Social channels and tools offer a tremendous opportunity for business to create and sustain valuable relationships with customers, partners, employees and others. Digital technologies make it possible for brands to interact with their constituents in ways that are far more immediate, direct and authentic.
In short, it means that companies can “humanize” what the world has previously considered to be a distant, faceless brand entity.
But tools and technologies, alone, aren’t enough for this “brand humanization” to take root and flourish. What really makes a brand more “real” is its organization’s commitment to engage in a whole new level of open communication. And that’s the rub.
Stepping Outsidesnea the Brand Comfort Zone
Transparent, open communication can develop positive attitudes and behaviors that ultimately translate into business value. But opportunity often brings challenges along for the ride – and brand humanization is no exception. This concept challenges organizational structures, processes and norms at every level.
So, what does all this mean for professionals who focus on the “human” side of business? How can we lead constructive change and help our organizations breathe life into brands?
That has been the focus of our TalentCulture community this week, as we’ve examined brand humanization up close and personal – each of us adding our own experience and interpretations to the mix.
Humanization – New Term, Classic Approach
We invited an expert to help shape and guide the week’s conversations. Leadership consultant, speaker and author, Jamie Notter is deeply familiar with brand humanization. In his latest book, “Humanize: How People-Centric Organizations Succeed in a Social World,” Jamie examines effective social business strategies, as well as the operational impact of embracing a social business philosophy.
It’s not easy. Cultural transformation never is. But by remaining focused on classic “human” principles, “Humanize” offers a roadmap that organizational leaders can use to navigate through disruptive waters. These principles served as a useful backdrop for our community’s exploration this week. Here’s what happened on our journey…
NOTE: For complete highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
#TChat Week-in-Review
SAT 2/16 Sneak Peek video: TalentCulture Community Manager, Tim McDonald, kick-started the week by asking featured guest, Jamie Notter, to define brand humanization and its benefits. Thought provoking!
SUN 2/17
TalentCulture CEO, Meghan M. Biro called upon business organizations to rise to the challenge in her Forbes.com post: “Dear Leaders: Humanize Your Brand”
TUE 2/19
#TChat Radio Show: Our hosts sat down with Jamie Notter for an up-close and personal discussion about the “human” side of business brand stewardship.
WED 2/20 #TChat Twitter: Jamie returned, along with his Humanize co-author, Maddie Grant. This time, he moderated our freewheeling #TChat Twitter forum, as 250+ participants shared more than 1000 tweets that delivered 1.5+ million impressions. Now that’s what can happen when real humans show up and open up in a live digital exchange!
NOTE: For highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
Closing Notes & Highlights Slideshow
THANKS: Again, thanks to Jamie Notter for sharing your insights with the TalentCulture community this week. You brought clarity, context and dimension to this important topic.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about brand humanization or other organizational 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, we’ll look at branding from another angle, by exploring branded entertainment and the World of Work! Save the date for #TChat Radio, Tuesday, Feb 26, at 7:30pm ET. And #TChat Twitter Wednesday, Feb. 27, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
The more we use social media, the more our personal interactions are crossing over into the workplace. While it makes sense to be authentic in the digital realm, this new level of transparency can touch some major pain points in your corporate culture, and challenge processes that don’t accommodate this new type of open communication.
What does it all mean for organizations as well as individuals? These are the issues we’ll address this week in the TalentCulture community.
To kick-off the conversation, I spoke with Jamie Notter, co-author of the book, Humanize (How People-Centric Organizations Succeed in a Social World). Jamie will be a featured guest on #TChat Radio, Tuesday Feb 19 at 7:30pmET, and he’ll join #TChat Twitter Chat as a moderator on Wednesday Feb 20, at 7pm ET.
Here’s a quick look at how Jamie defines brand humanization – and why he feels it’s important for everyone to understand it better:
Click to watch “Humanize” co-author Jamie Notter in this #TChat sneak peek interview
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-02-16 17:17:592020-05-25 16:19:45When Brands & Humans Meet: #TChat Video
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
“Diversity is a key driver of innovation and is a critical component of being successful on a global scale.”
When asked about the relationship between diversity and innovation, a majority of respondents agreed that diversity is crucial to encouraging different perspectives and ideas that foster innovation. Senior executives and employees alike are recognizing that a diverse set of experiences, perspectives, and backgrounds is crucial to innovation and the development of new ideas in and outside the workplace, as we find our career passion.
This week, expanding on ideas inspired by the book “Think Like Zuck,” by Ekaterina Walter, the TalentCulture community wiill explore how innovation grows from diversity. Research, as well as experience from the likes of Mark Zuckerberg and other innovators, is teaching us just how desperately we need to include all voices to achieve more effective outcomes. Does crowd-sourcing help innovation? Are all voices and ideas equal? How can Zuckerberg be an example of innovation through diversity? (Doesn’t he represent the ultimate lone inventor?)
Diversity isn’t just about demographics — although that is a first and a key component, without which our companies cannot move forward. Starting with demographic diversity as our foundation, we propose an expanded definition of diversity — not a counterpoint to the demographic meaning, but a flourish upon it. Let’s embrace diversity even more, and explore its power to lead to innovation in the world of work and beyond. This week, relying on diverse views to help us think about this, we’ll seek your voices in exploring these questions:
Q1: What are your unconventional definitions for diversity in the workplace? How is it more than demographics?
Q2: In the world of work, how do leaders nurture and cultivate diversity in its many non-demographic forms?
Q3: How does conventional diversity (i.e., diversity of demographics) play into diversity of ideas?
Q4: What role does #hrtech play in encouraging or discouraging #innovation & diversity of ideas in the workplace?
Q5: How do we exercise unconventional notions of diversity in our approach to #leadership?
Click to see the preview or listen to the show live, Wednesday 1/30, 7:30pm ET
As per the new usual, the #TChat goodness happens twice this week. First, on Tuesday, Jan. 29, there’s #TChat Radio from 7:30pm ET / 4:30pm PT. Our guest is a long-time member of our community, Rob Garcia (@RobGarciaSJ), director of product strategy & marketing at RiseSmart, a company that is delivering innovative next-generation outplacement solutions.
Then, on Wednesday, Jan. 30 — from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) — we’ll tackle this topic on #TChat Twitter, where Rob will return, along with our other guest, Ekaterina Walters (@Ekaterina), herself.
It promises to be a fascinating week. So, please add your voice to the conversation and let’s see what a diversity of ideas can do to move our community forward! EDITOR’S NOTE: Want to read the RECAP of this week’s events? Read “#TChat Recap: The Creative Power of Diverse Ideas”
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-01-28 20:23:302020-05-25 16:15:23Diversity in a New Key: #TChat Preview
The endorsement process is an evolution. What you try to do is you endorse someone that you believe in and their ideas align with yours. -Herman Cain
“It’s not what you know, it is who you know.” I’ve heard this statement throughout my college years and my career hunt. So, if everyone I know endorses me on LinkedIn, or if I email personal endorsements with my resume, will that land me the perfect job?
Recently I’ve been researching the role of social media in predicting consumer behavior. I see a connection with professional endorsements. For example, today’s technologies allow companies to track customer sentiment. According to Nielsen’s latest Global Trust in Advertising Report, 92% of consumers around the world say that they trust earned media (such as recommendations from friends or family) above all other forms of advertising.
If consumer reviews have such a significant influence on potential buyers, then surely professional endorsements carry tremendous weight with recruiters and job seekers.
But what about the new “skills endorsement” feature in LinkedIn profiles? What do these “thumbs up” stamps of approval really mean? How authentic are they? Are they considered credible? And how do they relate to more traditional professional recommendations?
I am not the only one with these questions. That’s why the TalentCulture community focused attention this week on the role of recommendations in today’s social workplace.
G+ Hangout Video: As a prelude to his appearance later in the week, Mike Dwyer, discussed the value of endorsements with TalentCulture community manager, Tim McDonald. Mike is Co-founder of QUEsocial, a social business platform that equips employees with training, content and motivation to improve their performance.
TUE 1/22 #TChat Radio Show: Our hosts continued the dialogue with Mike Dwyer – along with Marla Gottschalk PhD, an organizational psychologist, consultant, and author who focuses on advancing workplace effectiveness.
WED 1/23 #TChat on Twitter: Mike and Marla joined us again – this time on the Twitter stream – as Mike led participants through an open discussion of issues, experiences and best practices in managing professional recommendations. Representative comments are featured below…
NOTE: To see specific highlights from yesterday’s “The Power of Online Endorsements” #TChat session on Twitter, see the Storify slideshow at the end of this post.
What is the value of endorsements and recommendations online?
Tremendously valuable, but they need to be authentic. @9INCHmarketing
Endorsements SUCK. Require no effort & too many ppl are abusing them to try to garner reciprocal endorsements. @DawnRasmussen
Are all online endorsement and related activity created equal?
I feel that referrals and recommendations weigh more than endorsements. It’s not a one click free-for all. @AshLaurenPerez
+K endorsement on klout is like Linkedin endorsement. Fast and fleeting, with no context. Written endorsements prove relevance. @bryanchaney
LinkedIn endorse. would make more sense if they had engagement portion where you could see discussion about person/brand taking place. @rezlady
How should leaders interpret online recommendations and endorsements?
Consider the source. Probably best not take at face value. @TomBolt
As an initial filter it will probably speed up recruitment, but, I still prefer meeting people to make an accurate choice. @EnZzzoo
When do *you* endorse a fellow professional online?
Endorsements are nice but in prefer calling people and talking business. @levyrecruits
I have to know someone personally to endorse them and have something significant to say to recommend them. @nancyrubin
How is tech changing the nature and value of endorsements and recommendations?
Tech will increasingly become the norm. For delicate HR placements it will never replace a genuine CV and interview…I hope. @EnZzzoo
While tech makes it easier for everyone to see your endorsements, when abused it dimisses value for all. Why you need network. @tamcdonald
# # #
Closing Notes & Highlights Slideshow
SPECIAL THANKS: A nod to Mike Dwyer and Marla Gottschalk PhD for your leadership this week. The TalentCulture community would recommend you anywhere, anytime!
NOTE TO BLOGGERS: Did this week’s events inspire you to write about professional endorsements or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we examine “Diversity of What?” – a fresh take on diversity in the workplace. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 29, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 30, at 7pm ET. Look for more details on Monday, January 28 via @TalentCulture and #TChat.
My work “world” – see you on #TChat in a few! http://pic.twitter.com/T91vlDnjMichael!
