’s much more than that. Research shows that it’s a key driver of professional performance. It’s also an essential aspect of employee engagement. Yet statistics show that, for most of us, it remains an elusive goal.

Bucking the Trend

This week at #TChat Events, we’ll look at how each of us can defy those statistics by gaining better understanding of our individual strengths and motivations — and by putting those insights to work through better career choices.

We’ll also look at why it’s smart for business to encourage this kind of investigation and discovery.

And who better to help lead this discussion than career management expert, Maggie Mistal? Before establishing herself as the personality behind the long-running SiriusXM radio show, “Making A Living,” Maggie was Director of Learning & Development at Martha Stewart Living Omnimedia. Also joining us is Laura Rolands, a former HR executive at Chrysler, who, with Maggie’s guidance, launched a rewarding practice as an ADHD coach.

Sneak Peek: Finding Your “Career Core”

To frame this week’s events, I spoke briefly with both Maggie and Laura about how and why it pays for all of us to pursue careers that leverage our strengths. Watch the hangout now:

This discussion has potential to help each of us find more fulfilling work lives, while helping organizations develop more effective talent strategies. So join the #TChat crowd this week to share your ideas and opinions with other “world of work” professionals!

#TChat Events: Claiming Your “Core” Career

#TChat Radio — Wed, Feb 5 — 6:30pmET / 3:30pmPT

TChatRadio_logo_020813Tune-in to the #TChat Radio show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Maggie Mistal and Laura Rolands critical about how to find and claim your core career “genius.” Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Feb 5 7pmET / 4pmPT

Immediately following the radio show, Meghan, Kevin and our guests will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community, in a live chat moderated by Dr. Nancy Rubin.

Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: How can we align our career aspirations with our strengths?
Q2: When a job isn’t fulfilling, what can we do to take charge of our career?
Q3: How can we continually identify and develop skills and talents?
Q4: What value does business gain from encouraging “career genius” in employees?
Q5: How can new technology help us redirect and manage our careers?

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

We’ll see you on the stream!

New Year, New Company Culture? #TChat Preview

(Editor’s Note: Are you looking for a full recap of this week’s events and resources? Read the #TChat Recap: “What’s Your Culture Tattoo?)

“It’s never too late to start all over again.”
John Kay

As we move into 2014, it’s natural to take stock of our status — where we are, where we’re headed and how to get there.

That future-minded theme is the framework for #TChat Events throughout the month of January. And we’re excited to kick off the series this week with Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt.

Hacking-Leadership-Book-Cover-678x1024

A year ago, Mike wrote a compelling Forbes post, “10 Reasons Your Top Talent Will Leave You,” which challenged business leaders to take a hard look at the how they undermine organizational culture and workforce commitment. His conclusion was stark — unless companies address these fundamental issues from the top down, it’s only a matter of time before employees will look elsewhere.

Of course, some executives will never get it. But what’s really alarming is how common these issues seem to be in today’s world of work. According to employee engagement research, most companies are long over-due for an extreme culture makeover.

But how? What can leaders do to intervene successfully?

That’s the focus of Mike’s new book, “Hacking Leadership” — 11 Gaps Every Business Needs to Close, and Secrets to Closing Them Quickly. So we asked him to join the TalentCulture community this week for a conversation about how to fix organizational cultures that are failing on multiple levels.

“Sneak Peek” Hangout

I had an opportunity to conduct a brief hangout with Mike, where he set the stage for this week’s conversation:

Also, to help you prepare for this week’s #TChat events, we’ve listed questions (at the end of this post), and selected several related articles:

8 Strategies to Successfully Change Your Corporate Culture
When Your Culture Needs a Makeover
 If You Want to Change Corporate Culture, Dare to Tell the Truth
How To Build a Great Corporate Culture
How Organizational Design Can Help Improve Corporate Culture

For everyone who wants to crack the code on cultural change, this promises to be an interesting and helpful week. So bring your ideas and opinions — and let’s talk!

#TChat Asks: Is It Time For A Business Culture Makeover?

#TChat Radio — Wed, Jan 8 — 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 Myatt about how to assess cultural health, and steps leaders can take to turn around a struggling organization. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Jan 8 7pmET / 4pmPT

Immediately following the radio show, Meghan and Mike will move to the #TChat Twitter stream, where Dr. Nancy Rubin will lead an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: What factors motivate people to remain with an employer?
Q2: How do leaders know if their culture needs a makeover?
Q3: What role can recruiting play in driving healthy cultures?
Q4: What critical development activities build employee commitment?
Q5: What technologies help leaders makeover business culture?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and in our LinkedIn Discussion Group. So don’t be shy! Please join us, and share your questions, ideas and opinions.

We’ll see you on the stream!

Image Credit: Stock.xchng

Empowering Employees in 3D: Webinar with Virgin Pulse

When people go to work, they don’t leave their lives behind — so why do employers expect them to?

This kind of one-dimensional thinking is exactly what led us to the dismal workforce engagement levels we see today.

Fortunately, there are ways to turn this around. Research and real-world examples reveal that when employees are encouraged to develop in mind, body and spirit, they become more focused, productive and committed to their work. It sounds like common sense, but putting it into practice can be a challenge.

VirginWebinar (2)So, what’s the secret? How can business and HR leaders more fully engage employees through cultures that celebrate the “whole person”?

Learn from experts at a special webinar on Thursday, November 7, at 2pm ET/11 am PT:
“Total Quality of Life: A Roadmap for Employee Engagement.”

David Coppins, President, Virgin Pulse Client Services & Member Engagement, and Meghan M. Biro, CEO of TalentCulture will share insights to help you:

•  Build a compelling case for “total quality of life” initiatives;
•  Create a winning employee empowerment strategy;
•  Drive authentic engagement across the workforce.

Virgin-Pulse

Register for the webinar now

“Igniting employee passion and performance should be within every company’s reach.” Meghan says. “We’re thrilled to work side-by-side with Virgin Pulse in helping business leaders learn from one another about how to successfully transform their cultures. It’s all about changing lives for good — across the world of work.”

Throughout the webinar, attendees are invited to join members of the TalentCulture community on Twitter, as we share ideas and questions using the #TChat hashtag.

Don’t miss this dynamic informative event! Register now, and join us November 7th.

Participating Organizations

Learn more about Virgin Pulse, and follow @VirginPulse on Twitter.
Learn more about TalentCulture, and follow @TalentCulture on Twitter.

Should Work Be Fun? Really? #TChat Preview

(Editor’s Note: Looking for a complete recap of this week’s events and resources? Read the #TChat Recap: Fun Times! Work, Games and Culture.)

