Something has gone terribly wrong at work. (It happens.) You’re terrified about telling your manager. (That also happens.) Breaking bad news to your boss can feel like you’re the designated driver on girls’ night out — while it’s not easy, someone has to take the hit.
However, if you take a closer look at this situation, you may find it’s a blessing in disguise for your career.
So, when that moment strikes and you have to break bad news to the person who decides your fate, consider these three strategies:
1) Bring the whole story to the table
Rushing to squeal that the keynote speaker for your annual conference just dissed your company on social media isn’t going to improve the situation.
Before you make a move, consider your source of information. Is this a credible individual or channel? Repeating uninformed, disruptive information only adds to the chaos. Research the facts (quickly!) so you can provide decision makers with relevant context. Your extra legwork can help them make an informed choice about how to proceed.
Knowing details helps frame the situation, allows for a better decision making process and makes you look like a mature, level-headed colleague rather than an reactive tattletale.
2) Think and speak objectively
Taking sides and passing blame does nothing to solve the problem. Instead, you’ll only paint yourself in a negative and self-serving manner — the complete opposite of what you want.
While this doesn’t mean you should hide pertinent information you have about the problem, you also don’t need to wrap a particular person up in a bow and pin them to a bull’s eye.
Pointing fingers isn’t necessary to solving the immediate problem. If necessary at all, it should be set aside until a solution has been found. Focusing on the fixing the problem helps you avoid looking like you’re stepping on another employee to make yourself look good. Plus, you’ll protect your working relationships with all parties involved — including the idiot who ordered 200 bottles of pineapple juice instead of Pinot Grigio for the donor banquet. Besides, if someone on the crew is truly inept, their actions will speak for themselves.
3) Offer problem-solving options
Showing up empty-handed to announce bad news accomplishes nothing. You need ammo. Prepare to suggest possible next-step ideas, so you’re less likely to become the target of a manager’s negative reaction.
Your goal is to avoid adding more stress to a difficult situation, by being ready to offer viable options. Research alternatives that save time or money, and assess the likely outcomes, so you can help determine a workable plan of action.
But keep in mind that offering effective solutions requires more than just a Google search and a few thrown-together spreadsheets. No solution can be implemented without investing employee energy, so assess the strengths, weaknesses, opportunities and threats for each path. This approach can help your manager avoid costly missteps — while simultaneously portraying you as a proactive, strategic thinker.
Delivering bad news is never easy, but reframing a negative work situation into a positive professional opportunity can be beneficial both for you and your company.
The next time someone accidentally sends detailed employee compensation data to everyone in your company, don’t fret. Get the whole story, be objective and come with a solution in hand.
Have you stepped up when there was a melt-down at work? How did you deliver the news — and did it help you grow in your career? Share your experiences in the comments area.
(About the Author: Sarah Colomé, M.S. is an educator, advocate and the SOARS Booking Director for A Long Walk Home, Inc. Based in Chicago, Sarah has traveled both nationally and internationally as a competitive collegiate public speaker. She teaches on topics related to social justice and diversity, health education, sexual violence and persuasive speaking. Connect with her on Twitter.)
(Editor’s Note: This post is adapted from Brazen Life, with permission. 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 others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2013/12/httpwww.flickr.comphotosmugley2594318333sizesoinphotostream-2.jpg352700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-12-10 15:01:082020-05-27 16:44:21How Good People Can Deliver Bad News at Work
Sometimes, issues arise from our self perceptions. For example, we may have reservations about sharing our opinions publicly, or insecurities about our ability to contribute effectively.
However, concerns also stem from inherent weaknesses in the teaming process, itself. Issues surrounding coordination and motivation tend to reduce a team’s effectiveness. For example, even when participants freely generate many valid ideas, those suggestions may be overlooked or underutilized. It’s no surprise that many of us become cynical about teams when our attempts to add value fail.
I have been involved with a variety of teams over the years. The “personality” of each group was truly unique — influenced by the dynamic of the selected members, the teaming process and the team leader’s experience. Some teams hesitated to cross or effectively challenge the opinions of those with seniority — a common problem. But in many situations, the real challenge wasn’t that individual voices were unheard. Instead, the root issue was that contributors’ ideas weren’t used wisely. In every scenario, as soon as this became apparent, that’s the moment when things went awry.