Collector’s Item! RT @rmcgahen I do! RT @DaveTheHRCzar: @nancyrubin u want 1 of these? http://twitpic.com/bxpib9 #TchatNancy Barry-Jansson
Q1: What is the value of endorsements and recommendations online, whatever the context? #TChatMike Dwyer
A1 Too many fast & frenzied endorsements going on. Wait and see which flourish and which fade away. #TChatEnzo Guardino
A1: Endorsements are a measure. It is a valid measure as long as you don’t focus on that. #tchatMarcio Saito
A1. it can help you gauge if someone has the credentials you are looking for #tchatKimPope
A1: Peer validation is important, as long as it’s accurate. #TChatKevin W. Grossman
A1: I usually take them like I take movie reviews. Listen, but in the end want to make up my own mind. #TChatchrys peterson
A1: If you play “you scratch my back, I’ll scratch yours” don’t endorse anyone. That’s not how the game is played #tchatJen Olney
A1 A recommendation via Twitter is great if you know why the person is being recommended as someone to follow #TChatHolly Chessman
A1. The most valued endorsements are from people that have not been formally asked to give one #tchatMichael Danubio
A1: An online endorsement is like the frosting on top of your career cake. It won’t stand up without real experience. #tchatBryan Chaney
A1: If the endorsement is genuine and from an authoritative source, it is meaningful. But ‘gamification’ def detracts from value. #tchatMark Salke
A1: I gave honest recommendation to someone on #LI. When she said she would endorse me back I told her not to dilute it by doing that #TChatTom Bolt
A1: I really VALUE the recommendations I have from past managers, colleagues, clients, etc. #REAL #TChatNancy Barry-Jansson
A1. It’s a public acknowledgement of your a: existence b: professional value (if provided by a legit source) #tchatSalima Nathoo
A1: I worry about that subjectivity bias that causes poor references to be worse and great references to be a tad unbelievable #TchatDan Schultz
A1: I’ve never read a recommendation for anyone on LI. It’s just like when checking references for a job – a waste of time. #tchatRob McGahen
A1. The real power of endorsements is internal, strengthens belief and passion for your vision and purpose. #BrandYou #tchatMichael Clark
A1) The most meaningful recommendations I’ve received? Those I’ve never solicited. They mean THE WORLD. #tchatExpertus
A1: Reward employees for the work they’ve done by giving them work they want and are capable of. Give them wings. #tchatBessie Rousselle
A1: Endorsements & recommendations that are REAL are social proof that U R who U say U R, do what U say U can do @Cruiter #TChatNancy Barry-Jansson
A1 The skills endorsement was some adroit marketing by LinkedIn #Overheard on #Tchat radioDave Ryan, SPHR
A1 Endorsements on LinkedIn are not terribly useful but real recommendations are #TChatHolly Chessman
A1 Endorsements are one way we can support each other, personally & professionally #TChatClaire Crossley
A1. They are best when the come from well informed people who know you well, their credibility comes through #tchatGuy Davis
A1. #TChat Tremendously valuable, but they need to be authentic.Stan Phelps
A1 They can help define your skill set online. An important career development step. #tchatMarla Gottschalk PhD
Q2: In the world of work, are all online endorsements and related activity created equal? Why or why not? #TChatMike Dwyer
A2: I find them more valuable when the endorsement comes from someone who managed the person directly #tchatWill Staney
A2 I haven’t take time to endorse all who deserve it—it’s too much. So the whole concept is too random right now. #tchatStephen Abbott
A2: Online Recommendations take more effort and carry more cred #TchatDan Schultz
A2 – or a client as well. I am also somewhat skeptical of people who endorse each other (scratch my back and I’ll scratch yours) #tchatmatthew papuchis
A2-endorsements, etc without performance examples are still nice but they’re really nothing but vacuous platitudes #tchatSteve Levy
A2 We have to start somewhere – and we have a long way to go! Endorsements are just the start. #tchatMarla Gottschalk PhD
A2: What about resumes that list way too many skills? Skills endorsed have to matter and not clutter #tchatChristopher Yeh
A2: If it is on LinkedIn, the value comes from if the person knows the company/person giving the rec. = crediblity #TChatLori~TranslationLady
A2: I think one from a supervisor or someone in a “senior” position have more weight vs. a peer. Just my initial reaction. #tchatmatthew papuchis
A2 Online endorse not as valid as by client or startup whose bottom line increased via my help :-) #tchatCASUDI
A2 Endorsements are only as good as the people who give them, so not all are created equal. #TChatMike Dwyer
A2: No, endorsements are stronger when they come from credible sources. Big difference between a friend and a former manager. #tchatBright.com
A2. In the world of work? Doubtful – in the world of B2B or B2C? Probably (or can we separate the two?) #TChatSusan Avello
A2. Again, I feel the on-line recommendations are nice to have but I’ll never make a decision on those. Backdoor reference trumps. #tchatMichael Danubio
A2: Sadly, just as in the world of #leadership, we give more value to endorsements based on certain positions than others #TChatAndrew Henck
A2: It’s all about WHO provided the endorsement/recommendation. Needs to be authentic/legit/thoughout #tchatGoldbeck Recruiting
A2 Not sure, but I would think that the weight of the endorsement will heavily depend on the person recommending. #TChatEnzo Guardino
A2: The platform doesn’t matter; the person who provides the endorsement / recommendation does. #tchatDawn Rasmussen
A2: In a job search, those that are from previous employers and bosses probably hold a little more water than from peers. #TChatKevin W. Grossman
A2 Are you hiring someone? Are you prospecting? Are you making friends? Different recs can serve diff purposes #TChatHolly Chessman
A2: Written recommendations => read the words. Is it sincere? Push-button endorsements => too easy. Why wouldn’t they invest more? #TChatTom Bolt
A2. I feel that referrals and recommendations weigh more then endorsements. It’s not a one click free-for all #tchatAshley Lauren Perez
A2 I always wonder if anyone looks at my Klout or Kred score. I don’t. #tchatMarla Gottschalk PhD
Q3: How should leaders interpret online recommendations & endorsements? What is the value? #TChatMike Dwyer
A3. Being and doing the best #BrandYou is the most powerful endorsement. #tchatMichael Clark
A3: Ldrs should look within their organization to see what type of LI footprint their “A” players have for guidance #TchatDan Schultz
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. Checking out a persons blog can give u insight as to how they think – don’t look at mine #TchatDave Ryan, SPHR
A3 Endorsements & esp. recommendations show you have credibility & that others are confident in your skills, reliability & work ethic #TChatMarc Cibulka
A3: I think the only reason why employers want references, is so they can check the box. STOP CHECKING BOXES!! #tchatRob McGahen
A3: Leaders recognize them as qualitative input. To be given their due consideration as such. #tchatMark Salke
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
A3. it can back up some of the things people say. you can be ANYONE you want online – it can help prove you’re legit #tchatAshley Lauren Perez
A3 There could be value for mentors-mentees. Taking the time to write a recommendation is more valuable than simply endorsing. #TchatGoldbeck Recruiting
A3: Consider their own LI recommendations/endorsements – note the roles & weigh that against job description #TChat @CruiterNancy Barry-Jansson
A3: Online recommendations etc should be valued equal to the amount of time it takes to do. Just a click, just throw it away. #TChatAndy Phillips
A3: A very big grain of salt. Not all online endorsements ring true #tchatJen Olney
A3: Leaders interpret online recommendations: We should be aware of the tools (e.g. Klout) & their limitations. Use caution. #tchatD. Scott Smith
Do our words not hold the same weight in digital as they do out loud? Mine written words are more weighty, in fact. A3 #tchatJocelyn Aucoin
A3. Verify against overall digital and social footprint to see if endorsements align w/ voice and engagement. #tchatSalima Nathoo
A3: It helps to tell a subjective story about the individual they’re reviewing and who the individual is connected to. #TChatKevin W. Grossman
A3 An open & creative leader new to working with an employee could use them to gain insight into ee if meaningful recent & sincere. #tchatJamieAinDC
A3) I think recommendations can be valuable on an intranet – for example – putting them to work in a context (what do you think?) #tchatnancyrubin
A3. Leaders should give endorsements a quick scan, nothing more. #tchatMichael Clark
A3 Online recommendations are a good way to see if its worth starting a conversation with someone – but it’s not the end point #TChatHolly Chessman
A3. Everything you discover should lead to a conversation where you corroborate and refine what you intuit. #tchatJustin Mass
A3: Online recs & endorsements should be taken with a grain of salt, maybe used as a starting off point for reference checks. #tchatBright.com
A3: Take it with a grain of salt #TChatAndrew Henck
A3 #tchat the vakue is in the passion and differentiation/authenyicity of the endorsement, if it strikes a chord, worth pursuingdiane mcwade
Q4: When do *you* endorse a fellow professional online? What criteria do you use? #TChatMike Dwyer
A4. I don’t do on-line reco’s. It’s just easier to say no to everyone than yes to some and not others. It’s a cop out for sure #tchatMichael Danubio
A4 I only recommend someone I personally know well, produced top quality work with and all the while truly enjoyed the experience. #TChatMarc Cibulka
A4: Confession: I’ve ignored req. for endorsement: I hadn’t see their work…yikes, didn’t I make a reference to ostriches last week?!! #TchatLori~TranslationLady
A4: I’ve recommended a few ppl on LI. Those who inspire me and who I’ve worked (note: past tense) w/ face-to-face. #tchatBob Merberg
A4. I would like to offer each of you an endorsement for awesomeness right here and now. #tchatMichael Clark
A4: I see people in 3D. I like to cut through the “sheen” and FAST :-) Heart, Smarts and *Credibility* is what is important. #TChatMeghan M. Biro
A4: I will provide an unsolicited endorsement for a colleague who I know and trust for a skill I have seen demonstrated. #tchatMark Salke
A4 only when i know the person, know that they have demonstrated the skill and know they are on the job hunt. To help them out #tchatAidan Daly
A4: I endorse only those I have worked with and believe they would represent my recommendation well. #tchatSalary School
A4: When do *you* endorse a fellow professional online? <--Following a recent interaction (relevant & real time) #tchatD. Scott Smith
#tchat A4 when you have had enough interaction to determine their authenticity, their own knowledge, their reactions etc!MySageAdvice(TM)
A4: In Linkedin I only endorse people I’ve worked with. I believe most people do that. Trust the community. #tchatMarcio Saito
A4 I endorse when I worked directly with the person and I can evaluate his skills #tchatAhmed Abdel-Aliem
A4: if they endorse me first :) J/K – I will endorse if someone has established consistently high competence in certain area #tchatmatthew papuchis
A4. How long have I known them, what is our relationship, work, prof assoc, student emply, colleague, how do I know their skills #tchatGuy Davis
A4 On LI I only endorse people I’ve actually worked with or know well. On Twitter I recommend people I admire & connect with #TChatHolly Chessman
A4: Endorse people when I have gotten to know them and feel comfy extending my brand credibility to include them. #tchatDawn Rasmussen
A4: If someone I know is looking to fill a position and I know someone that may be a good fit. #tchatRob McGahen
A4 I endorse unsolicited, and only when I really know that person is good at that skill #TchatChristopher Yeh
A4) I have to know someone personally to endorse them and have something significant to say to recommend them #tchatnancyrubin
A4 Only current associates (people can change over time). Or a service that I’ve actually experienced. #TChatEnzo Guardino
A4. I make sure I endorse people for what I legitimately dealt with when working with them. #tchatAshley Lauren Perez
A4 #tchat I never endorse folks I do not know/value and I never share with the nework as an option, what is the point? It is reputationaldiane mcwade
A4 I must have had a cocktail with someone to endorse them #TchatDave Ryan, SPHR
A4: I only recommend when I’m asked to, and I reciprocate when I’m given one. But I haven’t dabbled in endorsements to date. #TChatKevin W. Grossman
Q5: How is tech changing the nature & value of endorsements & recommendations? #TChatMike Dwyer
A5 As many of you wonderful people have said, nothing beats the power of a recommendation / referral based on in-person experience :) #TChatMarc Cibulka
A5 whatever happened to picking up the phone and checking in with the person’s endorser? You can tell a lot from tone of voice!! #tchatAidan Daly
A5: I remember recommendations someone took the time to think about and type out on paper. Seemed more meaningful. #tchatBob Merberg
A5: Technology has put an even greater emphasis on endorsements, forcing us to look at experiences across the board #tchatAlex Theis
A5: Let’s GET CLEAR on the difference between “endorsements” and “recommendations” on #LinkedIn #Justsayin #TChatMeghan M. Biro
A5: More tech gives us the ability to start to be more discriminate with who we trust and how we will wield our endorsement of others #tchatJen Olney
#tchat A5: It makes it convenient but unfortunately a lot of it can be skewed too.Mike Chuidian
A5 It’s doubled-edged. On one hand it takes less time so people can write more meaningful recommendations. On the other, saturation #tchatChristopher Yeh
A5: The easier the endorsement is to perform, the less value there is in it. Technology is making it TOO easy. #TChatLori~TranslationLady
A5. Watering them down, making them too easy, eliminating thought and discretion. #tchatMichael Danubio
A5) While tech makes it easier for everyone to see your endorsements, when abused it dimisses value for all. Why you need network. #tchatTim McDonald
A5. Some great pros I work with in prof assoc once a year, tech makes it easier for us to keep in touch and get to know their skills #tchatGuy Davis
A5. Tech can def help you find more qualified people quicker than by searching via word-of-mouth. Recmd/endorsements can back up cred #tchatKimPope
A5 – alas I fear too many online endorsements lack credibility – and it’s getting worse #TChatSylvia Dahlby
A5 A lot of the #SM stuff is turning into noise #TchatDave Ryan, SPHR
A5 Tech or no tech, any endorsement, recommendation, a shout-out, should be authentic! #TChatClaire Crossley
A5 when tech is foisted upon a process that is broken – without reengineering te process – the result is automated inefficiency #tchatSteve Levy
A5 makes it easier, which isn’t necessarily good. Can mean less thought goes into the endorsements/rec. Can get lazy!! #tchatAidan Daly
A5: It definitely makes it much easier to do so!! #Tchatrecruiterbox
A5 It makes you wonder what happens to those who haven’t adopted the tech to be endorsed/recommended #TchatGoldbeck Recruiting
A5: Tech has made endorsing / recommending easier but that doesn’t mean we should lower the bar! #linkedin #endorsements #tchatStacy Donovan Zapar
A5 #tchat it is destroying it, has no proper validation/risk assessment guidelines attached, needs curtailment, else true professionals diediane mcwade
A5: Tech is changing endorsements / recommendations to make them dumber (uh, easier) to do. #tchatDawn Rasmussen
A5: A well thought-out composed recommendation vs. a “click” and yes we are moving on to the next person. Hmmm… #tchatDawn Rasmussen
A5 Tech makes it easier to find people but that’s where the real work begins – then u have to get to know them #TChatHolly Chessman
00Megan Burketthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMegan Burkett2013-01-23 20:12:222020-05-25 16:14:41The Social Side of Professional Endorsements: #TChat Recap
The deepest principle in human nature is the craving to be appreciated. -William James
As children, when we master a new skill or complete a task well, others often offer us a hug or a thumbs up. Sometimes, we even receive stickers or an allowance as a reward for completing chores throughout the week.
Rewards and recognition are ingrained in our culture – and are central to our personal and professional lives. Whenever someone acknowledges our efforts or commends us for a job well done, that moment creates a connection, and establishes an understanding that positive reinforcement will be available again in the future.
Workplace “job well done” salutes are often associated with financial rewards. But is that what matters most? How can recognition make a real difference in today’s world of work?
That was our #TChatfocus this week – as the TalentCulture communitycame together to share issues, ideas and best practices for improving business performance by showing employees and leaders that their contributions count.
Not Just a Pat on the Back
Although money and other tangible “spiffs” are considered appropriate recognition tools, the #TChat crowd expressed strong sentiment about the value of simple, sincere interaction, and a culture that encourages recognition when it is deserved.
Feedback is necessary for individual assessment, coaching and development. Acknowledgement keeps employees on a path for engagement and productivity. Positive feedback fuels individuals and teams to continue delivering outstanding results. And in the aggregate, it keeps organizations focused on key success factors, and drives business momentum. But there is no silver bullet – no simple “checklist” formula or one-size-fits-all solution.