Work and fun — do they fit together? Or should we save good times for vacation and weekends?

Traditionalists might say that work is serious business. However, one of the most creative and productive minds of the Industrial Age seemed to think otherwise:

“I never did a day’s work in my life; it was all fun.”
-Thomas Edison

Thomas Edison

Learn more about Thomas Edison

It’s impossible not to admire Edison’s enthusiasm. But these days, with global employee engagement stubbornly stuck at 30% or less, companies everywhere are looking for ways to inject more of that spirit into their organizational cultures.

That’s why the principles of gaming are gaining appeal as a way to improve workforce commitment, development and performance.

But how can we create environments where work is naturally more engaging and enjoyable, without losing sight of business objectives?

That’s the topic we’ll explore this week at #TChat Events, with two innovators in workplace culture development:

•  Dan Benoni, Co-Founder & Product Director at Officevibe, a social employee engagement platform
•  Mario Coculuzzi, Eastern Canada Regional Director at Microsoft.

Dan and I spoke briefly in a G+ Hangout, where he suggested that successful approaches don’t focus on the work, itself, but instead focus on three essential human factors:

Also to help us prepare for the discussion, TalentCulture CEO, Meghan M. Biro, wrote a related article at Forbes.com. Read “5 Fresh Trends to Fuse Fun and Work.”

This topic promises to be great fun — and helpful, too. So please plan to join us this week to share your ideas and opinions about why and how game-oriented tools and techniques make sense in the world of work.

#TChat Events: Should Work Be Fun, Really?

TChatRadio_logo_020813

Listen to the #TChat Radio show

#TChat Radio — Wed, Oct 23 — 6:30 pmET / 3:30 pmPT

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Dan Benoni and Mario Coculuzzi about why and how “fun” can be an effective way to improve employee energy, drive and focus. Follow the action LIVE online this Tuesday afternoon!

#TChat Twitter — Wed, Oct 23 7pmET / 4pmPT

Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these questions:

Q1: How often do you see healthy company cultures? Examples?
Q2: Why is engagement key to creating/maintaining a vibrant culture?
Q3: Can “fun” team challenges and other activities really help?
Q4: How can leaders improve employee well-being and retention?
Q5: How can HR drive adoption of recognition and engagement platforms?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

It's All Good: Employees Are People Too #TChat Recap

“Positive anything is better than negative nothing.”
–Elbert Hubbard

This week, the TalentCulture community pushed some buttons — as well as some boundaries — by exploring a topic that is seldom addressed openly in the world of work.

In some ways, we all struggle personally. And some of us struggle more than others. But what does that mean for our professional abilities? And why don’t organizations work more proactively to leverage the strength that can flow from our human weakness?

Celebrating The Fully Human Side Of Business

Knowing how tricky it is to navigate these mostly uncharted waters, we asked two of the HR community’s most respected thought leaders to guide us through this week’s #TChat events:

John Sumser, editor-in-chief of HR Examiner.
William Tincup, CEO of HR consultancy, Tincup & Co.

John challenged us with a compelling premise:

“All of the stuff that traditional organizations consider taboo — what if you bring it into the workplace, and figure out how to turn it into creative assets?”

William offered a business case that supports John’s premise. He noted that the process of talent acquisition is designed to eliminate outliers, in favor of a more homogenous workforce. This may make onboarding and talent management easier — but at what cost? If everyone feels obliged to conform for the sake of getting and keeping a job, are we sacrificing the diversity needed to drive world-class innovation?

Obviously, there are no simple answers — but these ideas certainly were conversation starters! After the radio show, the #TChat Twitter stream was blazing with ideas about workplace transparency, professional authenticity, and how to bring our whole selves to work.

(Editor’s Note: For highlights from this week’s discussions, see the resource links and Storify slideshow at the end of this post.)

Starting Small: Accentuate The Positive?

I realize that this week has been devoted to issues that are often repressed or rejected because they’re perceived as “negative.” But does positivity have a place in this discussion? How can leaders introduce constructive changes to create a more supportive culture for everyone? What would you do?

Alexa Thompson, a writer interested in workplace transformation, suggests these 5 ways to apply “positive psychology” principles. The goal isn’t to roll out sweeping corporate initiatives, but to initiate incremental enhancements, tailored to your particular environment. It’s about making small, simple, consistent improvements that build over time. Imagine the sort of progress we might see in personal fulfillment — as well as business innovation — if most organizations lived by these standards:

1) Practice Thankfulness the Smart Way  Employees may be motivated by many different things, but all crave recognition and praise.

2) Introduce Exercise for Fewer Sick Days and a Healthier State of Mind  Physical activity has long been known as a stress-reducer, and companies who include fitness and exercise as a part of their corporate perks generally register higher when it comes to work/life balance satisfaction.

3) Embrace Creativity  When employees are allowed and encouraged to share their thoughts, business processes can become better streamlined, new products can emerge, and communication can improve.

4) Make Use of Mentoring  Workers who feel like their company invests in their development and cares about their progress usually are more productive. They’re also more likely to remain than those who feel like just another cog in the wheel. A small effort to build knowledge-sharing connections can go a long way.

5) Engage a Happiness Trainer  Happiness trainers draw on psychological research and ancient traditions to teach inner peace, gratitude, kindness and resiliency in the face of adversity — of which there is plenty in today’s workplace.

Has your company tried any of these suggestions? What might work best in your environment, and why? For more ideas from this week’s #TChat interactions, see the resource links and Storify highlights below. This is clearly a topic we’ve only begun to explore, so let’s keep the conversation going. Share your ideas in the comments below, or post in the #TChat stream. In our world of work, everyone is welcome, all the time!

#TChat Week-In-Review: Daylight In The Dark Side Of Talent

SUN 9/29:

JohnSumser

Watch the preview hangout with John Sumser

#TChat Preview: TalentCulture Community Manager Tim McDonald framed the topic in a post and a brief video interview with guest, John Sumser. Read the #TChat Preview: “Finding Daylight In The Dark Side Of Talent.”

MON 9/30:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro outlined 5 issues for business leaders should be more open and authentic to achieve better business performance. Read: “5 Ways To Keep It Real At Work.”