Often, multiple proposed ideas were worthy of exploration, but we were focused on choosing only one “winning” idea. This “either/or” decision filter is a potentially fatal flaw in the collaboration process. Instead, we should have focused on a different goal.
Insights From Collaborative Leaders
At some point, every team must move from generating ideas to assessing their value. The process used to evaluate those ideas is critical to the team’s overall success. So, how do we effectively address this challenge — the “we-have-numerous-great-ideas-but-what-do-we-do-with-them” issue? Here are several sources of insight:
• Dr. Ed Catmull, President, Walt Disney Pixar Animation Studios: In an interview with Harvard Business Review, Dr. Catmull describes how Pixar development teams routinely combine ideas to excel. It’s not necessary for one idea to “win” or “lose.” Instead, numerous viable concepts can be incorporated into a plan, a product or a process. This approach may lead to healthier outcomes. After all, game-changing products and processes often integrate multiple features.
• Mike Krieger, Co-Founder, Instagram: At Stanford University’s Entrepreneurship Corner, Mike Krieger discusses his perspectives on the value of combining ideas when developing innovative solutions. In Krieger’s opinion, this integrative approach is the driving principle behind the best startup companies. Instagram is compelling evidence.
Three Ways To Achieve Better Results, Together
Of course, this approach may not be appropriate for all teams, or in every circumstance. However, it deserves consideration — especially when teams are struggling. To move the collaboration process forward, consider these three “ideation” guidelines from brainstorming best practices:
• Share ideas sooner. Move beyond the requirement that an idea must be perfected before you share it. Allow colleagues an opportunity to develop your concept more fully. • Cut the cord. Strive to give up emotional ownership of your idea. Stay invested and serve as a guide, but allow the team to invest in it, too, so you can maximize its potential, together. • Nurture a different perspective. Stay open to pairing ideas that can produce a novel product or process. Expect the unexpected. Explore diverse combinations. And try not to jump to conclusions too soon.
What are your thoughts about combining ideas to collaborate more effectively? Have you tried this approach? What were the outcomes?
(Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events; or join our ongoing Twitter conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2013/11/933320_13694080-2.jpg351700Dr. Marla Gottschalkhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngDr. Marla Gottschalk2013-12-02 14:49:072020-05-27 16:42:55Making Teams Work: Is There a Better Way?
Creativity means looking at things differently. So let’s look differently at creativity, itself — and consider how we can do a better job of inspiring it in today’s collaborative workplace.
Creative Collaboration: What Works?
At Achievers, we recognize that no two people are the same. That’s why we’re advocates for personalized work environments. Every individual responds differently to public versus private praise, monetary versus intrinsic motivation, and other other aspects of employee engagement. So why do brainstorming practices tend to overlook those factors? When teams are asked to generate innovative ideas, why do we expect the best results by asking everyone to operate in a similar way?
Leigh Thompson, professor at Kellogg School of Management and author of “Creative Conspiracy: The New Rules of Breakthrough Collaboration,” says that we should rethink multiple assumptions about collaboration and creativity. Research by Leigh and others indicates that established brainstorming practices can actually limit the flow of creative thinking, and potentially jeopardize successful outcomes. For example, many people assume that it’s best for contributors to meet in the same location, and openly share ideas in an environment that’s free from critical feedback. However, real-world evidence suggests otherwise.
3 Ways To Rethink Brainstorming
The next time you need to challenge your team to generate big ideas, consider a fresh approach. Specifically, look for ways to allow for alone time, anonymity, and criticism:
1) Work Together, But Alone
For some of us, ideas flow more freely when we write on a whiteboard whatever comes to mind as we stand in front of a group. Others prefer to reflect on a problem before joining a brainstorm session. Often, taking time to work on a problem alone sparks an idea that would otherwise not surface in a group setting.
Give your team members time to generate possible solutions on their own, and frame the brainstorm meeting as a time to share, develop and refine those raw concepts. Employees who get nervous in group settings are able to prepare, and those who are most creative in the company of others get a chance to find and express their own inspiration.