So, what else emerged from this week’s focus on recognition? Check it out!
NOTE: To see specific highlights from yesterday’s “Employee Recognition” #TChatsession on Twitter, see the Storify slideshow at the end of this post.
TUE 1/15 #TChat Radio Show: Two fascinating experts joined our hosts to discuss what it takes to make employee recognition work:
Rob Catalano – head of marketing at Achievers, a company that creates social software that supports employee recognition.
Ted Coine – leadership author, speaker, consultant, and one of the most influential business commentators on Twitter. His collaborative blog, Switch and Shift, explores better ways to do business. For example, this week’s #TChat topic was examined in a popular post by Roy Saunderson:“Engaging Employees with Recognition.”
WED 1/16 #TChat on Twitter: Ted and Rob joined us again – this time on the Twitter stream – as workplace strategist, Dr. Marla Gottschalk, led participants through an open conversation about the importance of avoiding “one-size-fits-all” approaches to recognition, and how to make it work in any organizational setting.
Here’s a taste of the interaction from last night’s #TChat interaction… (For full highlights, watch the Storify slideshow at the end of this post.)
Is recognition a driver or an outgrowth of engagement?
Both – it’s cyclical. An engaged employee is bound to deserve recognition, and recognition keeps them engaged. @BrightJobs
Need to hire the right people with the right mindset, so engaging people and engaging culture facilitate recognition. @ThinDifference
When should recognition be different from praise?
In some cultures praise is enough, but others want $ or a new title; you have to know what works globally @melissa_lamson1
Recognition is a form of feedback – constructive criticism is other side of coin. Both are important. @RobCatalano
How can an organization be believable?
The best way to be “believable” is to truly believe in people. People know. @ReCenterMoment
Employee recognition must be action, not words. Then it’s believable. @samfiorella
Recognition should be a daily thing that leaders do to guide their people on a journey to reach worthwhile goals! @bcoelho2000
Want to recognize employees authentically? Learn their kids & spouses’ names. @tedcoine
Does technology facilitate or hinder workforce recognition?
Tech helps facilitate immediacy of recognition when proximity isnt there. @brentskinner
Performance & productivity are key issues. Speed, revenue, innovation need to be ignited; social business can bridge gaps. @thehealthmaven
Tech is an enabler. Still need recognition strategy. Tech won’t help if you don’t establish whats important. @RobCatalano
How can organizations recognize their leaders?
Leaders praise and recognize team when getting praise and recognition. Respect 101. @YouTernMark
Work your hardest for them to make them proud. Ease up their workload and show THEIR boss how well they’re leading you. @AshLaurenPerez
# # #
Closing Notes & Highlights Slideshow
SPECIAL THANKS: Another nod of appreciation to Ted Coine and Rob Catalano for sharing your depth and perspective on this week’s topic. Also thanks to Dr. Marla Gottschalk, for your leadership as chat moderator. Our community salutes you!
NOTE TO BLOGGERS: Did this week’s events inspire you to write about employee recognition or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: Next week, the topic of recognition moves to another level, as we examine The Power of Endorsement. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 22, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 23, at 7pm ET. Look for a full preview on Monday, January 21 via @TalentCulture and #TChat.
Til then – we hope you’ll find opportunities to recognize others in your world. Let us know how it goes!
Predictions are like horoscopes — a fun way to pass the time, and a fabulous way to capture the imagination. Take the impending “Mayan” apocalypse for example. Most consider it rubbish. Yet, thanks to human fascination with folklore and the future, along with social media’s continuous need to “feed the beast,” the influence of the Mayan calendar is reaching across centuries to tweak us under the collective chin with provocative ideas about the end of the world.
Now THAT’S a remarkable demonstration of culture and the power of predictions!
But wait just a minute. Isn’t there a larger lesson to learn here? I don’t think it’s really about the predictions, themselves. Instead, it’s about how skewed “reality” can become as it passes through time, and through many perceptual filters. The Mayans created highly sophisticated technology — an intricate calendar. However, they didn’t use it to predict that the”end of the world” would arrive this month. That conclusion is actually the result of muddy interpretations by many other folks along the way.
2012 — Looking Back to the Future
Now, with that in mind, let’s turn to this week’s “Back to the Future” #TChat, where we jumped into our Twitter-powered DeLorean, and looked into the rear-view mirror, as well as ahead at the future of the workplace…
As the Storify highlights slideshow at the end of this post confirms, members of the @TalentCulture community are wise – not only because they’re dialed-in to key issues and trends that influence the world of work. But what I find even more rewarding about #TChat is the spirit of collective discovery that accompanies our interactions.
None of us has all the answers. None of us sees the world through the same eyes. But together, we can shine a brighter light on what lies ahead. There is strength in numbers as we move forward on this professional journey – regardless of the outcome. And that’s worth celebrating as we welcome 2013 in this era of technology-enabled communications.
NOTE: To see specific highlights from yesterday’s “Back to the Future” #TChat session, watch the Storify slideshow at the end of this post.
#TChat Week-in-Review
A heartfelt thanks to collaborative learning visionary, author and activist, Angela Maiers (@AngelaMaiers), who generously led us through a week filled with insights about the past, present and future of talent. Angela’s commitment to constructive change, and optimism for the road ahead is infectious. It was impossible to participate in any of this week’s events and not be inspired to take action in the 2013. Her rallying cry…”Amplify!”
TUE 12/18 #TChat Radio program: Angela joined hosts Meghan M. Biro and Kevin W. Grossman on BlogTalkRadio, to discuss key workplace trends – including why and how it’s essential to foster stronger ties between education and business, going forward.
WED 12/19 #TChat on Twitter: The entire community gathered around the Twitter stream, as Angela, Meghan and Kevin challenged participants to explore how trends in leadership practices, social media, technology, the economy, and politics are influencing workplace culture and talent strategies — past, present and future.
As always, the #TChat hashtag lit-up like a Christmas tree, with hundreds of opinions that exposed both the best and worst of 2012. But the party really started as we turned our sights to what’s on the horizon. No lack of ideas about the need for improvement or how we can get “there” from here!
To see full highlights from yesterday’s #TChat session, watch the Storify slideshow at the end of this post.
The Road Ahead
As another year draws to a close, the TalentCulture community seems more vibrant and vocal than ever. In my humble opinion, that bodes well for the “post apocalyptic” workplace. Because, no matter what we face ahead in the world of work, we have one another. We may not arrive at our intended destination as soon as we would like, or in the manner we expect. But as long as our community stands, we will not travel alone.
If TalentCulture has anything to say about it – the future is COMMUNITY. Thanks for your contributions – past, present and future. As this week’s fearless #TChat leader, Angela Maiers, likes to say, “Together we are smarter.”
# # #
Closing Notes & Highlights Slideshow
NOTE TO BLOGGERS: If this #TChat session inspired you to write about trends in talent strategy, leadership or other workplace issues, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: #TChat events are on hold for the next 2 weeks – so enjoy your holidays! But first, grab your shiny new 2013 calendar and save the dates — January 8 & 9, when we’ll take a fresh look at “A New Year of Career Management.” Join us as career strategists discuss the job market, professional branding, and other factors that influence employment – first on #TChat Radio, Tuesday, Jan 8th at 7:30pm ET. And then on #TChat Twitter Wednesday, Jan 9, at 7pm ET. Look for a full preview on Monday, January 7 via @TalentCulture and #TChat.
See you in 2013!
#TChat INSIGHTS: Gazing Back and Driving the Future of Work
Storified by TalentCulture World of Work · Wed, Dec 19 2012 17:47:24
” How u as a #leader treat others, tells your followers what kind of leader u really r. ” R Helwig #hr #quote #tchat http://pic.twitter.com/294tt123Russell Helwig
@kathyherndon I still need u 2 DM me your address if u want the #TChat goods http://twitpic.com/bn6sykDave Ryan, SPHR
Q1: What were the top HR and leadership trends of 2012 and why? #TChatAngela Maiers
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1: #HRTech and saas acquisitions were hot this year and the investment community committed large chunks of capital to the industry. #TchatALEX BOTTOM
A1. #HR trend we’ve seen everywhere in 2012: Employee Engagement #TChat3D Group
A1.Hiring & investing in training or hiring those that have exactly the metric requirements A1b. Cost of train new or incent to keep #TChatGordon Dahlby
A1: Big talk on branding in 2012. Sadly, it was more about quantity than quality, more on the medium than the message. #TchatJohn R. Bell
A1 had my worst ever customer service experiences from big companies I depend on – cust service folks expressed a lot of frustration #tchatSusan Mazza
A1 The discussion of “talent gaps” was certainly a focus. #TchatMarla Gottschalk PhD
A1 Reducing subjectivity in hiring – hiring for the individual. At least it’s a hope #tchatCream.hr
A1. We’re realizing that the power of attention is one of our greatest resources #tchatMichael Clark
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1 Using social as channel to turn ‘HR processes’ into ‘business processes’. Perf mgmt & talent acq for eg #tchatJustin Angsuwat
A1: I believe a great discussion of purpose happened in 2012 in both leadership and strategy. #TChatJon M
A1: the cover story in @TheAtlantic from @SlaughterAM raised the conversation on women at work #TChat #HRAndrew Henck
A1:Diversity in the workplace and more attention to change driven by emotion at the fringe is key #TCHATdiane mcwade
A1: Engagement is LOW and leaders now realize people will indeed leave #tchatAlli Polin
#Tchat A1 Mobile for recruiting hit a high stride in 2012 which is predicted to set an even faster pace in 2013.Cyndy Trivella
A1. Despite what we all know to be right, we continue to focus time-attention-energy-$$$ into high-stakes testing. #tchatMichael Clark
A1: HR had to step out of its comfort zone and really become more strategic in its job to compete & deal with the current market #TChatBarb Buckner
A1: Being social vs. doing social became a theme, also engagement and defining the term #tchatJen Olney
A1 More corporate clients are showing an interest in social media for the first time although still slow to fully embrace #tchatSusan Mazza
A1: More women in senior mgt., more women in workforce, reduction in gender pay gap (from bottom up) #tchatRichard S Pearson
A1: Clouds were in the office and not only the sky :) Many emerging new ways to collaborate #tchatLaTonya Wilkins
A1: 2012 had more focus on growing leadership skills to retain talent #tchatAlli Polin
A1: Recruiting got more “creative” – video interviewing and networking took center stage over the old “tried and true” methods #TChatBarb Buckner
A1. More and more we’re connecting the dots between K-20 education and the world of work. #tchatMichael Clark
A1: Unfortunately buzzwords are still all of the rage. #tchatRob McGahen
A1 The ‘value’ of HR. Outsourcing results mixed at best. Biz demands $ value & this was a huge focus in 2012 #tchatJustin Angsuwat
A1: More strategy for “employee engagement” Huge growth in that buzz term too #TChatMegan Rene Burkett
A1. More sharing. More community. #TChatMark Babbitt
A1: True talent community platforms emergin’ – call ’em engagement platforms. Right @mattcharney? ;) #tchatKevin W. Grossman
A1. We discussed the importance of implementing the “Employer Brand” and attraction and retention. #tchatSusan Avello
A1: more attention to training cross-functional team leaders. #TChatJohn G Lynch
A1: Top leadership trend is flattening the corporate structure. Agile companies need teams, not ladders. #tchatBright.com
A1 In my coaching/training practice, I see more and more managers absolutely overwhelmed by emails/meetings/expectations. #tchatKent Osborne
A1. Great leadership and a lack of great leadership were on full display in 2012. #tchatMichael Clark
A1 The rise of the “social” resume 2012 ~ still to really catch on maybe 2013 trend? #tchatCASUDI
A1: Continuing the trend of collaborative intelligence. We are doing it now and will take it to new levels next year. #TChatTom Bolt
a1. Social, collaboration, leadership at all levels.. #TchatKandy Woodfield
Multi-generational needs is a takeaway from A1 too. #tchatMySageAdvice(TM)
A1: 2012 – The year of collaboration #tchatJen Olney
A1) #Leadership became more visible, or at least talked about! #TChatTim McDonald
A1: I see that HR folks are asking the big, important questions about work/life balance, restoring connection & humanity #TChatNancy Barry-Jansson
A1. I think leadership came into center stage. #tchatTerri Klass
A1: Employee use of social media gave a new sense of “empowerment” to their jobs – and put employers on notice to their influence #TChatBarb Buckner
A1: I think we saw the rise of similarities rather than differences from working moms to Millennials to everyone else #TChatAndrew Henck
A1: A lot of marketers working independently like myself. Roles are not as defined, so everyone must assume #leadership. #TChatBrian Ferber
A1: Top HR Trend this year is Big Data. This will continue into 2013. #tchatBright.com
A1. Going more digital. Progress and efficiency. “@MeghanMBiro: BOOM! >> @AngelaMaiers: Q1 top HR and leadership trends of 2012 why? #tchatGarret Meikle
This>> @AlliPolin: A1: More #SoMe to connect w/in the org & outside too #tchatMeghan M. Biro