WED 10/2:

TChatRadio_logo_020813

Listen now to the #TChat Radio Show

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman sat down with John Sumser and William Tincup for an unstructured discussion about norms and biases that keep organizations from making the most of employees who are struggling personally. Listen to the radio recording now

#TChat Twitter: Immediately following the radio show, hundreds of community members gathered around the #TChat Twitter stream for an open-ended conversation about these issues. As you can imagine, the topic sparked a broad range of opinions, questions and ideas. For highlights from the event, see the Storify slideshow below:

#TChat Highlights: Engaging The Dark Side Of Workplace Effectiveness

[javascript src=”//storify.com/TalentCulture/tchat-insights-engaging-the-dark-side-of-workplac.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to William Tincup and John Sumser for shining a #TChat light on this topic. We look forward to continuing to explore this topic in more depth along with you in the future!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about how to organizations can be more effective at accepting and empowering employees as “whole” humans? We’d love to hear your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week is a very special week for the HR community, and for #TChat Events, too! If you’re attending the HR Technology Conference in Las Vegas, join us for a LIVE #TChat Roundtable, as a panel of experts gathers to take on employee engagement!

And next Wednesday we won’t host a radio show — but we will be hitting the #TChat Twitter stream for a lively chat about Age Discrimination in Today’s Workplace, along with Steve Levy and Heather Bussing. Watch for details here in the coming days.

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

Image Credit: Pixabay

It’s All Good: Employees Are People Too #TChat Recap

“Positive anything is better than negative nothing.”
–Elbert Hubbard

This week, the TalentCulture community pushed some buttons — as well as some boundaries — by exploring a topic that is seldom addressed openly in the world of work.

In some ways, we all struggle personally. And some of us struggle more than others. But what does that mean for our professional abilities? And why don’t organizations work more proactively to leverage the strength that can flow from our human weakness?

Celebrating The Fully Human Side Of Business

Knowing how tricky it is to navigate these mostly uncharted waters, we asked two of the HR community’s most respected thought leaders to guide us through this week’s #TChat events:

John Sumser, editor-in-chief of HR Examiner.
William Tincup, CEO of HR consultancy, Tincup & Co.

John challenged us with a compelling premise:

“All of the stuff that traditional organizations consider taboo — what if you bring it into the workplace, and figure out how to turn it into creative assets?”

William offered a business case that supports John’s premise. He noted that the process of talent acquisition is designed to eliminate outliers, in favor of a more homogenous workforce. This may make onboarding and talent management easier — but at what cost? If everyone feels obliged to conform for the sake of getting and keeping a job, are we sacrificing the diversity needed to drive world-class innovation?

Obviously, there are no simple answers — but these ideas certainly were conversation starters! After the radio show, the #TChat Twitter stream was blazing with ideas about workplace transparency, professional authenticity, and how to bring our whole selves to work.

(Editor’s Note: For highlights from this week’s discussions, see the resource links and Storify slideshow at the end of this post.)

Starting Small: Accentuate The Positive?

I realize that this week has been devoted to issues that are often repressed or rejected because they’re perceived as “negative.” But does positivity have a place in this discussion? How can leaders introduce constructive changes to create a more supportive culture for everyone? What would you do?

Alexa Thompson, a writer interested in workplace transformation, suggests these 5 ways to apply “positive psychology” principles. The goal isn’t to roll out sweeping corporate initiatives, but to initiate incremental enhancements, tailored to your particular environment. It’s about making small, simple, consistent improvements that build over time. Imagine the sort of progress we might see in personal fulfillment — as well as business innovation — if most organizations lived by these standards:

1) Practice Thankfulness the Smart Way  Employees may be motivated by many different things, but all crave recognition and praise.

2) Introduce Exercise for Fewer Sick Days and a Healthier State of Mind  Physical activity has long been known as a stress-reducer, and companies who include fitness and exercise as a part of their corporate perks generally register higher when it comes to work/life balance satisfaction.

3) Embrace Creativity  When employees are allowed and encouraged to share their thoughts, business processes can become better streamlined, new products can emerge, and communication can improve.

4) Make Use of Mentoring  Workers who feel like their company invests in their development and cares about their progress usually are more productive. They’re also more likely to remain than those who feel like just another cog in the wheel. A small effort to build knowledge-sharing connections can go a long way.

5) Engage a Happiness Trainer  Happiness trainers draw on psychological research and ancient traditions to teach inner peace, gratitude, kindness and resiliency in the face of adversity — of which there is plenty in today’s workplace.

Has your company tried any of these suggestions? What might work best in your environment, and why? For more ideas from this week’s #TChat interactions, see the resource links and Storify highlights below. This is clearly a topic we’ve only begun to explore, so let’s keep the conversation going. Share your ideas in the comments below, or post in the #TChat stream. In our world of work, everyone is welcome, all the time!

#TChat Week-In-Review: Daylight In The Dark Side Of Talent

SUN 9/29:

JohnSumser

Watch the preview hangout with John Sumser

#TChat Preview: TalentCulture Community Manager Tim McDonald framed the topic in a post and a brief video interview with guest, John Sumser. Read the #TChat Preview: “Finding Daylight In The Dark Side Of Talent.”

MON 9/30:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro outlined 5 issues for business leaders should be more open and authentic to achieve better business performance. Read: “5 Ways To Keep It Real At Work.”

WED 10/2:

TChatRadio_logo_020813

Listen now to the #TChat Radio Show

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman sat down with John Sumser and William Tincup for an unstructured discussion about norms and biases that keep organizations from making the most of employees who are struggling personally. Listen to the radio recording now

#TChat Twitter: Immediately following the radio show, hundreds of community members gathered around the #TChat Twitter stream for an open-ended conversation about these issues. As you can imagine, the topic sparked a broad range of opinions, questions and ideas. For highlights from the event, see the Storify slideshow below:

#TChat Highlights: Engaging The Dark Side Of Workplace Effectiveness

[javascript src=”//storify.com/TalentCulture/tchat-insights-engaging-the-dark-side-of-workplac.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to William Tincup and John Sumser for shining a #TChat light on this topic. We look forward to continuing to explore this topic in more depth along with you in the future!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about how to organizations can be more effective at accepting and empowering employees as “whole” humans? We’d love to hear your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week is a very special week for the HR community, and for #TChat Events, too! If you’re attending the HR Technology Conference in Las Vegas, join us for a LIVE #TChat Roundtable, as a panel of experts gathers to take on employee engagement!

And next Wednesday we won’t host a radio show — but we will be hitting the #TChat Twitter stream for a lively chat about Age Discrimination in Today’s Workplace, along with Steve Levy and Heather Bussing. Watch for details here in the coming days.