2) Allow Anonymity
To avoid the effects of groupthink and hierarchy bias, introduce anonymity to the creative process. Leigh Thompson suggests that groups use index cards to collect suggestions, and choose the best options through a “blind” vote. Another technique is “cyberstorming,” which allows team members to anonymously enter ideas and votes in a database.
These methods level the playing field for those who are shy, new or have little seniority. They can also mitigate the influence of “loudmouth” participants who tend to dominate group interactions. Ultimately, it ensures that ideas will be rated according to their perceived value, not on the title or behavior of the person submitting them.
3) Encourage Criticism
We’re all familiar with the phrase, “Any idea is a good idea in a brainstorm.” However, science proves otherwise. For example, in a UC Berkeley study on brainstorming, psychology professor Charlan Nemeth found that when participants were instructed not to criticize teammates, fewer solutions were generated. On the other hand, when participants were encouraged to debate (but not attack) ideas, they contributed significantly more ideas than their “no criticism” counterparts.
By opening the floor to debate, all team members are encouraged to consider ideas from their unique perspective, and they tend to add value by suggesting with more ways to go about it. Try this approach in your next meeting and see how it works for your team.
Reignite Your Group’s Creative Fire
Brainstorming still holds an important place in the business world. However, to gain even more from this process, it’s wise to reexamine how you apply it in your organization. Consider how you can address the unique creative and collaborative styles of your team members, and you’re likely to see a dramatic difference in how they respond.
What are your thoughts? Have you tried any of the suggested techniques? What brainstorming conditions have made a difference in your experience? Share your thoughts in the comments area.
https://talentculture.com/wp-content/uploads/2013/08/1422720_42196947.jpg349700Razor Sulemanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngRazor Suleman2013-08-10 18:03:222020-05-25 17:48:57Brainstorming Is Broken: Rethinking Group Dynamics
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.
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:
Diversity: The art of thinking independently together. – Malcolm Forbes
The notion of diversity has evolved tremendously through the years. Historically, workplace diversity translated into hiring goals focused on racial and sexual equality. But today’s organizations are recognizing that there’s sustainable strategic value in diversity that reaches beyond demographics.
Diversity of ideas, perspectives and life experiences enables organizations to innovate and compete more effectively in today’s global marketplace. Bringing together a broad spectrum of skills, expertise and problem solving approaches enhances outcomes in collaborative environments. However, for this kind of diversity to take hold in the workplace, it must be woven into an organization’s culture. And, like any aspect of corporate culture, it must start with leaders who embrace inclusive attitudes and behaviors.
Dialing Into a Different Kind of Diversity
How can organizations foster innovation by nurturing the “new” diversity? It’s a question on the minds of our own diverse TalentCulture community. And it’s a central lesson in a new book “Think Like Zuck,” by Ekaterina Walter, which examines successful business principles of corporate leaders like Mark Zuckerburg.
This week, we asked Ekaterina to join us, along with Silicon Valley product development executive, Rob Garcia, who leads diverse organizations in creating breakthrough HR technology products. The conversations were rich and lively – peppered with nuggets of wisdom that anyone can use to collaborate and innovate more effectively.
NOTE: For complete highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
TUE 1/29
#TChat Radio Show: Our hosts sat down to examine the “human” side of innovation with Rob Garcia, Director of Product Strategy and Marketing at RiseSmart, the leader in next-generation outplacement solutions.
WED 1/30 #TChat Twitter: Rob again joined us – along with Ekaterina Walter – and hundreds of #TChat participants, as we opened the Twitter channel to a dynamic conversation about how to leverage diversity for better business results. Key tweets are featured below…
NOTE: For more highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
What are your unconventional definitions for workplace diversity?
“Different backgrounds. Different approaches. Different solutions. Shared success.” @talemetry
“Diversity of thought & experience gives ‘average’ a chance to be ‘great.'”@alliPolin
“More than statistical differences. Creative diversity, thought diversity just as important.” @LexieFO
How do leaders nurture and cultivate diversity?
“Be open to the unconventional. Note: Everything was unconventional at one point.” @SJAbbott
“Leaders nurture diversity by recognizing the value of “different,” publicly and decidedly.” @RobGarciaSJ
How does conventional diversity play into this?