A1. #HRTech seems to be improving, in part by simplifying. And of course, huge impact with #social Media on HR communication.#TChatBob Lehto
A1 The realization that employee engagement is no longer a “fad”. #TchatMarla Gottschalk PhD
@dianemcwade Hello Diane, welcome to #TChat. Simply answer the questions starting with A1 >your answer< #TChat (don't forget the hashtag)Enzo Guardino
A1: Moving to more social platforms for performance management #tchatAlli Polin
A1: More corner office folks are engaging in social media. #tchatRob McGahen
A1: Even candidates – from all age groups – seemed to embrace Social Media…see more now on LI and Twitter than before. #TChatBarb Buckner
A1: Not sure that we are all talking about the same thing with regard to Talent Communities. #TChatTom Bolt
A1: w/ election behind us, we will see large productivity gains (back to work everyone) and hiring increases as econ stabilizes #tchatRichard S Pearson
A1. Explosion of Social Media and #Twitter (hello hashtags) accelerates and expands people power. #tchatMichael Clark
A1: We realized we needed more competence in critical thinking and learning agility #tchatLaTonya Wilkins
A1 More transparency with HR and company mission @MRGottschalk @AngelaMaiers #tchatJohn Kosic
A1 M&A huge for HR in 2012. In one quarter $455B globally. Strategic HR critical for mergers & divestitures #tchatJustin Angsuwat
A1: More #SoMe to connect w/in the org & outside too #tchatAlli Polin
A1: Analytics is huge. To sit at the big table, you need to be able to interpret data and proactively offer direction. #tchatSalary School
A1: Multi-generation leadership and talent was a big trend in 2012 #tchatJen Olney
A1: The modern leader + organization must be adaptable + agile with such uncertainty in workforce and markets #TChatAndrew Henck
A1. Two unfinished stories: One about people, one about profit. #TChat #tchatMichael Clark
A1. HR incorporated social media full speed. #tchatTerri Klass
A1 I would add Talent Communities to the list – #TchatMarla Gottschalk PhD
A1: how about unconference model in leadership, is that getting traction? #tchatSam Patterson
A1: Using Social Media (web and mobile apps) seemed to find more acceptance with companies that last year – trend? not sure yet #TChatBarb Buckner
A1 @AngelaMaiers CEo’s and management concerned about keeping top talent. But talent is pooped and stats show higher disengagement. #TChatJudy Martin
A1 Leadership was discussed & dissected like never before in 2012 =trend #tchatCASUDI
A1: Still trying to separate the actual trends from the trendy buzz words. Is anything real? #TChatTom Bolt
@CyndyTrivella A1: Top trend in HR and Leadership? I hope it is #youmatter #tchatSam Patterson
A1: Accessibility and adaptability. Don’t make fun of my buzz words. #tchatKevin W. Grossman
A1 The conversation around employee engagement had a lot of press time, as did wellness. #tchatCyndy Trivella
A1. We focused on leadership in all generations. #tchatTerri Klass
A1: Social citizenry spreads… more teams engaged, more communities interacting, more lessons learned. #TChatJon M
A1: The top HR trends in 2012 were the rise of automation and personalization. Leadership? Getting the most out of both. #TChatTalent Generation
A1: Allegedly using social media to recruit more and more, although I’ve seen little evidence of this. #tchatRob McGahen
A1 In Euro Gov. we had more tech / web apps > going paperless < making HR more efficient but “remote” #TChatEnzo Guardino
Q2: How did the challenging economy and contentious presidential election affect world of work in 2012? #TChatAngela Maiers
A2: #Tchat We made strides to find, recruit & hire new talent in all areas of the company sales, developers, marketing & social despite thatALEX BOTTOM
A2: Election in USA #TChat has not affected the world, economy will be driven by small to medium folks who encourage #innovation all levelsdiane mcwade
A2 #HumanCapital Zeitgeist has come to fruition as I predicted in this Forbes feature back in March. http://onforb.es/xeTnjJ #TchatJudy Martin
A2 Big focus on culture. Bank culture under big scrutiny in UK after trading scandals. Will this spread? #tchatJustin Angsuwat
A2: tax/healthcare uncertainties have pushed majority into contingent/freelance positions – a trend which will continue #tchatRichard S Pearson
A2: So far, it continues to shrink labor pools where production depends on seasonal labor. #tchatRoger Veliquette
A2. Chaos in policy makers creates chaos in the worlds of business and education. #tchatMichael Clark
A2: Telecommuting was iden as 1 factor reduc’g demand for gasoline, per the #DOE this week. #tchatbillallemon
A3 With the problems in A2 Leadership failed to explain, empathise and, above all, maintain Team Spirit #TChatEnzo Guardino
A2 struggling economy means more pressure on the HR community to discover and foster human capital and find the right fits #tchatCream.hr
What is a FT job anyway? “@TerriKlass: A2. More contract jobs and fewer permanent positions. #tchat”LaTonya Wilkins
A2 I saw signs that many global businesses are expecting a major slowdown in 2013. #tchatKent Osborne
A2: Small businesses have struggled to stay in business…and @susanavello was right, Obamacare is now a huge issue for them #TChatBarb Buckner
A2. I believe overcoming our challenges and seizing our opportunities is going to be done by you and me. #tchatMichael Clark
A2: Economy is a scapegoat for inaction. Election confirmed the masses are asses… #SoMe proved their sound-bite mentality #TChatTom Bolt
A2: Because politicians aren’t economists, they’re crazy polarizing rhetoric scared the hell out of the world of work. Even further. #tchatKevin W. Grossman
A2: It kept software companies from updating payroll modules. #tchatRoger Veliquette
A2: Folks were concerned about how Obamacare and changes in Taxes would affect their organizations for 2013 #tchatSusan Avello
A2: Divided, however, it appears that self reliance is making a comeback in 2013. #tchatJen Olney
A2: there was a great deal of wasted productivity with election uncertainty. We learned less might be more, what is really important! #tchatRichard S Pearson
A2: More than ever, the need for ROI is paralyzing marketers. Models must #evolve. Working on that #2013 #TChatBrian Ferber
A2) fear of change and dogmatic thinking instead of common sense. When we forget how to compromise we cease evolving. #tchatJim Ducharme
A2: The economy led to many AMAZING HR leaders I know that are now underemployed post RIF #tchatAlli Polin
A2: The job market has become tougher for those with experience as companies get more picky & want to pay less. #TChatBarb Buckner
A2 These are big biz issues. HR must be biz leaders not just HR. This is a test & C-suite is watching closely #tchatJustin Angsuwat
A2 Everyone really watching that employment data. Made a lot of peeps nervous. Settling for jobs even in discomfort. might change. #TchatJudy Martin
A2: more contentious labor negotiations, stress about paying for employees’ well deserved benefits. #TChatJohn G Lynch
A2 some won’t like this but Obama’s healthcare plan will practically force some businesses to stay below the threshold #tchatSteve Levy
A2. More contract jobs and fewer permanent positions. #tchatTerri Klass
A2 Some companies R working harder to provide remote-working oppyts, but as a country still “not there” yet. #TchatCyndy Trivella
A2: The economy also changed the “values” employees placed on their jobs and turned more of a focus back to family as well. #TChatBarb Buckner
A2: Organizations had to work in new ways with even fewer resources + a smaller workforce #TChatAndrew Henck
A2: A lot of businesses were holding their breaths this year…it’s time to exhale and inhale again! #TChatNancy Barry-Jansson
A2: Econ has made war for talent worse – cos downsized & now need top talent to do what 2 ppl did before. Top talent has upper hand. #tchatBright.com
A2: 2012 increases were small and fiscal cliff is the new buzz word #tchatAlli Polin
A2: Both brought uncertainty, but I believe uncertainty is just a fact of life, more than ever. #TChatJon M
A2: I’ve been unemployed, underemployed and now unemployed this year. Someone will get a hell of an employee if I just get a shot. #tchatRob McGahen
A2: Can we say “HUGE DISTRACTION?” #TChatVeronica Ludwig
A2 Generally speaking, people now know that Political, Economic, Social, Technological – the PEST effects – loom larger than ever #tchatSteve Levy
A2: People are beginning to see that the only one who really cares is you… we will see a greater amount of entrepreneurs. #tchatAllison Karl O’Kelly
A2: More and more people either had to return to the workforce, take on 2nd jobs or try their hand at consulting…real rise in that #TChatBarb Buckner
A2: Smaller biz seemed to have had a wait & see attitude w/election impact but not letting it stop growth #tchatAlli Polin
A2: People are realizing they always work for themselves, even if employed at the moment #tchatCareer Action
A2 underemployment, lack of employment, future GDP #tchatSteve Levy
A2 In a sense, the economy forced companies to re-examine their employment positions & many jobs were permanently eliminated. #TchatCyndy Trivella
A2 Fear set in, as well as more selfish behavior in people. Less patience and tolerance of others. we need to reverse this in 2013 #tchatAl Smith
A2: I think the presidential election was a convenient scapegoat for corporations to limit hiring. #tchatRob McGahen
A2: We learned how NOT to lead, how not to communicate… and how NOT to collaborate. #TChatMark Babbitt
A2 Euro austerity measures hit hard. Too many “debatable” cuts too fast, caused huge labour imbalance & gloom #TChatEnzo Guardino
Q3: How did business and leadership affect world of work trends of 2012? #TChatAngela Maiers
A3 technology has created a faster disruptive evolution to scale, change@SusanMazza #tchatJohn Kosic
A3: #Tchat There was a net gain of CEOs that tuned into social business but some major accounts of CEOs went dark.ALEX BOTTOM
A3: Transparency is now more than just a buzz word..it’s a Consumer Demand. Collaboration is becoming more important than competition #TChatMs. Genevieve
A3. Its great to see leaders getting better at being open about their strengths and weaknesses as well. @TerriKlass #TChat #Leadership3D Group
A3 Whether enforced thru regulation, or demanded by e’ees it comes to one word – trust #tchatJustin Angsuwat
A3: Tough years have a way of (re)teaching humility and willingness to listen and work together. #tchatRoger Veliquette
A3: I got a feeling that certain companies were and are frozen with fear due to SM. They need to get over that going forward. #tchatRob McGahen
A3 Being truthful in the beginning is powerful and respectable in 2012 #TchatJohn Kosic
A3: Companies got away with less BS in 2012 due to SM. Look for that to continue in 2013 and beyond. #tchatRob McGahen
A3. Leaders realized they had to be more authentic to be influential. #tchatTerri Klass
A3 With my clients, HR seemed reluctant to commit to any broad change/learning programs. #tchatKent Osborne
A3: @marissamayer @yahoo made people think that they could have kids and still be a corporate CEO #tchatAllison Karl O’Kelly
A3 responsibility of company 24/7 , inaction damaging to reputation within& outside @AngelaMaiers #tchatJohn Kosic
A3. The more we connect, communicate, collaborate IRL and SoMe, the more we will collectively determine work, education, life. #tchatMichael Clark
A3. For a moment the significant wage gap betwn employees & C-level in some org was magnified & written about. Now seemingly fading. #TChatGordon Dahlby
A3: What *passed* as #leadership in previous decades no longer cuts it ~ time for change is upon us, 2012 cleared the space #TChatNancy Barry-Jansson
A3: #Tchat not a lot, until leadership understands that profit is not the only driver these days of new trends and hierarchy is historydiane mcwade
A3 It seems like downward pressure on wages continues – does anyone know the facts about that? #tchat?Susan Mazza
A3. As leadership became more comfortable with social media, companies launched greater SM campaigns- ex: youtube #tchatTerri Klass
A3: the majority of the workforce is now freelance or self-employed. Jobs, other than entry level, are specialist positions #tchatRichard S Pearson
A3 One “bad” trend I’ve noticed from HR is paralysis by analysis. Take too much time to hire and over-think candidates. #TchatCyndy Trivella
Now there’s an enduring truth from@AlliPolin: A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatKent Osborne
Totally agree with you @VeronicaLudwig: A3: …hiring less exp leaders for less pay. Which has negative consequences for the biz. #tchatAlli Polin
A3. Is the world of work about $$$, people, planet…?!? #tchatMichael Clark
A3: Bad hiring decisions have been made by hiring less experienced leaders for less pay. Which has negative consequences for the biz. #TchatVeronica Ludwig
A3: Leaders were scared; Layoffs happened; People fed up with big business; We will see workers demand independence and flex #tchat #tchatAllison Karl O’Kelly
A3. There’s an incredible tension of the polar opposites in the world of work. #tchatMichael Clark
A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatAlli Polin
A3. Due to gaps in leadership pipeline, younger generations had to be moved into leadership roles quickly. #tchatTerri Klass
A3: Social media is helping keep brands and leaders honest #tchatLaTonya Wilkins
A3. The best organizations truly get the 21st century world of work, many others (majority) don’t get it at all. #tchatMichael Clark
A3 can leaders be TRULY responsible or is all about the money & bonuses & cars etc etc? Cynic? #tchatInsight72
A3: Leadership encouraged employee engagement through technology, training, communication. #tchatBright.com
A3 It’s seems the magnifying glass came out & put leadership under scrutiny during 2012. #tchatCASUDI
A3: Multigenerational workplaces became more of a reality for most orgs + have changed the landscape for the future of work #TChatAndrew Henck
A3 Definitely a larger reliance on social media and it’s crowdsourcing abilities #tchatCream.hr
A3. Leadership encouraged social responsibility which forced organizations to be more responsible in their decisions. #tchatTerri Klass
A3 Leadership got a wake-up call. Employees are showing lower tolerance level for deception. #TchatCyndy Trivella
A3: Saw too many companies “reacting” before full info was realized…killing employee morale #TChatBarb Buckner
A3: I noticed a lot of whining from ‘leaders’ this year. #tchatRob McGahen
Q4: How did technology and social media affect world of work trends of 2012? #TChatAngela Maiers
A4: A woman on my team asked me not to follow her on Twitter (I wasn’t) She said she uses a lot of @#4$ Why did she tell me? #tchatAlli Polin