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

Image Credit: Pixabay

Reworking The 9-to-5 Office Job #TChat Preview

(Editor’s Note: Are you looking for a full recap of this week’s #TChat events and resources? Read “Flexible Work And The Power Of Choice.“)

Old habits die hard. At least it seems that way, with the classic view that “real work” only happens in a 9-to-5 office setting.

The rise of global networks and mobile technology now makes it possible to move work outside of traditional time-and-space boundaries. But organizational support is essential to the success of any alternative work model. And corporate culture doesn’t always change easily.

Flexibility: Bigger Than A Benefit

Fortunately, this hurdle is no longer stopping progressive companies from offering flexible work options. And it’s making a measurable difference where a flexible environment is considered more than just an attractive employee benefit.

In short, the idea of customized work hours and locations is emerging as a highly effective business strategy. Contrary to old-school perceptions, flexwork has been shown to improve productivity. It also reduces operating costs (thanks to decreased absenteeism, turnover, real estate requirements, utilities and other expenses).

Furthermore, it can improve an organization’s ability to win and retain talent, and boost employee engagement. In this era of persistently poor engagement levels, that just might give your organization a much-needed competitive edge.

What Do Experts Say?

This week at #TChat Events, let’s talk about how employers and employees, alike, can make the most of work that is more broadly distributed across time and space. Two experts in flexible work options are joining us to share their insights:

•  Lisa Horn, Co-Leader of SHRM’s Workplace Flexibility Initiative and a SHRM Senior Government Relations Advisor;
•  Susan Lovegren, SVP of HR at Plantronics, a leading-edge technology company that recently launched a “Smarter Working” initiative.

This topic matters to all of us who care about the future of work. So bring your best ideas, questions and concerns to the conversation!

#TChat Events: Workplace Flexibility As A Business Strategy

TChatRadio_logo_020813

Tune-in to #TChat Radio

#TChat Radio — Wed, Aug 21 at 6:30pmET / 3:30pmPT

Lisa and Susan join our hosts, Meghan M. Biro and Kevin W. Grossman to discuss key issues and opportunities surrounding flexible work options. Listen LIVE and dial-in with your questions and feedback!

#TChat Twitter — Wed, Aug 21 at 7pmET / 4pmPT

Immediately following the radio show, we’ll move to the #TChat Twitter stream, for an open the discussion with the entire TalentCulture community. Anyone with a Twitter account is invited to participate, as we address these questions:

Q1: Why is telecommuting still a “bad word” in the workplace?
Q2: What world of work factors are driving increased flexibility?
Q3: Why should business leaders make workplace flexibility a business strategy?
Q4: What is the true ROI of working from anywhere, anytime?
Q5: What technologies enable workplace flexibility? What’s still missing?

To kickstart the conversation, be sure to read Meghan M. Biro’s Forbes post, “5 Reasons Why Workplace Flexibility Is a Smart Business Strategy.” What are your thoughts about her commentary?

Throughout the week, we’ll keep this discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Image Credit: Stock.xchng

Tech Disruption: Too Much Of A Good Thing? #TChat Preview

(Editor’s Note: Are you looking for a full review of week’s events, including resource links? See the #TChat Recap “Quantum Change: Embracing Innovation.”)

Innovation at the speed of business.

That sounds like a tagline for countless high-tech vendors, doesn’t it?

Once upon a time, it was a strategic call-to-action for organizations seeking competitive advantage in the digital age. But what does this catchphrase imply today, for a global workplace that’s more turbo-charged than ever?

Ready Or Not — Here Comes More Change

For better or worse, disruption has become part of our lives. Technology is advancing at a feverish pace, and a new wave of digitally-savvy workers is entering the workforce in droves. Yet at the same time, employee engagement seems to remain stuck almost in neutral. This apparent disconnect raises nagging questions about how effectively innovation really drives individual and business performance.

We Have Seen the Future, And It Is Us

Most of us agree that tools, alone, have little value. It’s what we do with them that matters. So, in a world where technology is continually disrupting our organizational workflows, what lies ahead, and how can we prepare more effectively? As the rate of innovation accelerates, can adoption actually keep pace? How can we stay ahead of the learning curve? Why does it matter? And what are the human consequences — good, bad, and indifferent?

These are big questions with serious business implications. That’s why we’ve asked a workplace innovation expert to be our guest at #TChat forums this week. Jim Lundy, founder and CEO of Aragon Research has been at the forefront of enterprise collaboration and learning technology for almost 30 years — both in product marketing and sales executive roles at vendors like Saba Software and Xerox — and as an industry analyst at Gartner and now Aragon.

#TChat Events: Fusing Technology Disruption And Adoption

This week’s conversation promises to offer a fascinating peek at what’s ahead — and why that matters for all of us in the world of work. So join us as our “Summer Restart” series looks at why and how technology disruption and adoption are essential companions in business transformation. Bring your questions, concerns and ideas, and let’s talk!

#TChat Radio — Wed, Aug 14 at 6:30pmET / 3:30pmPT

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

Jim Lundy joins our hosts, Meghan M. Biro and Kevin W. Grossman to talk about the most disruptive technologies on the horizon, and their potential impact on organizations. Listen live and dial-in with your questions and feedback!

#TChat Twitter — Wed, Aug 14 at 7pmET / 4pmPT

Immediately following the radio show, Jim follows us to the #TChat Twitter stream, as we open the discussion to the entire TalentCulture community. Anyone with a Twitter account is invited to participate, as we explore these questions:

Q1: What are the top disruptive HR technologies today and why?
Q2: How can the enterprise leverage innovation for positive workplace outcomes?
Q3: Why disruption? Can’t we just improve the process/tech status quo?
Q4: What can leaders do to encourage employee engagement via disruption?
Q5: Has innovation flattened today’s world of work for the better?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Image Credit: CBS Television

Your Digital Domain: Who's The Boss? #TChat Recap

“With great power comes great responsibility.” -Voltaire

Do you suppose this is what it felt like back in 1967, during the “Summer of Love?” Our country was weary from years of war and civil unrest, and people were searching to reconnect with their humanity. That’s when “peace” took on new meaning as a symbol of promise for individuals and a new world order.

Flash-forward to today, when many among us are weary and searching to rediscover our humanity — but in a different way. This time, it’s fueled by the digital revolution. Why? We’ve been deeply engaged for so long with so many forms of networked communication that it seems we’ve reached a point of diminishing returns. Even the most intrepid “wired” geeks openly yearn for a certain kind of peace. And now, that discomfort is leading many to pursue serenity — either by dialing back on social channels or temporarily unplugging altogether.