“It happens organically, but diverse people must be brought together intentionally.” @martinamcgowan
“Diversity in the workplace is necessary to create a competitive economy in a globalized world.” @WeGoodify
What role does HR technology play?
“Digital villages are the now-next community of collaboration inside and out of organizations.” @ReCenterMoment
“HRTech puts too much focus on finding candidates’ keywords instead of their passion and company fit.” @MarcCibulka
“What current resume screening has in speed, it LACKS in ability to see diversity & potentiality.” @N_BarryJansson
How can leaders encourage this “different” diversity?
“Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know.” @LukiKit
“Leaders need to educate their teams and organizations about the value of including many different views.” @TerriKlass
SPECIAL THANKS: We’re grateful to Rob Garcia and Ekaterina Walter for bringing your understanding of diversity to TalentCulture events this week! Your ideas have inspired our diverse “world of work” community to reflect and and interact in ways that that we hope will make a difference in their respective organizations.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about diversity or other workplace issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week – as Valentine’s Day approaches, we’ll look at how employer/employee relationships have been redefined – and what it means for the future of work. Don’t miss “The Employment Romance is Over. Now What?” on #TChat Radio, Tuesday, Feb 5, at 7:30pm ET. And then #TChat Twitter Wednesday, Feb. 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
A1: We all have different experiences that we bring to the mix. Utilize those for maximum benefit! #tchatRob McGahen
A1: You have to be open minded to be diverse. Respect those from other cultures & experiences. #TchatLori~TranslationLady
A1: Diversity is experience, age, gender, ethnicity, motivation coming together for a common goal #tchatRichard S Pearson
A1: experience level, family situation (single, married, kids or not) and a mix of full and part-time workers is nice. #TChatchrys peterson
A1. Diversity is a bringing together of all the different talents and gifts in an organization or community. #tchatTerri Klass
A1. “Thinking outside of the box” diversity- someone who doesn’t just go with the flow and sees things differently #tchatBridget Webb
A1 I work in the for profit sector Diversity makes sense & Money $$$ #TchatDave Ryan, SPHR
A1: Diversity should include consideration of insight, experience, opinion, motivation… #tchatMark Salke
A1: Diversity = more than quotas & surface criteria; entire purpose = rich discussions, varied views leading 2 superior #brands. #tchatEvelyn Eury
A1: Diversity in workplace equals multiple people with multiple ideas with a centered org purpose. #TChatJon M
Q2: In the world of work, how do leaders nurture and cultivate diversity in its many non-demographic forms? #TChatKevin W. Grossman
A2. Manage yourself. Lead others. #tchatMichael Clark
A2 Remember that diversity is not something that you are. It’s something you respect and desire to be part of. #tchatStephen Abbott
A2 Cultural Awareness, Effective Listening, Body and Teleconference Language, Emotional Intelligence #tchatTim Collins
A2 Think “swarming” when you staff a team, with varied functions present. #TChatMarla Gottschalk PhD
A2 – Celebrate the value of constructive challenges to the status quo. #tchatDave Birckhead
A2: Shameless passion for what we do everyday! #TChat #TChatJoseph Tatulli
A2. Encourage mistakes and taking risks and helping them grow with choices. #tchatTerri Klass
A2. Leaders could benefit greatly from reverse-mentoring (especially middle-aged white guys). Ideas will come from new perspectives #tchatBob Lehto
A2 Ask for everyone’s opinion. Encourage everyone to challenge each other. Keep open lines of communication and collaboration. #TChatMarc Cibulka
A2: diversity success is directly related to the leaders level of emotional self awareness #tchatEd Hennessy
#TChat A2 Having people present another person’s viewpoint and have that person echo their own promotes inclusive diversity.Kris Marie
A2: Strategic planning during the recruitment process. #tchatbillallemon
A2. When the vision of goals of a company grow and change in sync with society diversity is automatically nurtured and cultvated. #TchatShay M. Lawson
A2: #Tchat, good leaders learn to see, hear different perspectives. It’s hard work!al dampier, dph
A2 For diverse opinions, leaders should establish psychological safety #tchatChristopher Yeh
A2. Diversity impacts the bottom line. The business case is there – it’s up to the leader to realize its implications. #TChatTalent Generation
A2 A diverse leader is a diverse individual. It is important to find ways to grow, educate and expand past your “norm” everyday. #tchatWeston Jolly