A4: Technology and Social Media have allowed quicker decision-making, increased productivity and less formalities. #tchatDaisy Wright
A4 Social lets HR processes be more like biz processes to solve biz issues. But still very immature #tchatJustin Angsuwat
A4: The endless potential of social learning. So much more engaging than PowerPoint #tchatLaTonya Wilkins
A4 Creation of GeoThinkers thru SoMe world @CyndyTrivella #tchat Invaluable source #hashtag in 2012John Kosic
A4 More consolidation as we saw in ’12. Social techs bought by SuccessFactors, SAP and Oracle #tchatJustin Angsuwat
A4 No man will make a great leader who wants to do it all himself, or to get all the credit for doing it. -Carnegie #tchatCream.hr
A4 Social media gave me whole new PLN, exchanging ideas and learning from others I’d never have met otherwise, potent stuff. #TchatKandy Woodfield
A4 So-med has forced a measure of accountability on leaders. Employees are publicly calling them out. #tchatAlicia Arenas
A4: Still see HR confused on action when employees post about current leadership on Facebook #tchatAlli Polin
A4: #Tchat In 2012 Social Media transitioned and went from a Consumer to Consumer and became Consumer to Business & B2B #CMGRALEX BOTTOM
A4: #TChat More knowledge as a commodity perhaps, #Socialmedia still in infancy, 80% of folks are watchers not adoptersdiane mcwade
A4: Employees were more engaged with the outside world while they worked. #tchatRob McGahen
A4: Companies are starting to look an annual/bi-annual surveys as OLD data. Pulse/Real time survey are the future @Wayin #TChatJack C. Patterson
A4 Social media has made it easier for remote teams to connect. Google+ hangouts, Skype, hashtags, etc. #tchatAlicia Arenas
A4 Social media impacted me, but most clients (execs) tell me they have no time 4 twitter etc in context of 150 emails daily. #TChatKent Osborne
A4) personally, I’ve been able to resolve things quicker w/ability to connect w/those with the answers #tchatRich Grant
A4: Downside in HR – social media especially has led to more regulation and additions to the policy for employees. #TChatBarb Buckner
A4: The man behind the curtain can no longer hide…SM makes you transparent and border-less #tchatJen Olney
A4. Awareness voices from below and at the edge can matter #tchatChris Jones
A4 Social Media amplified the conversations and shared the influence. Share of voice flattened. #TchatStephen Abbott
A4 Previously, relationship building came with a cord. #TChatMark Babbitt
A4 Technology has helped to connect employees from different countries and opened up more diverse thinking. #TchatCyndy Trivella
A4: New ways of sourcing for talent. Keeping track of current employees. Stalking. Online stalking was huge this year… #TchatVeronica Ludwig
A4) The reach of connections is greater and faster than before. Leadership needs to show same trust as with phone and email. #TChatTim McDonald
A4 E’ees want social from lives at work. Social is immature for workforce vs customers. More growth in ’13 #tchatJustin Angsuwat
A4. My access to Talent thought leaders exponentially expanded in 2012 (all you beautiful people). Thank you #Twitter and thank you #TChatBob Lehto
A4 Remote teams a big plus & contribution #tchatCASUDI
A4: For business, they became more aware of their branding & reputation with comments/postings/reviews now everywhere #TChatBarb Buckner
A4. The only thing slowing down the Social Revolution is fear. The evidence is in! #tchatMichael Clark
A4: Alert and engaged employees became more frustrated with their fuddy duddy employers. #tchatRob McGahen
A4 Not as much as I would have hoped ~ some best tech tools slow to adoption (like ugly puppy) #tchatCASUDI
A4 I am sure the recruiters in this group have a lot to say about this! #TchatMarla Gottschalk PhD
A4: Technology & social media democratized the workplace through empowerment and accountability. And making both transparent. #TChatTalent Generation
A4: mentioned before but I think SM helps keep people/org’s honest. Tech is demanding more specialists to fill jobs #tchatRichard S Pearson
A4 Technology and #sm have made work move faster with less effort & from just abt anywhere needed. #TchatCyndy Trivella
A4) more social media training company realizes 40,000 employees tweeting/facebooking can be a positive thing for marketing #tchatDavid Copeland
A4. Social media totally changed the way we do business today. We have greater resources and reach. #tchatTerri Klass
A4 I remember when a desk calculator…something always disrupts and changes the way people live and work #tchatSteve Levy
A4: In HR – more options opened up for applying, screening & researching candidates and companies. No hiding info anymore! #TChatBarb Buckner
A4: Years ago I was on IM having convos. Closed window & gone. Now it’s captured in #SoMe & more people can get involved #tchatAlli Polin
A4: The concepts of SM driven “accessibility” affects work, especially gen perspectives on culture + authority #TChatAndrew Henck
A4 A+ affect via new tech & good streamlining. SM intro slow but growing. A++ learning programs promoted growth @diplosor #TChatEnzo Guardino
Last but not least- Q5: Look into your own crystal ball: What’s coming in 2013 for the world of work and why? #TChatAngela Maiers
A5. Let’s unite business leaders with student leaders around a shared purpose in 2013. #tchatMichael Clark
A5 2013 breaking down title barriers to simplicity, with return on connecting #tchatJohn Kosic
A5: #SoMe brings virtual teams together & makes the world smaller. 2013 should be the year to fully harness for collaboration #tchatAlli Polin
A5) More focus on employees as partners.Imagine disgruntled reach thanks to SM #tchatDavid Copeland
Moral purpose, really @ReCenterMoment A5. If enough of us focus on a shared purpose we can do anything. #tchatTania Sterling
a5 Collaboration will rise in 2013 because we are learning the value of sharing audiences/communities #tchatNick Kellet
A5. If enough of us focus on a shared purpose we can do anything. #tchatMichael Clark
A5. Business will openly discuss if & how badges will merge w/ formal college programs & ID value placed on liberal arts in post-sec #TChatGordon Dahlby
A5: If we continue to engage, using all tools at our disposal, we can affect meaningful change in relationships. #tchatRoger Veliquette
A5: #Tchat variety will be the spice of life and the choice of many who are disengaged and have the courage to adopt new thinkingdiane mcwade
A5: I’ll be working with many of you to help make my goals come true in 2013! #tchatRob McGahen
A5. I will be collaborating with amazing people to change the world in 2013! #tchatMichael Clark
Amen! we def need more workforce dev! @ReCenterMoment re A5, Unite & integrate worlds of education & business #TChatSylvia Dahlby
A5: Seemed to see more internship postings this year as a “trial” for both sides…would expect that to increase in 2013 #TChatBarb Buckner
A5. K-20 eduction needs business, business needs K-20 education. #tchatMichael Clark
A5, Unite and integrate the worlds of education and business. #tchatMichael Clark
A5) More employees demanding work from home opportunities #tchatDavid Copeland
A5. If you need optimism and hope about our future, visit a K-12 school. #tchatMichael Clark
A5: Companies focusing less on the “perks” and more on education to remotivate employees – and keep them from branching out #TChatBarb Buckner
A5: Contingent hiring has always been a leading edge of perm hiring coming back stronger… 2013? #tchatAlli Polin
A5. Students are going to drive unprecedented world transformation now and in the future. #tchatMichael Clark
A5: Employee engagement being the responsibility of empowered employees and not just leadership #tchatAlli Polin
A5) Organizations rethink if SM should be allowed at work. Give up on bans and embrace the power of the group #tchatDavid Copeland
A5: Hopefully more respect & understanding of all people and their capabilities. People don’t have an “expiration” or “use by” date #TChatTom Bolt
A5: Less focus on how to compete with the competition and more focus on “how we can stand out” to consumers/employees #TChatBarb Buckner
A5 For hiring: Less of a focus on experience/education and more on the applicants ability to learn quickly and problem solve #tchatCream.hr
A5: Challenge. Innovation from necessity. Reshaped industries. #tchatRoger Veliquette
A5 We’ll see more development/evolution in the nature of the social contract between employees and employers. #TchatMarla Gottschalk PhD
A5: A more social approach to evaluate leaders beyond the 360 #tchatLaTonya Wilkins
a5: 2013? Continued increase in the freelance economy #tchatAlli Polin
A5. People are seeing more, waking-up, engaging in making the world better. #tchatMichael Clark
A5. There will probably be more remote workers in 2013. Leaders must learn to connect these groups. #tchatTerri Klass
A5: I predict there will be a new ‘apocalypse’ after nothing happens on Friday. #tchatRob McGahen
A5 Less PowerPoint!! One can only hope … #tchatJustin Angsuwat
A5: contingent workforce, outsourcing, no need to have permanent job functions & the overhead: recruiter challenge: find when needed #tchatRichard S Pearson
A5: #Tchat 2013 tech companies will sift through tons of consumer apps & migrate talent & ideas to their enterprise cloud software platformsALEX BOTTOM
A5. The worlds of education and business will collaborate to transform one another. #tchatMichael Clark
A5: People transitioning to work where they can feel passion beyond a paycheck #tchatAlli Polin
A5 The rise of the “real” influnecer #tchatCASUDI
A5 2013? Some insourcing, more outsourcing, more social, more social-but-not-quite, more temporary employees, more startups… #tchatSteve Levy
A5. 2013 will bring collaboration with complementary businesses- working to help each other. #tchatTerri Klass
A5: Status quo will not be the norm. And playing nice with others, collaboration will be the key to the success in 2013 #tchatJen Olney
A5 We’ll see more innovation in the way we staff projects. #TchatMarla Gottschalk PhD
A5; my crystal ball says ‘CHANGE’ in huge glittery letters; I think it means we all have to change, not just expect it of others #tchatKrissy Venosdale
A5 Bad > Early retirements, less recruits & cash. Hope for > more e-learning, more efficient HR, more harmony with Trade Unions #TChatEnzo Guardino
A5. in 2013 we will see more and more social media policies springing up in organizations. #tchatTerri Klass
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-12-20 13:22:222020-05-25 16:05:19The Post Apocalyptic Workplace: #TChat Recap
Good vibrations. Could you feel them all around yesterday? It’s not just because the holidays are upon us, but because it was 12-12-12 – a day of harmonic convergence. Astrologers proclaimed peace across the universe. The Concert for Sandy Relief rocked Madison Square Garden. And the TalentCulture “world of work” community joined virtual hands around the Twitter stream to align the social responsibility stars.
Live from New York, #TChat moderator Meghan M. Biro, and community manager, Tim McDonald, steered the flow of conversation while sharing holiday cheer with the innovative folks at NYC’s Internet Media Labs. It was a great capstone in a week at TalentCulture that focused on corporate responsibility, social impact and the spirit of the holiday season.
TUE 12/11 Google+ Hangout video: Meghan Peters, Community Manager at Mashable, talked with Tim McDonald about simple ways that companies can make a difference.
#TChat Radio program: Meghan Peters and Brian Sirgutz, SVP of Social Impact at The Huffington Post, discussed issues and opportunities in social responsibility with hosts Meghan M. Biro and Kevin W. Grossman.
WED 12/12 #TChat: The Wednesday night chat crew took the Twitter stream by storm for a spirited discussion about organizational giving and the greater good.
Listen to the recorded show now…
So, what have we learned from all this interaction? Did we discover more about why and how business should give back to employees and the community at large? Were we inspired to do more in our organizations and communities?
As I mentioned during last night’s chat wrap, the energy was fun and inspiring, quirky and cynical. Just like a slice of society – all in one happy fruitcake. That’s #TChat! Here are a few takeaways to review and pass along. (Remember – sharing is caring!)
To see full highlights from yesterday’s #TChat session, watch the Storify slideshow at the end of this post.
On the meaning and value of corporate responsibility:
“I almost hate the term ‘social good.’ Just do good. Always. To everyone.” jocelynaucoin
“#Socialgood has become far too trendy + hip leaving it as an obligation for most orgs” MillennialTweet
“I want someone’s definition of #socialgood? A holiday party, Christmas cards, community giving?” megburkett
On commitment to giving:
“Giving at Christmas shows you have the holiday spirit. Giving year around shows you have a giving spirit.” Beverly_Davis
“If you feel like you *have* to give thanks during the holiday season, you’re doing it wrong.” brentskinner
“In many cases the need is greater outside the holiday season, when people aren’t thinking about it as much.” pamelamaeross
On demonstrating gratitude to employees:
“Here’s a thought: integrate gratitude into everything you do every day with everyone.” DawnRasmussen
“Are we making this too complicated? I received a box of Christmas cookies today… and I’ve been smiling all day.” YouTernMark
“Gratitude: Send a email to employee and cc in your +1 – thanking them for specific accomplishments” levyrecruits
“Recognize that 1 size does not fit all. Know ur folks- u’ll know how to express gratitude that does them justice.” MillennialTweet
On leading by example in the community:
“No one should wait for permission, or a title on a business card, to lead/inspire others to do to good.” YouTernMark
“Projecting an image is called marketing…doing is called being a professional…” levyrecruits
“Leaders fall short when they promote #socialgood activities but only on employees own time” AlliPolin
“Matching contributions to charitable organizations of ees choice is a way to encourage good and it is not forced.” TomBolt
“Gr8 examples of enterprise contribution yr rnd: gatesfoundation & many offshoots, initiatives by dell, ge & many others” justcoachit
Click to hear this week’s #TChat Radio interview
For me, the top takeaway this week came from The Huffington Post’s Brian Sirgutz. He asked a simple question that is essential to socially conscious individuals and organizations, alike:
“How do people ‘catch’ empathy?”