Defining A Digital Destiny: To Each His Own

Grand as it may be, today’s “always on” social business experiment is taking a toll. And if this week’s #TChat forums are any indicator, workplace leaders are just starting to understand and respond to the consequences of an over-extended 24×7 workforce.

When do the productivity benefits of digital connections cross the line from the sublime to the ridiculous? When does hyper-connectivity become a drain on employee engagement and performance? How can workers maintain a healthy mindset in a world of nonstop demands? And how can leaders develop and sustain a healthy “connected” organization?

The TalentCulture community has only begun to crack the code on this issue. However, this week’s discussions revealed three key considerations:

1) Employers can no longer afford to ignore the cultural aspects of unrelenting hyper-connectivity. It’s actually a big-ticket business issue with implications that reach far beyond obvious security and privacy risks. Employee health costs, productivity and turnover are all expensive factors in this complex equation.

2) There are no single silver-bullet answers. However, there are a multitude of choices. The best solution for each organization will be different. But to find that solution, decision makers must take a mindful, active part in the process. As the digital realm unfolds before us, and choices expand, that responsibility becomes increasingly important.

3) This isn’t just about employers. Certainly companies must create processes and policies that address business interests and respect employee well-being. But at the end of the day, each of us is responsible for our own productivity, performance and peace of mind. The fundamental question rests with every individual: When and how should I leverage digital connectivity to improve my professional and personal life?

With so much at stake, #TChat-ters were grateful to welcome two work-life management experts to lead the way this week:

Their insights helped us frame the issues and expose new ideas, as we engaged the community in our weekly “world of work” dialogue. Below, we’ve captured event highlights (including a tweet-by-tweet Storify slideshow from Twitter) and other resource links.

We hope this inspires further discussion within your organization and professional circles. As ideas emerge, don’t be shy! Let us know what’s on your mind. For those at the forefront of work-life integration, the responsibilities may be great — but together, this journey of digital discovery is always better!

#TChat Week in Review: Connected Work-Life Reality Check

SAT 7/6

JudyMartin2JPG

Watch the G+ Hangout with Judy Martin

#TChat Preview: On the eve of his own one-week digital sabbatical, Community Manager, Tim McDonald, asked Judy Martin to frame this week’s topic in a G+ Hangout. See “Digital Breaks: Rethinking Connectivity”

SUN 7/7

Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, opened up about her own attempt to disconnect. Read “The Digital Realities Of Work/Life Blending.”

MON 7/8

Related Post: While preparing for her #TChat appearance, Judy offered helpful guidance about how to frame this work-life integration issue and gain a sense of control. Read “Digital Detox vs Digital Redux in the Work-Life Merge.”

WED 7/10

TChatRadio_logo_020813

Listen to the #TChat Radio show now

#TChat Radio: 30 minutes prior to #TChat Twitter, radio hosts Meghan M. Biro and Kevin W. Grossman sat down with Judy and Heidi for a lively discussion about work-life integration — what it means for individuals, as well as employers, in today’s digitally dependent world. Fascinating stuff! If you missed the session, listen now to the recording.

#TChat Twitter: Immediately following the radio show, our entire community came together on the Twitter stream to share ideas in real-time about the pros and cons of digital connections at the core of professional and personal life. Thanks to everyone who contributed opinions and ideas! To review highlights, watch the slideshow below:

#TChat Twitter Highlights: “Digital Breaks: Rethinking Connectivity”

[javascript src=”//storify.com/TalentCulture/tchat-insights-digital-breaks-rethinking-connecti.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Judy and Heidi for helping our community think more carefully about how to manage the demands of digital life in more productive and personally satisfying ways. Your passion and perspectives are inspiring!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about work/life integration issues? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat events, we’ll continue our summer “professional reality check,” as personal branding expert and author, Dorie Clark, helps us look at how to “Reinvent Your Personal Brand.”

In the meantime, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.

See you on the stream!

Image Credit: Stock.xchng

Your Digital Domain: Who’s The Boss? #TChat Recap

“With great power comes great responsibility.” -Voltaire

Do you suppose this is what it felt like back in 1967, during the “Summer of Love?” Our country was weary from years of war and civil unrest, and people were searching to reconnect with their humanity. That’s when “peace” took on new meaning as a symbol of promise for individuals and a new world order.

Flash-forward to today, when many among us are weary and searching to rediscover our humanity — but in a different way. This time, it’s fueled by the digital revolution. Why? We’ve been deeply engaged for so long with so many forms of networked communication that it seems we’ve reached a point of diminishing returns. Even the most intrepid “wired” geeks openly yearn for a certain kind of peace. And now, that discomfort is leading many to pursue serenity — either by dialing back on social channels or temporarily unplugging altogether.

Defining A Digital Destiny: To Each His Own

Grand as it may be, today’s “always on” social business experiment is taking a toll. And if this week’s #TChat forums are any indicator, workplace leaders are just starting to understand and respond to the consequences of an over-extended 24×7 workforce.

When do the productivity benefits of digital connections cross the line from the sublime to the ridiculous? When does hyper-connectivity become a drain on employee engagement and performance? How can workers maintain a healthy mindset in a world of nonstop demands? And how can leaders develop and sustain a healthy “connected” organization?

The TalentCulture community has only begun to crack the code on this issue. However, this week’s discussions revealed three key considerations:

1) Employers can no longer afford to ignore the cultural aspects of unrelenting hyper-connectivity. It’s actually a big-ticket business issue with implications that reach far beyond obvious security and privacy risks. Employee health costs, productivity and turnover are all expensive factors in this complex equation.

2) There are no single silver-bullet answers. However, there are a multitude of choices. The best solution for each organization will be different. But to find that solution, decision makers must take a mindful, active part in the process. As the digital realm unfolds before us, and choices expand, that responsibility becomes increasingly important.

3) This isn’t just about employers. Certainly companies must create processes and policies that address business interests and respect employee well-being. But at the end of the day, each of us is responsible for our own productivity, performance and peace of mind. The fundamental question rests with every individual: When and how should I leverage digital connectivity to improve my professional and personal life?

With so much at stake, #TChat-ters were grateful to welcome two work-life management experts to lead the way this week:

Their insights helped us frame the issues and expose new ideas, as we engaged the community in our weekly “world of work” dialogue. Below, we’ve captured event highlights (including a tweet-by-tweet Storify slideshow from Twitter) and other resource links.

We hope this inspires further discussion within your organization and professional circles. As ideas emerge, don’t be shy! Let us know what’s on your mind. For those at the forefront of work-life integration, the responsibilities may be great — but together, this journey of digital discovery is always better!