A2: Leaders need to create culture that inspires diverse input from all sides #tchatJen Olney
A2. You’ve got to have guts of steel to look another in the eye and engage-connect-communicate. #tchatMichael Clark
A2. Good leaders create environments where each person has a chance to lead. Enabling diversity & creativity. #TChatLexie Forman Ortiz
A2. Smart companies are the ones who realize they need to nurture this in order to retain their #diverse #talent #tchatKimPope
A2) Active listening – be part of the community and not just being reported to about it – be the model – be social #tchatnancyrubin
A2: Empowerment. Patience. And leading by example. #tchatEkaterina Walter
A2 One way is to poll everyone in an organization therby promoting self expression and the brainstorming of new ideas #TChatEnzo Guardino
A2: Leaders should strive to hire people that are different than themselves and their team. #tchatBright.com
Q3: How does conventional diversity (i.e., diversity of demographics) play into diversity of ideas? #TChatKevin W. Grossman
a3: it’s tough when companies tip-toe on tough issues like #diversity, #culture and the #organization #tchatal dampier, dph
A3: Talent who grows and struggles out of poor neighborhoods may have differing approaches from those who don’t need to. #TChatJanis Stacy
A3. It doesn’t. Stereotypes are being broken everyday like bones in the Extreme Sports Olympics #TchatRob Garcia
A3: Watch #UndercoverBoss-CEO ALWAYS has an “A-ha” idea moment from the worker bees. EVERYONE has potential 2 contribute great ideas. #TChatchrys peterson
A3 it happens organically, but diverse people must be brought together intentionally #tchatMartina McGowan
A3 A conventionally diverse team will have many different experiences, approaches and skill-sets which ultimately let ideas blossom. #TChatMarc Cibulka
A3 Diveristy brings new ideas to the table constantly, challenges status quo, improves brainstorming & provides a broader perspective #tchatSuzanne Chadwick
A3 Diverse people bring colloquialisms and different cultural “norms” to the conversation, and all should be celebrated #tchatMartina McGowan
A3. Demographic diversity brings the opportunity to learn about and experience different cultures beyond the work place. #TChatKit Lukianov
A3. Demographic diversity can remind us that the world has a lot more to offer and can even challenge the status quo #tchatBridget Webb
A3: The braintrust that comes from personal experiences, coupled with demographic #diversity, creates instant impact for a company. #tchatDiversitree.com Jobs
A3 We bring our whole selves to work. Our passion, trauma, humor, insecurity and confidence. Often those are attached to demographics.#TChatMelissa Lamson
A3: Our history, our education, our culture, our expertise, our thinking style makes us who we R. Growth thru environmental learning. #tchatEvelyn Eury
A3: Cultural diversity is the womb of innovation. #tchatDave Birckhead
A3: Let’s reward those who nurture diverse thinkers from all walks and talks #TChatMeghan M. Biro
A3: Without care it can hamper true diversity. With a cosmetic diverse feel it’s easy to stop pushing boundaries. #TchatKris Marie
A3 Decision making starts with option generation, and you get more options when you have more diverse team members #tchatGoldbeck Recruiting
A3: Diverse backgrounds yields diverse experiences which yields diverse ideas. #tchatRob McGahen
A3: Ldrs should look within their organization to see what type of LI footprint their “A” players have for guidance #TchatDan Schultz
A3: Most definitely have been asked to endorse/recommend someone and did not. If I wrote it, it is not for just showing up #TChatTom Bolt
A3: Online endorsements are almost the price of admission. If you want “front row seats” you’ll need a lot more than that though. #tchatmatthew papuchis
A3 with caution and a healthy cynicism #tchatAidan Daly
A3: UR brand-indv/otherwise is never about what u say about urself–it’s what’s being said when u leave the room that counts #TChatAngela Maiers
A3 Rather than seeing a ‘click’ I’d rather hear about the experience, from candidate, that resulted in endorsement #TChatClaire Crossley
Q4: What role does #hrtech play in encouraging or discouraging #innovation & diversity of ideas in the workplace? #TChatKevin W. Grossman
A4 As a jobseeker, getting my application through #hrtech screening is a priority. But I want work ethic and dedication to shine too. #TChatMarc Cibulka
A4 To some degree there is something wrong with us looking for HR Tech to figure out a human problem. Let’s not overdelegate. #TChatJanine Truitt
A4: Tech is helpful in locating individuals who may be hard to find in your locale. #TChatchrys peterson
A4.Sometimes I wonder if HR in HE uses #tech, forwarding resumes who have not worked in the profession in 15 yrs, is that using #tech #TchatGuy Davis
A4. Future resumes will be more pictures-videos than words. #tchatMichael Clark