If we understand how to reach individuals in ways that move them to change themselves for the better, then we can plant a seed that will eventually change the world. And someday perhaps the old phrase, “I already gave at the office” will slip into oblivion – for good.
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NOTE: To see specific highlights from yesterday’s “work life balance” #TChat session, watch the Storify slideshow at the end of this post.
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Closing Notes & Highlights Slideshow
SPECIAL THANKS from TalentCulture to Meghan Peters, Community Manager at Mashable and Brian Sirgutz, SVP of Social Impact at The Huffington Post – guests of this week’s Google+ Hangout and BlogTalkRadio shows. Your depth of knowledge and community leadership is inspiring.
NOTE TO BLOGGERS: If this #TChat session inspired you to write about corporate responsibility and social good, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: Join us next week, as we look ahead to the New Year by looking “Back to the Future.” Specifically, we’ll look at last year’s predictions about human capital management, hr and learning technologies to determine how far we’ve come. And then we’ll peek at the road ahead! Tune in to #TChat Radio on Tuesday, Dec 18 at 7:30pm ET. Then join the #TChat Twitter discussion on Wednesday, Dec 19, 7-8pm ET to share your ideas and opinions. Look for a full preview early next week via @TalentCulture and #TChat. Thanks!
Storified by TalentCulture World of Work · Thu, Dec 13 2012 06:40:42
Who’s ready to kick off #TChat ? The one and only @MeghanMBiro at #TheLabNYC http://pic.twitter.com/qFPd9NKQTim McDonald
“@jocelynaucoin: And then the heavens parted for #TChat http://pic.twitter.com/msLepuYW” AHH I can hear the sounds effectsMegan Rene Burkett
Q1: Devil’s advocate: Does it even matter to stakeholders for an org to express the season’s sharing spirit? Why? #TChatMeghan M. Biro
+1 “@melissa_lamson1: A1 Of course stakeholders should. If we connect Social Responsibility & the Bottom Line they’ll care. #TChat”Claire Crossley
A1: Expressing the season’s sharing spirit is a great way to bring artificial barrier btw work and life down #tchatSusan Mazza
A1: Depends on how the organization shows their appreciation. If you send me a Holiday Card Fake Signature~Save your $$$ #TchatLisa Fields
@MeghanMBiro A1: it shows the human side of the organziation & how the employees are treated. When morale is low, so is production. #TChatOrnella Grosz, CFEd®
A1: #CompanyCulture #tchatprettypinkponies
A1. I believe leaders fall short by not showing up for events or taking time to humanize a bit with all employees #TCHATChris Fields, MLHR
A1: Also, is your company, or the organizations you support a good fit for yourself? #tchatprettypinkponies
A1. Leaders don’t project an image of doing #socialgood. They just do it. #TChatTalent Generation
A1: Paying attention to what leadership values helps us become informed consumers, stakeholders, investors, et cetera… #tchatprettypinkponies
keep the great answers coming & don’t forget to use A1, A2 etc. when responding to the questions! #TChatTalentCulture
MT @MarcyLField: When a core value, actions are fr heart of the org & occur thru out the yr making a diff. for all stakeholders. #tchat A1Susan Mazza
A1: As we move forward purpose=profit because orgs will have to contribute in new ways to drive engagement & sales. #tchatIrene Becker
A1: Stakeholders will care when the work directly benefits them. Good leadership connects and elevates the needs of followers. #TChatAndrew Henck
A1. Sharing is caring and caring is the secret sauce for transforming the bottom-line (and everything else.) #tchatMichael Clark
A1. it can give employees a nice break which can boost morale and spirits (and it doesn’t have be overly expensive to do so) #tchatAshley Lauren Perez
A1: Social good isn’t seasonal – it’s year round #tchatJen Olney
A1: If it’s a Small Business perhaps the group could determine a non-profit that could use some Holiday help. Bonus Team building #TchatLisa Fields
A1: Sharing a post I wrote, Goodness to Greatness Leadership 7 Steps from Me to We http://bit.ly/JjMQBH Hope u enjoy it #tchatIrene Becker
@meghanmbiro A1: It builds goodwill with both customers and employees. It should definitely matter to them. #TChatCream.hr
A1: Knowing which charities an organization invest in helps me diversify my own volunteer activites & contributions. #tchatprettypinkponies
A1: I’d rather be given a Kiva gift cert than pizza & a white elephant for 60 minutes #tchatAlli Polin
A1. Organization’s can use the holiday spirit as a catalyst for giving employees what they want the most: recognition for hard work. #tchatMichael Clark
#tchat A1: It matters b/c orgs must put their values into action to be credible and enduringMichael Leiter
When a core value, actions are from the heart of the org & occur throughout the year making a difference for all stakeholders. #tchat A1Marcy Field
A1: Spirit matters and we know the diff between fake sharing and sharing for real heartfelt reasons. #TChatJanis Stacy
A1) how you deal with charity all year speaks volumes about your corp culture. People are not naive #tchatJim Ducharme
A1: No, it doesn’t matter, unless there’s an open bar at the — ahem — “holiday” party. Now *that* is sharing. #TChatBrent Skinner
A1: Employees that are genuinely celebrated feel it every day & esp around the holidays & reflect the feeling to customers #tchatAlli Polin
Yes! “@talemetry: A1: The companies that get it right don’t wait until the holidays to share the spirit of giving and good will. #TChat”Claire Crossley
A1 The way we want to be appreciated is so Different. Does the organ or Leader Customize their Holiday Cheer #TchatLisa Fields
A1 – Too many biz ‘save up’ charity for this time of year. That fact alone nearly eliminates the sense of goodwill. #tchatJonathan Barrick
A1. Expressing a sharing spirit is an individual moment-to-moment choice (just like the rest of the year.) #tchatMichael Clark
A1: Holiday sharing makes good biz sense. It shouldn’t be all about profits, IMHO #tchatDaisy Wright
A1: Some orgs use giving to cover up naughty behavior during the year. You have to be consistent in your actions for it to count #tchatJen Olney
+1 “@melissa_lamson1: A1 Of course stakeholders should. If we connect Social Responsibility & the Bottom Line they’ll care. #TChat”Claire Crossley
A1: If an organization invests in causes I support, I’d probably be more loyal to the org. How about yourselves? #tchatprettypinkponies
A1: Expressing the season’s sharing spirit is a great way to bring artificial barrier btw work and life down #tchatSusan Mazza
A1: It should matter because happy, engaged employees greatly impact the bottom line and the stakeholders investment #tchatKathy Herndon, GPHR
Agree if we include 12 months 2 MT @RRojo619: A1: Should matter, if employees R content and feel appreciated theyre more productive. #TchatLisa Fields
A1: The companies that get it right don’t wait until the holidays to share the spirit of giving and good will. #TChatTalent Generation
A1: Well, no one really likes a grinch! #tchatEarly Careerists
A1: I think it most important for corps to culturally match with stakeholders, so depends on stakeholders. Yes in USA at least. #tchatJanis Stacy
A1 Of course stakeholders should. If we connect Social Responsibility & the Bottom Line they’ll care. #TChatMelissa Lamson
A1. Expressing a sharing spirit happens individually, in teams, departments, across organizations, with customers. #tchatMichael Clark
A1: It matters to me, baby. Merry Frickin’ Christmas. #TChatKevin W. Grossman
A1: Sharing and celebration is always good for the soul – it fuels the kind of passion that sources the extraordinary #tchatSusan Mazza
A1: What matters to customers/clients should matter to the stakeholders…and customers/clients value sharing ALL YEAR #TChatNancy Barry-Jansson
A1: Not so much in some of the orgs I’ve worked for. It was have a mug, some candy & get back to work #tchatAlli Polin
A1: Should matter, if employees are content and feel appreciated they’re more productive. #TChatRobert Rojo
A1. It should matter stakeholders help mold and shape org culture and cultural sensitivity and tolerance is part of the season #tchatChris Fields, MLHR
MT @gingerconsult: A1: The holidays are a chance to show an org is human but it shouldnt just happen during the holiday… #tchatJennifer King
A1. Expression of the season’s sharing spirit is an individual choice moment-to-moment (just like the rest of the
year.) #tchatMichael Clark
A1: Depends on how the organization shows their appreciation. If you send me a Holiday Card Fake Signature~Save your $$$ #TchatLisa Fields
A1 It would hope it matters; if I’m a stakeholder in an org, I hope I am because our ‘philosophies’ jive #TChatClaire Crossley
A1. random or planned events (holiday related or not) can just increase engagement throughout the organization as a whole #tchatAshley Lauren Perez
A1 meh…”We wish all Goodwill and a Happy Holidays” – then they mess with ya the next 11 months #tchat’Steve Levy
A1)Great leaders know the true value of sharing (all times of the year)..this means stakeholders. Yes it should certainly matter now. #tchatRed Zone Resources
A1) You can get to know a lot about a company’s culture during the holiday season #justsayin #TChatnancyrubin
A1 – It sure should, but not limited to just this time of year. Successful biz’s should give back to communities that helped them. #tchatJonathan Barrick
A1. Charity begins at home – in your community! #TChatDave Ryan, SPHR
A1: Many investors support organizations that support their own values. #tchatprettypinkponies
A1. We have internal and external stakeholders in organizations. #tchatMichael Clark
@TalentCulture A1. The only season that should matter to stakeholders are quarterly earnings calls. #TChatMatt Charney
A1: The holidays are a change to show an org is human but it shouldn’t just happen during the holiday – should be year round #tchatJen Olney
A1 It matters ~ showing you are REAL people caring about REAL things #tchatCASUDI
A1. Sharing during the holiday season harms on one, #Tchat 4 that matter it doesn’t hurt anything year round!Dave Ryan, SPHR
A1. Depends upon whom we consider to be stakeholders. #tchatMichael Clark
A1: Yes. It demonstrates to investors who you are and what you value. #Connection #tchatprettypinkponies
A1: I would hope the values of the “holiday season” would be found in an org culture year round. #TChatAndrew Henck
A1 Don’t think it matters unless perhaps the company is doing poorly. #TChatMelissa Lamson
A1 Yes, I think it’s important. Not expressing holiday spirit demonstrates coldness, bordering on egocentricity. #TChatEnzo Guardino
A1: It depends on what the stakeholder gets out of it. #tchatRob McGahen
A1 No, I don’t really think it matters unless perhaps the company is doing poorly. #TChatMelissa Lamson
Q2: Where do #leaders fall short in projecting an image of doing #socialgood during the season or at any time? #TChatMeghan M. Biro
A2. Dear leaders: It’s more about connecting and caring than the $$$ holiday bonus. #tchatMichael Clark
A2 They also fall short when they miss opps to model giving behaviors. #TchatMarla Gottschalk PhD
A2 Orgs fall short if not integrated into vision, strategic direction. Social good culture isn’t formed by one-offs #TChatClaire Crossley
A2. Get it straight: The more you give the more you get, one way or the other. #tchatMichael Clark
A2 Leaders should lead by example – not expect to dictate it down – if they lead the others will follow #TChatPaul Hebert
A2: When you homogenize gratitude it loses its meaning and value — embed in culture not thru a program #tchatSusan Mazza
A2: Let’s face it. Most employees DO not feel valued + do not work in csr focused orgs. This will change-big orgs can model the way #tchatIrene Becker
Another reason why I left a corp job. “@TomBolt: A2: If employees feel like somebody is “keeping score”, leadership has failed. #TChat”billallemon
A2: We have enough problems evaluating employee performance in a timely manner much less add arbitrary “social conscience” measure #TChatTom Bolt
A2. Dear leaders: It’s more about connecting and caring than the $$$ holiday bonus. #tchatMichael Clark
A2: CSR initiatives also speak to employee engagement, constituent engagement and loyalty…they are the way forward #tchatIrene Becker
A2 They also fall short when they miss opps to model giving behaviors. #TchatMarla Gottschalk PhD
A2. Leaders underestimate the power of a positive words, gestures and actions. #tchatMichael Clark
A2: America has always shined at giving! American corporations can now lead the way. CSR speaks to a better future #tchatIrene Becker
A2: Leaders fall short when they promote #socialgood activities but only on employees own time #tchatAlli Polin
A2: They fall short when they latch on to the word “or” in the question. #TChatBrent Skinner
A2. We have a tendency to internalize our positive emotions towards others and externalize our negative reactions towards others. #tchatMichael Clark
A2: In ON Canada volunteerism is now mandated as part of high sch. curriculumn. Wonderful results that extend to orgs too #tchatIrene Becker
A2 An organization’s holiday social good effort should meet tangible & intangible needs. #tchatJoe Sanchez
A2: The delta between what the company does between Jan-Nov shouldn’t be that much smaller than what they do during Dec #TChatPaul Hebert
A2: Leaders fall short when they are the “show horse” rather than the “work horse.” #TChatJon M
A2: If employees feel like somebody is “keeping score” on them, leadership has failed. #TChatTom Bolt
A2: A leader I know started a community giving task force so he could put it in the newsletter. One soup kitchen & done #sad #tchatAlli Polin