#TChat Week in Review: Connected Work-Life Reality Check

SAT 7/6

JudyMartin2JPG

Watch the G+ Hangout with Judy Martin

#TChat Preview: On the eve of his own one-week digital sabbatical, Community Manager, Tim McDonald, asked Judy Martin to frame this week’s topic in a G+ Hangout. See “Digital Breaks: Rethinking Connectivity”

SUN 7/7

Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, opened up about her own attempt to disconnect. Read “The Digital Realities Of Work/Life Blending.”

MON 7/8

Related Post: While preparing for her #TChat appearance, Judy offered helpful guidance about how to frame this work-life integration issue and gain a sense of control. Read “Digital Detox vs Digital Redux in the Work-Life Merge.”

WED 7/10

TChatRadio_logo_020813

Listen to the #TChat Radio show now

#TChat Radio: 30 minutes prior to #TChat Twitter, radio hosts Meghan M. Biro and Kevin W. Grossman sat down with Judy and Heidi for a lively discussion about work-life integration — what it means for individuals, as well as employers, in today’s digitally dependent world. Fascinating stuff! If you missed the session, listen now to the recording.

#TChat Twitter: Immediately following the radio show, our entire community came together on the Twitter stream to share ideas in real-time about the pros and cons of digital connections at the core of professional and personal life. Thanks to everyone who contributed opinions and ideas! To review highlights, watch the slideshow below:

#TChat Twitter Highlights: “Digital Breaks: Rethinking Connectivity”

[javascript src=”//storify.com/TalentCulture/tchat-insights-digital-breaks-rethinking-connecti.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Judy and Heidi for helping our community think more carefully about how to manage the demands of digital life in more productive and personally satisfying ways. Your passion and perspectives are inspiring!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about work/life integration issues? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat events, we’ll continue our summer “professional reality check,” as personal branding expert and author, Dorie Clark, helps us look at how to “Reinvent Your Personal Brand.”

In the meantime, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.

See you on the stream!

Image Credit: Stock.xchng

Digital Breaks: Rethinking Connectivity #TChat Preview

(Editor’s Note: Are you looking for a full review of this week’s events and resources? Read: “Your Digital Domain: Who’s The Boss? #TChat Recap.”)

Reset Connections — Reclaim Your Life?

How did you manage your digital footprint during the July 4th holiday? Did you keep your communication channels open? Did you selectively time-out? Or did you leave it all behind and go “off the grid”? Whatever your level of connectedness — how well did that work for you, personally and professionally?

When it’s time for a vacation, are the tools and technologies that make it incredibly easy to connect with others making it incredibly difficult for you to walk away? If so, you’re not alone. Finding the perfect digital fit isn’t easy for any of us in today’s hyper-connected world of work.

Busier: Not Always Better

So, in an era where vacation time is rapidly vanishing, and digital demands are all around us, what can we do to improve our productivity, our peace of mind, and our sense of professional power? Furthermore, what can business leaders and managers do to encourage individuals and teams to optimize their work-life fit?

As summer kicks into high gear, these issues are top-of-mind across the TalentCulture community. It’s a perfect time to discuss solutions. And that’s why we’ve asked two social-media savvy work-life experts to guide us at #TChat forums this week:

#TChat Sneak Peek Video

To kick-off this week’s conversation, Judy joined me for a quick G+ Hangout, where she recommended a smart summer course-of-action:

So tell us…how would you define the ideal “vacation” in today’s hyper-connected world of work? If you could shift your digital work habits to reduce your stress and improve your productivity, what would you change? This is one topic that we all understand. So, please join us, and bring your concerns, ideas and suggestions!

#TChat Events: Digital Vacation vs. Digital Redux

TChatRadio_logo_020813

Listen to the #TChat Radio show

#TChat Radio — Wed, July 10 at 6:30pmET / 3:30pmPT

Judy and Heidi team-up for a interview with our hosts, Meghan M. Biro and Kevin W. Grossman. Listen live and dial-in with your questions and feedback!

#TChat Twitter — Wed, July 10 at 7pmET / 4pmPT

Immediately following the radio show, our conversation with Judy opens wide, as she moderates our community discussion on the #TChat stream. We welcome anyone with a Twitter account to join us, as we exchange ideas about these questions:

Q1: Do you (or can you) disconnect from your digital “hive mind”? Why or why not?

Q2: How do we get more time with family, friends and colleagues without compromising our work?

Q3: How does the enterprise balance our personal freedoms and online security issues?

Q4: What can leaders do to encourage digital vacations/resets without compromising productivity?

Q5: What technologies today help us connect and disconnect simultaneously? Good/bad?

To prepare for our discussion, check out Meghan M. Biro’s post at Forbes.com: The Digital Realities of Work/Life Blending. Also, throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Workspace Design: Form, Function and Positive Feedback

“First we shape our buildings; thereafter, they shape us.”
Sir Winston Churchill

What a wise observation. I love the idea that we have a hand in creating a world that eventually influences us.

When I first heard this quote during last week’s “World of Workspaces” #TChat Radio show, I was fascinated. Workplace design expert, Chris Congdon of Steelcase, shared the concept as she talked about developing work environments that support organizational goals.

Among other things, Chris explained how physical workspace influences the way we feel and act. For example, if a company wants to foster collaboration, creativity and innovation, merely filling an office with tall cubicles and fluorescent lighting just isn’t going to cut it.

Great Workplaces: Beyond Tangibles

Her primary message was this:  The best places to work are designed from the inside-out. It’s not enough to consider only the tasks that must be accomplished in a space. Nor is it enough to focus on ergonomics that make those workflows more comfortable or efficient. Before we can build business spaces that optimize performance and engagement, we must understand human motivation and behavior in workplace settings.

Actually, on a larger scale, isn’t that how leaders approach corporate culture? Our mission is to create not just physical space, but complete ecosystems that bring out the best in every contributor. And in turn, that ecosystem rewards us in ways that reflect and reinforce our brand vision and values. It’s a continuous loop.

“First we shape our culture; thereafter, our culture shapes us…”

So, just as color schemes, work surfaces and lighting must be carefully considered when developing any physical workspace, we must be equally deliberate in developing organizational culture, piece by piece.

Snapshot Assessment

That conclusion triggered a reality check for me. I quickly took a mental inventory of the physical environment and the organizational “vibe” at Achievers. Here are several highlights, and the intentions behind them:

Achievers Toronto1) Open Design:  Our workspaces are based on open floor plans and are surrounded by lots of natural light. There are very few individual offices. That’s intentional. We want our environment to encourage the kind of energy and enthusiasm that we hope is synonymous with our product.