A4: #HRTech that embraces #Social #Mobile #collaboration encourages #innovation & diversity of ideas #TChatSean Charles
A4 Seeing a lot of HR teams own employee recognition budgets and processes. Strategic recognition (thanks) spurs valued behaviors. #TchatAndrew Grossman
A4 There are some very cool “tools” that can help gather a diverse set of ideas from a diverse set of contributors. #TChatMarla Gottschalk PhD
A4. I see a ton of #social #HRTech that promotes collaboration, cross-company and helps foster individual skills to be useful #tchatBridget Webb
A4 #HRTech does prioritize learning and development, that helps breed Diversity of thought. #TChatMelissa Lamson
A4: What current resume screening has in speed, it LACKS ability to see diversity & potentiality #TChatNancy Barry-Jansson
A4 Social business enterprise platforms coupled with culture change can provide a forum for (far) better idea exchange #TchatTim Collins
A4. Hmm.. Technology CAN open possibilities, but it surely can shut stuff down, too…. so, really depends on how it’s used. #TChatCrystal Miller
A4 I love #hrtech but I can see older generations shying away with new tech and not sharing their great ideas and experiences. #TChatEnzo Guardino
A4 Tech can only amplify what is already going on #NoMagicBullet #TchatDave Ryan, SPHR
A4: Any tech will amplify good or bad issues within any organization. #tchatJen Olney
A4: If the firm doesn’t utilize different voices/ideas, then people will stop speaking up. #tchatRob McGahen
A4: Open collaborative tech platforms can and do facilitate and encourage #innovation and #diversity. #TChatKevin W. Grossman
a4 Tools that are designed for collaboration only work when people engage – not pop in, drop off and run #tchatAlli Polin
A4: #HRTech makes it easier to find diverse talent in this great, big world – and, in return, have more innovation and ideas #tchatBright.com
A4: #hrtech can help but no substitute for human connection: the phone call, the lunch, the f2f meeting, the hand-wrtitten note, etc. #TchatDave Birckhead
A4 #hrtech can help because I think it can put the focus on the ideas and conversation and off the org lines and levels #tchatSusan Mazza
Q5: How do we exercise unconventional notions of diversity in our approach to #leadership? #TChatKevin W. Grossman
A5: Unconventional diversity is treating all contributing people, diffs and all, as valued respected members of the team. #TChatJanis Stacy
A5: unconventional diversity is allowing people the freedom to have a life outside of the workplace. #tchatGreg Marcus
A5 Unconventional diversity means you have to be willing to be an unconventional thinker-which means going against the grain at times #TChatJanine Truitt
A5: Define and articulate roles. Provide the right tools. Allow freedom. Watch magic happen. #tchatMark Salke
A5 Don’t silo creatives – get them right into the traditional mix. #TChatMarla Gottschalk PhD
A5. Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know what others can add. #TChatKit Lukianov
A5 your employees are your customer base. #tchat keep them engaged.John Kosic
A5: Leaders need to get out of the way and let their teams do what they do best #tchatJen Olney
A5: Interact with people in the workforce in a completely different industry, travel, reflect, ask questions #TChatMegan Rene Burkett
A5 – GET out of the way! and let the team collaborate and do its job – give feedback when needed to keep moving forward #tchatRichard S Pearson
A5: The old rule book needs to go out the window. We are re-writing the new one right now. #tchatDawn Rasmussen
A5. Stop making things seem so concrete- welcome people to bring in fresh new ideas and follow through #tchatAshley Lauren Perez
A5: Best diversity-savvy #leaders I know are listeners, models, encouragers. They’re humble, w/ a sense of humor! #tchatAnne Messenger
#tchat A5 Leaders promote idea diversity by deeply cherishing creative solutionsMichael Leiter
A5. Leaders need to educate their teams and organizations about the value of including many different views. #tchatTerri Klass
A5 Not tolerating those who buck the system and create negative energy. Important for a leader to know enough they can distinguish. #TChatMelissa Lamson
A5 Wipe clean our emotional and prehistoric notions of top down leadership and open our eyes to the talent within each person #TChatEnzo Guardino
a5 Leaders shouldn’t be afraid to build teams of people that don’t have every skill a-z but have ooph & passion for the work #tchatAlli Polin
Community building — encourage employees from different walks to exchange ideas. #Tchat A5Andrew Grossman
A5. Encourage your staff to be curious-to take a step back and see what else is emerging in the world-they can bring back useful info #tchatBridget Webb
A5: Companies must foster, cultivate, and invest in unconventional diversity. It will take time b/c it requires a shift in culture. #TChatDeryle Daniels, Jr.