#tchat #A2 Leaders fall short when they have competing priorities. Balance is a tough disciplineMichael Leiter
A2: i.e. contributing to causes that support ‘x’ yet have practices that speak to the contrary.re: Agreed. @CareerTips2Go #tchatprettypinkponies
A2: Actions speak louder than words #TChat and I go back to if you are authentic @ReCenterMoment (sip EggNog) people KNOW and FEEL itLori~TranslationLady
A2. When it comes to engaging, sharing, caring, a little goes a long way. #tchatMichael Clark
A2) Fall short every time they ‘try’ to project #socialgood. Heartfelt sentiment is something that you shouldn’t have to ‘try’ to do. #TchatPhil Komarny
A2: Social good has to be genuine or it’s sniffed out a mile away, seasonal or not. #tchat #tchatAlex Theis
A2: Leaders fall short when they do not include volunteering as part of the program just cutting a check doesn’t cut it #tchatJen Olney
A2: I believe that orgs will also start to include more volunteerism, or reward it as part of corp culture ane emp. engagement #tchatIrene Becker
A2 – many leaders are sociopaths – don’t understand the idea of giving without getting – don’t comprehend charity and caring #TChatPaul Hebert
A2. Expand the definition of #socialgood to include kind words, emotional connections and positive choice making. #tchatMichael Clark
A2: Gr8 examples of enterprise contribution yr rnd: @gatesfoundation and many offshoots, initiatives by @dell @ge and many others #tchatIrene Becker
A2 Leaders fall short when their behavior does not match the “spirit” of those within the organization. #TchatMarla Gottschalk PhD
A2: When they don’t do any #socialgood during the holiday season or year round. #TChatKevin W. Grossman
A2: Org’s fail when they try to turn expressions of gratitude into a “program” or only focus on it once a year #tchatSusan Mazza
A2: Actions that don’t align with CSR-related words do more harm to employee engagement than not mentioning it in the first place! #tchatCassie LP
A2) Fall short when there is no follow up to a big corp announcement that “good is being done.” Show results of time, donation, etc. #tchatinTalent Co
nsulting
A2 – #Leaders fall short when they focus 2 much on the “bottom line” & 4get that their customers are people, not products! #TChatDr. Antoine D. Moss
A2 Orgs fall short if not integrated into vision, strategic direction. Social good culture isn’t formed by one-offs #TChatClaire Crossley
A2: Leaders need to be authentic in their giving & avoid making it a spectacle. People see through this fast. #tchatEarly Careerists
A2: Many leaders don’t tell the story of why or motivation so the sharing seems mechanical/ political. We believe passionate! #TChatJanis Stacy
A2: Leaders fall short when they do not walk the talk. Some only pay lip service. #tchatDaisy Wright
A2 leaders fail at doing #socialgood if it’s just a once a year thing. It should be a value, not an annual task. #tchatJennifer King
Even if motives are displaced it’s always good to do good. Sometimes actions have to lead our hearts. A2 #tchatJocelyn Aucoin
A2. Leaders fall short by not taking the time to get to know those under their charge, and how these times affect each individual. #tchatChance Casas
A2 I keep thinking “Undercover Boss” – “social good” has little meaning unless there’s a change that folks can see #tchat’Steve Levy
A2. Many leaders (and everyone else) fear the transparency created when we authentically reflect another’s greatness. #tchatMichael Clark
A2: #Leaders fall short in projecting #socialgood when it is only about the #image and #onceayear season
A2: Years ago dozens of my co’s employees bonded over Christmas in April. Leaders & newbies hip to hip #socialgood #tchatAlli Polin
A2: Ask the question: does (fill in the blank w/ the social good effort) meet tangible needs? #TChatAndrew Henck
A2. Is it ok to use EGO and LEADERSHIP in the same sentence? #TChatDave Ryan, SPHR
A2 This year we are giving your Xmas bonus to OUR favorite charity! #tchatCASUDI
A2: Inconsistency. #tchatprettypinkponies
A2: It rings a bit hollow when you only do it once a year instead of all year round, doesn’t it? #tchatRob McGahen
A2)”Portion of proceeds” promotions always make me wonder. Why not just say what the portion is….or give a lump/significant amount. #tchatRed Zone Resources
A2: If you act like the Grinch all year long and only show your heart at the holidays your motives may be questioned #tchatSusan Mazza
@meghanmbiro A2: I think it’s a matter of donating time vs. money. Employees who are encouraged to do volunteer work excel. #TChatCream.hr
A2: They fall short when the employees know they are not sincere! #TChatRobert Rojo
A2: Leaders fall short when they are inconsistent in what they do or words don’t match actions. #TChatJon M
A2: When #socialgood is mandated and is a photo-op for leadership instead of out of the desire to do/give #tchatAlli Polin
A2: Sorry, but I’d hope leaders wouldn’t be “projecting” an image of doing good, but influencing others to live it. #TChatAndrew Henck
A2 – when someone asks what’ #TChatPaul Hebert
A2 Social good has to be Authentic. Cheap, nasty and second-thought celebrating is often too evident. #TChatEnzo Guardino
A2: Leaders fall short when they make it about themselves and not about the cause they support #tchatJen Olney
A2 Projecting an image is called marketing…doing is called being a professional… #tchat’Steve Levy
A2: When they make token efforts at the holiday season to ‘reward’ employees. #tchatRob McGahen
keep the great answers coming & don’t forget to use A1, A2 etc. when responding to the questions! #TChatTalentCulture
A2) Leaders lead by example and not by intention or motivational posters :) #tchatJim Ducharme
Q3: What can #leaders do year ‘round to give credibility to end-of-year, seasonal shows of #socialgood & sharing? #TChatMeghan M. Biro
A3) sounds like doing good is really not as important as being good in a corporate karma sense ;) #tchatJim Ducharme
A3: Making #socialgood a team building project – promote it as a way to bring employees together and do good in the process #tchatJen Olney
A3: Reward and recognize others who give back. #tchatprettypinkponies
re: Agreed. Recognition and rewards. A3: @DarkMatterCon @jmass #Tchatprettypinkponies
A3. We can all do a better job of receiving. Strengthen that. #tchatMichael Clark
A3 – Leaders should be authentic all year long…it should be in their DNA to promote #socialgood regularly. #tchatDr. Antoine D. Moss
A3: I appreciate that my financial advisor asks clients what charities matter to them & gives. Works @ work too #tchatAlli Polin
A3: Organizations don’t have #feelings. #tchatprettypinkponies
A3. You’re all leaders, look how much you’re giving here now without any expectation of return. #tchatMichael Clark
A3: I like it when a company has a charity or social movement that it focuses on throughout the year, instead of just vol around xmas #TChatTheJobChaser
+100 @kathyherndon @Beverly_Davis: A3. Giving at Christmas shows you have holiday spirit. Giving yr around shows u have giving spirit #tchatSusan Mazza
“@AshLaurenPerez A3 why does “social good” have to be so stuffy? don’t make it seem like obligation-make it seem like social occasion #tchatSusan Mazza
A3 the problem with only focusing on #socialgood at this time of year is the need is year round. Needs to be culture #TChatPam Ross
A3: Leadership sets the tone – if leaders aren’t authentically concerned the org won’t be either. #tchatKathy Herndon, GPHR
A3. We can all catch an positive energetic boost during the holidays and end of the year. #tchatMichael Clark
No, not much, I agree! “@ReCenterMoment: A3 Not much worse than insincere emotional expressions of appreciation. #tchat”Claire Crossley
A3: Ask employees what matters to them instead of dictating the only way of giving #socialgood #tchatAlli Polin
A3 leaders need to lead a culture of social good within the workplace and community. @jodysteinhauer does this really well! #TChatPam Ross
A3. Recognize people for recognizing people. #tchatMichael Clark
@pamelamaeross Hi Pam! A3) sharing the message of #social good all year round and recognizing employees who demostrate this. #tchat #tchatJennifer King
A3: Make it possible for people to bring passions to work even if uncomfortable (old org wouldn’t let AIDS Care come speak) #tchatAlli Polin
A3) Greed and short sightedness ultimately erodes everything…history is very clear. #tchatIrene Becker
A3 Not much worse than insincere emotional expressions of appreciation. #tchatMichael Clark
A3) I disagree CSR is an oxymoron. Purpose = Profit. Sustainability is creating value for others. Current recession result of greed #tchatIrene Becker
A3. why does “social good” have to be so stuffy? don’t make it seem like an obligation- make it seem like a social occasion #tchatAshley Lauren Perez
Agreed @ClaireSMBB A3 Leaders/orgs shd celebrate/give in small ways all year long, end the year celebrating all of those & more! #TChatMarcy Field
A3: Three C’s: care, connect, compensate well #tchatAlex Theis
A3: It’s too easy to plaster your logo on collateral. Engage those NPO’s around you, learn their needs + do what you can to meet them #TChatAndrew Henck
A3. Giving at Christmas is shows you have the holiday spirit. Giving year around shows you have a giving spirit. #tchatBeverly Davis
A3: Give (even praise) to those who deserve it all year and giving more at the EOY is icing on the cake #TChatLori~TranslationLady
A3. Too often, the
season’s giving within organizations happens in a one night party with dinner and open bar ( if you’re lucky.) #tchatMichael Clark
A3: Rising to the Challenge Before Us http://bit.ly/LtSwAc America can lead the way in csr. Time to lead forward #tchatIrene Becker
‘@Redzonejobs: A3) Pick a cause, visibly give time, money, etc consistently all yr round culminating in more giving/show real impact #tchatSusan Mazza
A3: Matching contributions to charitable organizations of employee’s choice is a way to encourage doing good and it is not forced. #TChatTom Bolt
A3. invite others to do social good with you- make it a company outting… keep it fun #tchatAshley Lauren Perez
A3 #tchat So much comes down to believing in your values enough to live themMichael Leiter
re: A3: How can an organization demonstrate appreciation for others’ behaviors? @jmass #tchatprettypinkponies
A3 leaders need to BE the moral compass of their group, division, company – it’s binary: Either they are or they aren’t #tchat’Steve Levy
A3) Provide opportunities for employees to volunteer in ways meaningful to them and share ways to participate in corp projects #TChatnancyrubin
A3. set an example and let your employees rise to the occasion #tchatAshley Lauren Perez
A3 – and a questions – how many companies crowdsource their socail resp. with their employees? Cool way to get buy in #TChatPaul Hebert
A3: Encourage employees to give back during the season or year-round. Allow them to take a day to volunteer. #TchatMark Van Baale
A3: Create an internal/external culture + reputation of social engagement + community stakeholders will give you credibility in Dec. #TChatAndrew Henck
A3: Let people talk about their community #socialgood activities at work. It’s not a time sink, it’s a value add #tchatAlli Polin
A3: Empower employees to give back while at work. #tchatKathy Herndon, GPHR
A3: The actualization of change in relation to csr starts with one change done consistently that will + impact the entire sys. #tchatIrene Becker
A3: Scrap phoney United Way campaigns and other fake charity drives for the appearance of good. #TChatTom Bolt
A3: Create opportunities year round for employees to give back to the community and reward their efforts #tchatJen Olney
A3: Leaders can recognize people that give at work and to the community. #tchatAlli Polin
A3: Give time in the hols to cause they’ve given air-and-volunteer time to over the year – consistency, value & authenticity is key! #tchatCassie LP
A3) Leaders should get in the trenches of social giving and not just endorse/deliver the company checks during the year. #TchatinTalent Consulting
A3. If leadership doesn’t create a consistent culture of recognition and caring, employees will not believe #tchatMichael Clark
A3. Set goals at the beginning of the year/ provide updates throughout/ and results toward the end. Consistency #tchatChris Fields, MLHR
A3 Leaders/orgs should celebrate/give in small ways all year long, end the year celebrating all of those and more! #TChatClaire Crossley
A3. Do things quietly & enjoy the personal rewards. Ethics & Integrity r what u do when no one is watching #TchatDave Ryan, SPHR
A3: Taking care of your EMPLOYEES year round is also #socialgood !!! #TChatNancy Barry-Jansson
A3: Leaders can donate their time and invite people to join them #tchatAlli Polin
EVENING all :-) A3 The year end discussions are not interrogations but idea integration #tchatJohn Kosic
A3: Great leaders can know their employees and work with them year round on important social issues. #TChatJanis Stacy
A3: The Q answers itself. Be giving & give thanks all year long; theoretically, u won’t even have 2 @ Christmas. #TChatBrent Skinner
A3: Aren’t there ppl (or deps) that focus on community giving & sharing in most big orgs? Small orgs could do it, too #TChatNancy Barry-Jansson
A3 Quarterly reminders emphasizing a project. #TChatMelissa Lamson
A3) sharing the message of #social good all year round and recognizing employees who demostrate this. #tchatJennifer King
A3) Pick a cause and visibly give time, money, etc to it consistently all year round culminating in more giving & showing real impact #tchatRed Zone Resources
a3: Walk-the-talk all year and people will see you’re genuine during the holidays. #tchatSalary School
A3 – Donate time. If you want to save your big $ giving for the holidays, then donate time & volunteer throughout the year. #tchatJonathan Barrick