2) Visual Cues:  Our Toronto office features a giant red wall inscribed with our company values. It’s one of the first things you see as you enter the front door of the building. Such a public display of company values may not guarantee that all employees internalize them, but it’s a constant reminder to employees, customers and business partners of what we want to represent.

3) Flexibility:  Steelcase reminds us that individuals prefer to structure their own tasks throughout their day. That’s why we offer a variety of options — group seating for collaboration, as well as various quiet and private areas. The more options we offer, the more likely our employees will feel they “fit” into the environment — regardless of their mood or work requirements. Actually, this philosophy aligns with employee recognition best practices as well (our area of expertise at Achievers). It’s human nature. Under some circumstances, a person responds best to public recognition. Other times a private, sincere expression of gratitude is more effective. Variety is the solution.

4) Reinforcement:  We believe that the most critical step any company can take in creating a workplace is to build a culture of “thank you.” Of course, employee recognition isn’t as visible as desks or chairs, but it is likely to be the most durable investment you’ll ever make. If you reinforce behaviors that move business goals forward and encourage employees to embrace core values, these intangibles will become as integral to your organization as the furniture.

Bottom line: When designing a workplace — don’t forget to decorate early and often with recognition!

Image Credit: Pixabay

Office Space: Work in Progress #TChat Recap

Every organization needs the right balance of caves and commons. What that precise balance is depends on what the organization’s particular goals and challenges are, and more granularly, what the immediate situation of a work team is.
Leigh Thompson, Harvard Business Review

This week, the TalentCulture community took on “The Office” as our primary topic. No, we didn’t talk about today’s finale of the long-running TV show. Instead, we focused on real-world workspace — what our physical environment means to us, how it influences our mood and behavior, and the role it plays in our creativity and productivity as individuals, teams and organizations. (For highlights from the #TChat Twitter event, see the Storify slideshow at the end of this post.)

Special Guests: Workspace Wizards

Perhaps no other company understands the concept of workspace better than Steelcase. That’s why we invited experts from that company to share their insights at this week’s #TChat events. If you think of Steelcase as a file cabinet manufacturer, think again. It’s now a global leader in design and furnishings for business, healthcare and education markets. I’m familiar with Steelcase from its work with schools. Just as office space shapes business behavior, classroom configuration has an impact on student learning.

This brief video of the Steelcase “Learning Lab” is a great way to see how Steelcase views workspace:

Key Takeaway: “Place” Matters

Yesterday’s #TChat Twitter conversation was the live-action conclusion to our deep dive into workspace issues and ideas. We seemed to agree on one key point:  These days, “workspace” is often determined by our location at any given moment. Many of us are in constant motion, and we take our work along for the ride — for better or worse. That means flexibility and choice are essential.

But all of us have a primary spot that we call “ours” — even if it’s in a bedroom corner. So, throughout the Twitter chat, many participants (including me) shared pictures of our workspace, or our vision of the ideal setting. Not surprisingly, those images are as diverse as the hundreds of #TChat participants who join us each week! One of my favorites is the Pons Huot Office, shared by Katja Matosevic. (Check out the #TChat Highlights Slideshow below for more, or look at this Forbes gallery of 10 Cool Office Spaces.)

Are you inspired yet? Read on!

#TChat Week-in-Review

SAT 5/11

Sneak Peek: Organizational Pyschologist and #TChat Ambassador, Dr. Marla Gottschalk, helped us frame the week’s theme in her TalentCulture blog post, “Your Workspace: How’s It Working For You?”

SUN 5/12

Forbes.com Post: TalentCulture CEO, Meghan M. Biro identified “5 Habits Of Leaders Who Create Workspace Culture” in her weekly Forbes column.

MON 5/13

TChatRadio_logo_020813

Listen to the #TChat Radio recording now

#TChat Preview: Our community manager, Tim McDonald, posted a detailed the week’s theme and key questions in a preview post: “If These Workspace Walls Could Talk.”

TUE 5/14

#TChat Radio: Chris Congdon, Director of Research Communications at Steelcase, offered fascinating perspectives about the human psychological and physical factors that influence workspace design. In particular, she focused on the importance of choice in satisfying diverse preferences and multiple work modes.

WED 5/15

Related Post: Sourcing specialist and #TChat Ambassador, Ashley Lauren Perez, offered another spin on workspace design — specifically its role in supporting talent acquisition and retention. Read her post, “Employer Brands: Big-Company Ideas for the Rest of Us.”

#TChat Twitter: The community conversation was so fast and furious that once again, we trended on Twitter! Did you get in on the action? If not (or if you want a refresh), see highlights in the slideshow below:

#TChat Twitter Highlights Slideshow: “If These Workspace Walls Could Talk”

[javascript src=”//storify.com/TalentCulture/tchat-insights-if-these-workspace-walls-could-tal.js?template=slideshow”]

Closing Notes & What’s Ahead

SPECIAL THANKS: Again, thanks to Chris Congdon and Steelcase for sharing your perspectives on workspace design and organizational culture. It feels like this discussion has only just begun!

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

WHAT’S AHEAD: Next week — reward yourself! Join us for events focused on recognition and employee engagement, with special guests, Stan Phelps founder of 9 Inch Marketing, and S. Max Brown, Principal of Leadership Directives at Rideau Recognition Management Institute.

Until then, as always, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.

We’ll see you on the stream!

 Photo: Thanks to Tom Bolt for the Einstein inspiration

Age at Work: Moving Beyond Birthdays

“How old are you?”

What do you feel, think, and say when you hear that question in the workplace? Do you suddenly get tense, wondering how others will perceive your answer? You’re not alone.

No matter when you were born or what kind of upbringing you’ve had, you’ve likely dealt with some sort of label. And regardless of the situation, we can all agree that no one likes to be unfairly stereotyped. Despite attempts by organizational leaders and HR to reduce discrimination and adversity, it still lingers in some forms. Not surprisingly, age-related stereotyping is on the rise, now that more organizations have a multigenerational workforce.

Generational Generalizations

As recent studies illustrate, every generation is affected by damaging biases. For example, do profiles like this sound familiar?

  • Baby Boomers = materialistic, technologically illiterate micro-managers
  • Generation Xers = cynical, disloyal and skeptical of authority
  • Generation Y “Millennials” = lazy, entitled and self-serving

Although these generalizations may have emerged for a reason, why should we assume that they are widely applicable or even relevant? Perhaps some high-profile individuals have displayed these characteristics, but their actions shouldn’t be the basis for defining a whole generation.