00Megan Burketthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMegan Burkett2013-01-30 20:31:072020-05-25 16:15:33The Creative Power of Diverse Ideas: #TChat Recap
It’s an old television show, but some in our community will recognize “The Six Million Dollar Man” in this week’s World of Work #TChat forum.I’m a complete sucker for pop culture in all forms so I could not resist this eight track flashback (HA) blast from the past. In anything but the smallest of organizations, you simply can’t be a leader without a solid team to back you up. It just doesn’t work, which is why there are so many books, columns, blogs and tweets about leadership.
Yet leadership is an elusive trait for many people. Not everyone is a born leader, and some leaders make their teams weaker, not better, stronger or faster. You can learn leadership skills, you can read books, and you can work with coaches. Some people who aren’t natural-born leaders are fortunate and find the coach, the book, the point of view that helps them make the transition. This can work for people who are open to learning and creating behaviors that nurture this kind of career path and calling. The rest of us struggle and, occasionally, shine. Leadership is a daily walk and no two days are alike.
Of course the team is just as important. Some teams are electric; everything works. Some teams are an effort; everything is work. And some teams never click. Culture and people dynamics are flawed, inspiration is absent, management comes in too close or is absent, or (and?) matrix management fails yet again.
Oh, and we have the technology, yes. These are great tools unevenly implemented and realized, and they might not always help with team building and leadership. Let’s be honest: Most HR technology ostensibly for leaders is optimized for candidate-hunting and sourcing talent, not necessarily team building and employee engagement. That has got to change. We are getting there.
So, in an effort to address the questions we continually field from you, our community, this week’s World of Work #TChat takes on two tough subjects — teams and leadership.
(EDITORIAL NOTE: For highlights from the Twitter chat event, see the Storify slideshow at the end of this post. Thanks!)
Q1: Teams that are great on paper might still fail in reality. How do you hire a successful team?
Q2: How do leaders remain their teams’ leaders even as they work with and in those teams?
Q3: How do leaders know what to inspire in their team members and what to leave alone?
Q4: Tech can help teams, but what are team technologies’ blind spots? How does tech slow teams down?
Q5: What are the team dynamics that repel top talent? How can orgs retain talented teams?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-05-01 07:09:542020-05-22 14:11:05Leaders Make Teams Better, Stronger…Weaker? #TChat Preview & Recap
On a recent #TChat, the topic was Generations in the Workplace. It’s always intriguing to hear people talk about this in HR because this isn’t a “new” issue. There have been generations in the workplace – FOREVER!
Also, many HR people and consultants alike tend to want to take this topic to the point of emphasizing the differences between generations instead of focusing on their strengths. HR would be such a powerful force in organizations if we broke the paradigm of “Let’s fix what’s wrong or different” and instead approached issues from a position of strength and identified how these differences make us more valuable.
Let me give you an example . . .
Growing up, I got hooked on rock music and one of the first mind-blowing groups I couldn’t get enough of was Led Zeppelin. Now, even though this may date me, I listened to these rock gods on vinyl – Glorious, crackly vinyl. I wore out my albums listening to them over and over.
When I got towards the end of high school, people starting recording music on cassettes. Now you could take your music with you to play in your car, in other people’s houses on their stereo systems, or even in your Sony Walkman. We were amazed that music could travel with us.
Then, in college I actually remember the day when a fellow student brought in a shiny round disc and said it was music. I didn’t believe him, but as he laid the disc into this gigantic box of a player – here came Led Zeppelin in crystal clear sound. No cracks, no skips – just Jimmy Page and Robert Plant bringing the rock.
After college, music continued to evolve and this thing called the iPod came along and now I could get music digitally. Not only that, but I could add the other 5,000+ songs from my CD, cassette and vinyl collections all on one player AND take it with me!
So, what does Led Zeppelin and modes of music have to do with generations? It’s simple . . . even though I have listened to Led Zeppelin on albums, cassettes, CDs and an iPod . . . the music remained the same.
Just as the four generations in our current workplaces are from different eras, the value and quality of their skills, knowledge and work remain the same. Our modes may be different with technology or flextime or other cultural issues, but in the end the generations are always working to the same goal of great work and a great company,
So, quit trying to tear generations apart. Let’s focus on the strengths that every generation brings to work every day!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Steve Brownehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngSteve Browne2011-03-21 08:14:322020-05-20 16:55:05Embracing Generational Differences in the Workplace?
In 2012, the first members of Gen Y turn 30. And while thought leaders and academics continue to depict millennials as this strange, unprecedented breed to be studied and analyzed (Bieber fever being an obvious symptom), that generation’s cutting edge has been busy acclimating into the workforce, where they’ve been for over 5 years.
Of course, this potentially disruptive force on the workplace entered a market where the workplace was already disrupted by forces far stronger than helicopter parents and socialized narcissism.
Contrary to popular myth, it’s not Gen Y who’s changing the workplace; it’s the workplace that’s changing Gen Y. Those lucky enough to get the paucity of jobs are no longer naïve idealists, but battle hardened survivors.
While some Gen X and Boomers struggle with being overqualified, most of Gen Y haven’t had the chance to pick up those qualifications. This new world of work, of virtual offices and inter-connectivity and contract gigs, looks a lot like the kind of impact Gen Y workers were supposed to have made. Instead, they’ve inherited what’s become their – and our – collective reality.
They call Gen Y digital natives, but in fact, most of those millennials in the workforce remember life without an internet; those who can’t remember life without social media are still in diapers. When those true “digital natives” enter the workforce, the millennials of today are going to look a lot like Gen Xers do now. Who’ll look a lot like Boomers today.
For Gen Y, home ownership is likely a dream that will never be realized; so too is the possibility of a defined and linear career path, job security, employer benefits, pensions or a gold watch at retirement. Even retirement itself looks iffy.
So, it turns out that generations in the workplace share more in common than a workplace.
We’re all just trying to do the best we can, while learning as much as we can along the way. And aspiration is a trait that transcends generations. We’re hoping to do the same with tonight’s #TChat, where the topic tonight is: “Do Generations Matter At Work?”
Do Generations Matter at Work? – #TChat Questions and Recommended Reading (3.1.11)
Whether you’re a Boomer, a Gen Xer, a Millennial or an “other,” we hope you can join the #TChat conversation about generations at work tonight at 8 PM ET.
Here are the questions we’ll be discussing, along with some recommended reading to help inform, and inspire, your understanding of tonight’s topic of generations in the workplace.
Q1) What myths exist about workplace generational dynamics? Generational realities?
Visit www.talentculture.com for more great information on #TChat and resources on culture fatigue and how to overcome it!
Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”
We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW. Hope to see you tonight at 8 PM ET for #TChat!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-03-01 13:17:272020-05-20 16:53:57Do Generations Matter At Work?: #TChat Preview
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?
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.
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!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2011-02-23 11:06:522020-05-20 16:53:28Managing Virtual Teams: #TChat Recap
(About the Author: Sarah Colomé, M.S. is an educator, advocate and the SOARS Booking Director for A Long Walk Home, Inc. Based in Chicago, Sarah has traveled both nationally and internationally as a competitive collegiate public speaker. She teaches on topics related to social justice and diversity, health education, sexual violence and persuasive speaking. Connect with her on Twitter.)
TalentCulture is a trailblazing HR marketing company offering advertising, media, executive and corporate branding, research, and social promotions via our global learning community.