The Price of Stereotypes

More often than not, typecasting like this comes from lack of awareness, communication or understanding. It’s important to identify this issue quickly and bridge the gap, before it destroys our talent pools. Otherwise, organizations are at risk of missing out on the strongest talent — internally or externally.

What Can Individuals Do?

As I continue to progress in my career and become more involved in networking opportunities, I make it a point to avoid conversation about my age. Quite frankly, it’s not important. And, as a Millennial, the last thing I want others to do is marginalize my capabilities upfront. I don’t want them to presume I am a lazy or cynical person — I want them to evaluate me for my skills, abilities, goals and accomplishments. Isn’t that how it should be?

The workplace is rapidly developing into a collaborative environment, where everyone is expected to step up and contribute toward common goals. To do this effectively, employees must avoid animosity toward one another that starts with preconceived notions about age. We need to let go of misplaced biases and instead focus on the thing that matters — an individual’s capacity to contribute something valuable to the team and to the organization.

I look forward to engaging the TalentCulture community in a dialogue about this topic — not just at this week’s #TChat Twitter forum, but beyond. It’s important to every one of us. So, I ask you to consider one simple question:

How are you creating a “no labels” workplace?

(Editor’s Note: Want to hear more from Ashley? She was a featured guest last night on #TChat Radio “The No Labels Workforce.” Listen on-demand, anytime. She also moderated #TChat Twitter this week. To read the full recap of this week’s events, see “The Best-of-All-Ages Workplace #TChat Recap”)

Image Credit: Pixabay

HR Rock Stars & Business Speed: #TChat Preview

Few companies understand the value of going slow to go fast, especially in today’s inter-connected, always-on workplace. So we’re told to pick up the pace, not slow things down, to move at the speed of business. HR is often chided for not moving fast enough, especially in the recruiting and hiring process.

Here at TalentCulture World of Work, however, I wonder about the wisdom of trying to force speed across large, complex organizations comprising individuals with different skills, intellectual abilities, interests and value systems. Do the “5 Ways to Rock Star HR Leadership” require us to move as fast as the rock stars on radio live? My guess is probably not.

Then there’s the employee handbook side of things, where processes and policies are written down, ostensibly to add structure, but really to limit risk. Most adults are self-regulating creatures. Maybe 5 to 10 percent can’t manage their time well, but that small percentage forces a load of policy and process on the rest of the group. We’d argue that the more policy you have, the less trust and productivity you’ll have, but no doubt some will disagree.

So this week we’re going to look at speed — the speed of business, what HR can do to pick up the pace, and the role of metrics, measurement, technology and process in speeding up HR. Here are our questions for this week’s #TChat forum:

Q1: What exactly is the “speed of business” Why do we penalize HR for not moving at it?

Q2: “If it wasn’t for those pesky humans”: Why do we need HR to regulate ourselves?

Q3: How can leadership (including HR) help reduce need to self-regulate & create cultures of trust & productivity?

Q4: What metrics should leadership (including HR) focus on to move at the speed of business & why?

Q5: Tech only moves @ the speed of biz if humans do too, so what kind of tech helps us meet in the middle?

So if you’re into speed, or even  if you’re built for comfort, not for speed, join us Wednesday night, Oct. 10, from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are) to talk about what (if anything) is needed to bring HR up to the speed of business. Yours truly (@MeghanMBiro) will be your moderator. Joining us, too, will be Kevin W. Grossman (@KevinWGrossman), the rest of the #TChat posse, and you. Fast or slow, innovator or laggard, please weigh in on our discussion. We look forward to chatting.

Image Credit: Stock.xchng

Communities Go Mobile With Real World Exploration Apps

Thanks to a new set of location-based mobile applications that have cropped up over the past year, our social interactions online are beginning to impact our real world lives in very real ways. Here’s how they work now:

  1. Users open a location-based mobile application like Whrrl, Foursquare or SCVNGR and find recommendations from other users for how to experience different places near them.
  2. Within the applications, users bookmark recommendations that they want to do.
  3. Users then use their virtual to-do lists to explore the world around them.

Here’s a use case: I’m waiting in line at the ticket booth of the San Diego Zoo. To kill time, I open my Whrrl application. I view a few recommendations from other users who have been to the zoo. One recommendation from a friend of mine says, “Get to the back of the zoo right when it opens. You’ll get to see the lions eating their breakfast.”

I think to myself, “I don’t want to miss that!” and I dog-ear that recommendation. Forty minutes later, I’m watching the lions chow down with a few other spectators who were wise enough to download Whrrl. The rest of the park is waiting for the sloth exhibit in the front of the zoo to open. I click the “I did this” button on Whrrl and my friend who made the recommendation about the lions receives a reward within Whrrl.

That reality is evolving quickly, and with it, affiliate marketing is about to change forever.

Recently, Foursquare released its “Add to Foursquare” button, which allows anyone to tag places (and eventually recommendations) into the Foursquare network from anywhere on the web. Here’s where the fun begins. Remember that old  pay-per-click model affiliate marketers used to base their income on? It’s about to be taken to the real world. Here’s how these location-based exploration apps are going to work after a couple of more years of innovation:

  1. An affiliate marketer or influencer will be given designated links to specific recommendations and will plant those links using technology like the Foursquare button.
  2. Users will add those recommendations to their virtual to-do lists, and the marketer or influencer who planted the recommendation will be compensated for the real world “click.”
  3. If a user acts on the recommendation on his/her to-do list, the marketer will be paid even more.

When this world becomes a reality, my friend who made that recommendation at the San Diego Zoo will be compensated with a real world reward (monetary or otherwise). That new incentive may be enough motivation for mass adoption of mobile applications that guide real world experiences.

This is how technology will drive real world action. This is how social influence online can translate to the real world. So what does it mean for your social community? It means that with every new innovation in location-based technology, we are closer than ever to breaking down the boundaries between online and offline experiences.

Twitter chats and LinkedIn groups are on the verge of becoming experience-based, not just interest-based. Niche social networks on Ning will provide digital incentives for real world experiences. Facebook groups will be married to verticals of exploration and activity. As community managers, we no longer need to limit our thinking to what our communities can talk about on discussion boards, chats and blogs. We can now start to strategize about enriching our community members’ lives while they aren’t sitting at their desks pounding away on their laptops.

If you haven’t tried out a location-based app like Whrrl or Foursquare, I highly recommend it. Understanding the dynamics those applications use will be key to running a successful community in the very near future.