A3) sounds like doing good is really not as important as being good in a corporate karma sense ;) #tchatJim Ducharme
A3 – social consciousness must be part of the everyday before it can be highlighted in the season. #TChatPaul Hebert
A3: Leaders should be consistent in their generosity and message. The ‘missionary of the minute’ leader is always pegged as fake. #TChatTom Bolt
A3: Instead of a token year-end effort, make it a year-round thing. #tchatRob McGahen
A3. Leaders must track internal and external #socialgood just as meticulously as the financials. #tchatMichael Clark
A3: Celebrate people who commit acts of social good and sharing for who they are and what they are providing, not just their actions #tchatSusan Mazza
A3 Social good has to be consistent 24/7, and, where & when possible, cover the cultural spectrum. #TChatEnzo Guardino
A3. encourage employees to do #socialgood – maybe even tie them with contests to keep employees motivated to do it on their own #tchatAshley Lauren Perez
A3: Do more than sponsor an event or write a check. Send your folks out of the office during the workday. #TChatAndrew Henck
A3: Be consistent…Always! #tchatEarly Careerists
a3) Delgate responsibility, set main goal with waypoints and recognize and encourage effort. #tchatJim Ducharme
A3: Reward and recognize others who give back. #tchatprettypinkponies
A3 Make sharing and #socialgood an everyday event #tchatCASUDI
A3: Be consistent with social messaging year round. #tchatKathy Herndon, GPHR
A3: Making #socialgood a team building project – promote it as a way to bring employees together and do good in the process #tchatJen Olney
A3. Do the same thing all year that they do at the end of year. #TchatDave Ryan, SPHR
A3 – connect the day-to-day to the seasonal events – make it part of the Corp DNA #TChatPaul Hebert
A3: How about do #socialgood year round? #tchatRob McGahen
A3: Partner with organizations and groups and engage in Social Good efforts throughout the year. #tchatAmy Vernon
A3: Make sure they take care of their employees as well as they take care of themselves. After all, it’s bonus time. #TChatTalent Generation
BOOM! Q4: What are traditional vs. innovative ways for #leaders to express gratitude? What’s a good mix? #socialgood #121212concert #TChatMeghan M. Biro
A4) Pay for employees days off when volunteering time. Encourage social sharing of charitable messages. Neither cost $ to employee #TChatTim McDonald
A4: There are no cute tricks to expressing gratitude, but a few new channels for its delivery. Thank you, tech. #TChatBrent Skinner
A4: Make it personal. Keep it real. Show you care. Let them know they matter. — never about the form, always about the impact #tchatSusan Mazza
A4, time is more valuable than pay (to a degree) #tchatTom Spiglanin
A4. Forget titles and positions, lose your fear of engaging people. #tchatMichael Clark
A4 Nearly 40% of e’ees don’t feel they are recognized enough. Recognition, recognition, recognition. Continuous! #tchatJustin Angsuwat
A4: Give people what THEY want, not just what
YOU want… find out what matters #connect #tchatAlli Polin
A4. Everyone must be given fundamental insights into the cycles and rhythm of human performance. #tchatMichael Clark
A4: Seem traditional was thanks, handshake and a “good job”, now not being layed off is showing “gratitude”. We can do better. #TChatJanis Stacy
A4: Saying I appreciate you should not be reserved for the end of the year.Be genuine & be generous with appreciation #tchatAlli Polin
A4. Choosing to be a positive force is the great equalizer of human performance. #tchatMichael Clark
“@MillennialTweet A4: Recgnze that 1 size does not fit all. Know ur folks- u’ll know how to express gratitude that does them justice. #TChatSusan Mazza
A4. Stop holding yourself back. The moment you see good, speak UP. #tchatMichael Clark
Yes! “@ReCenterMoment: A4. Like great teachers, leaders should always be watching for and recognizing positive performance. #tchat”Erin Colleen Goodell
A4: Seem traditional was thanks, handshake and a “good job”, now it seems not being layed off is the show of “gratitude”. #TChatJanis Stacy
A4. Engage one-to-one, moment-to-moment, in real-time IRL. #tchatMichael Clark
A4: Please preserve the sanctity of “sharing” – and make it a gamification-free zone ;) #tchatExpertus
A4: A good, old fashioned “thank you” always works. #tchatBright.com
A4: Make it personal. Keep it real. Show you care. Let them know they matter. — never about the form, always about the impact #tchatSusan Mazza
A4: Let team members nominate each other for recognition from leadership… a lunch, coffee or time spent w/leader #tchatAlli Polin
A4. Where and how are you concentrating your moment-to-moment attention and energy? #tchatMichael Clark
A4: Recognize that one size does not fit all. Know your folks + you’ll know how to express gratitude that does them justice. #TChatAndrew Henck
A4 All research points to frequent feedback & recognition. New social technologies enable us to do it right! #tchatJustin Angsuwat
A4. What you put your attention on grows. What you remove your attention from shrinks. #tchatMichael Clark
A4. Like great teachers, leaders should always be watching for and recognizing positive performance. #tchatMichael Clark
A4: I went to a catering meeting for our holiday party & gave our fabulous admin @EliseGilmore33 a gift card to the store upon return #TChatLori~TranslationLady
Down with job titles! MT @markvanbaale: A4: dont let ur title make you prideful. Personally thank ur employees. #tchatJocelyn Aucoin
#Tchat A4 Orgs who produce good will in their local community showcase their genuine nature offline: Gratitude is amplified by social mediaALEX BOTTOM
A4: Every ee has a goal, why don’t you find that goal and help them achieve it. #TChat i.e. higher ed, sales, networking, etcRabih Najjar
A4 When planning employee engagement events, see if there’s a link to social good – like volunteering as team at food bank #TChatPam Ross
A4: There’s no formula (i.e., no “right mix”) 2 expressing gratitude. Do it whenever u mean it. Use lotsa channels. #TChatBrent Skinner
A4: Don’t just give $$ – make sure they know why they matter & are appreciated #tchatAlli Polin
A4: I’d assume that “innovative ideas” aren’t widely executed, right? Doesn’t the latter = tradition? #TChatAndrew Henck
A4)Bring those impacted by company volunteerism in to meet those who cared enough to help/contribute. Make it human. #connect #tchatinTalent Consulting
A4: If you’re a CEO or president of a company, don’t let ur title make you prideful. Personally thank ur employees. #TChatMark Van Baale
A4: How do you know you have a good mix? Watch and listen – do people around you incl you feel appreciated? #tchatSusan Mazza
A4: Be mindful of those around you. See how they live/work + what needs they have. Respond accordingly w/ gratitude. #TChatAndrew Henck
A4 – send a note that says “you’ve still got a job” – the anti layoff #TChatPaul Hebert
A4 – Want an innovative way to appreciate? Give them something nostalgic. Connect to childhood. Means you need to learn about them. #TChatJonathan Barrick
A4) Pay for employees days off when volunteering time. Encourage social sharing of charitable messages. Neither cost $ to employee #TChatTim McDonald
A4: Make time for 1×1 time that starts with: I appreciate you because… #tchatAlli Polin
A4: Show up. Be present. #tchatprettypinkponies
A4: Traditionally: a crackin’ Christmas party and a positive outlook on the New Year. #TChatTheJobChaser
A4: The best know that personal touches, handwritten and from the heart leave their mark on others #tchatJen Olney
A4. Leaders must create and engage a strategic plan for becoming a positive force of recognition and #gratitude. #tchatMichael Clark
A4: Don’t know about the mix, but a pat on the back and a ‘thank you’ means a lot to most ppl. #TChatTom Bolt
A4 take a moment and listen observe and respond to those not at shareholder level @tamcdonald @MeghanMBiro #tchatJohn Kosic
A4: Find ways to involve everyone vs. use a committee to “put on a show” #tchatSusan Mazza
A4: Be more original than handing out gift cards – make it personal and leave a lasting impression #tchatJen Olney
A4 Look at all of your partners/vendors. good example – check out @Zoealliance #socialgood #tchatPam Ross
A4: Gratitude should certainly go beyond financial reward #TchatScott M. Hutcheson
A4: I could submit people on my team & their story to the CEO/President & they got a personal note of thanks #tchatAlli Polin
A4: Innovative or not, just make it heartfelt and honest. Appreciation is not just for the holidays. #tchatPhil Komarny
A4) Getting on vid or PA system in office is traditional/tired, as is mass thx email. Leaders GO where emp actually sit and say thx! #tchatRed Zone Resources
A4. The most innovative way for #leadership to give back is to engage-connect-share-care with each and every employee. #tchatMichael Clark
A4 no reason to be fancy but your boss can always write you a nice LinkedIn recommendation -even if it makes u more recruitable #tchat’Steve Levy
A4. Saying Thanks a job well done publicly and privately #TChatDave Ryan, SPHR
A4: A specific thank you for a specific accomplishment – shows the leader is engaged and aware of contributions. #tchatKathy Herndon, GPHR
A4: Authentic expressions of gratitude are as contagious as laughter – use social technology to fuel the contagion #tchatSusan Mazza
A4: Let your “world of work” express its holiday self, within reason of course. I want a “Rock of Ages” Nativity scene on my desk. #TChatKevin W. Grossman
A4: Give options beyond $$. Set boundaries & ask what’s important to them #tchatAlli Polin
A4: Get creative by shining a light on employees. Used to print a cookbook with employee recipes. Sent to every client. #tchat #twoferBryan Chaney
A4 Traditional would be plaques, award ceremonies, ‘an exercise’ imo. Innovative, for me, can be as simple as an unexpected thank you #TChatClaire Crossley
A4: There are no cute tricks to expressing gratitude, but a few new channels for its delivery. Thank you, tech. #TChatBrent Skinner
A4: Does my heart good to see an executive serving at the local food bank! #tchatKathy Herndon, GPHR
A4 Gratitude: Send a email to employee and cc in your +1 – thanking them for specific accomplishments #tchat’Steve
Levy
A4: Meaningful expressions of gratitude opens hearts in any form – traditional or innovative – choose whatever is natural for you #tchatSusan Mazza
#Tchat #121212concert A4 say a heartfelt thank you!alinalara
A4 – just pay it forward – in any way that makes sense #TChatPaul Hebert
A4: Send a thank you note to your staff members family noting how proud they should be. #tchatEarly Careerists
A4) never give your staff fruitcake! #tchatJim Ducharme
A4: “Thank you” never goes out of style. #TChatTalent Generation
A4 – who are we expressing gratitude for? to whom? Emps? Others? Vendors? Clients? the world? #TChatPaul Hebert
A4 Tech and Tradition can mix. Orgs have to demonstrate gratitude in line with normal operating standards & possibly exceed them. #TChatEnzo Guardino
>> Anyone? LOL >> Q5: How is technology helping orgs to express gratitude? What are the pros and cons? #TChatMeghan M. Biro
A5 tech helps spread messages way faster (pro). A con is tech can be overused & become impersonal if not balanced w/ face-to-face! #tchatJeff Waldman
A5. Look at us here now engaging-connecting-supporting across the world. #tchatMichael Clark
A5: Given a choice? Pick up the phone, walk to someone’s desk. Tell them thanks & you matter. Tech is fast, IRL connects #tchatAlli Polin
A5: Beware of over-relying on technology. Make sure u express gratitude in a way that creates meaningful connection #tchatSusan Mazza
A5. Strengthening our capacity to receive, expands our desire to give. #tchatMichael Clark
A5: Good witch/bad witch – social channels amplify stories & msgs of “good” works. But can cross-over to forced/contrived self-promo #tchatExpertus
a5) seen today, email appreciation to a team from VP, copied to all cognizant parties including all team members’ line mgt. #class #tchatTom Spiglanin
A5 a con w/ tech is if it’s used for someone who is not comfortable being recognized publicly – need to fit the channel w/ the person #tchatJeff Waldman
A5: “Technology” has connected me to countless causes, needs and orgs to channel gratitude + support (i.e. @Kiva @WorldVision @IJMHQ) #TChatAndrew Henck
A5: We have the ability to reach out and touch more with the platforms, for that we can all be grateful #tchatJen Olney
A5: A note of thanks on email can be saved & shared easily. CC used well! #tchatAlli Polin
A5 Can develop an online form to nominate other employees. Recognition from fellow employees means a lot to workers. #TchatHeather Rothbauer
A5: Ecards make it easy and cheap… get it? “cheap!” #tchatNeil MacGregor
A5)Overall technology is good but can make the interaction/expressions of gratitude seem less personal. Again..connection is good. #tchatinTalent Consulting
A5) If you’re real tech is your timeline of goodwill through the year. Create a culture page on your site – show em some soul. #tchatJim Ducharme
A5. Oh, the wonderful places we will go united via #tech #tchatMichael Clark
A5: Employee appreciate via #SocialMedia is a great way to recognize good deeds. #tchatKathy Herndon, GPHR
A5: Personal use Tech gifts are cool!! IPad? Also tech helps expand awareness. But showing gratitude needs be personal. #TChatJanis Stacy
A5: Those with smart phones can text donations – but not everyone has a smart phone (newsflash) #TChatNancy Barry-Jansson
A5: Tech can help us express gratitude real-time. On a biz trip & can IM my team member to recognize good I heard about #tchatAlli Polin
A5) network-based technology increases agility to recognize achievement; challenge is keeping it personal, need to be genuine #tchatTom Spiglanin
A5: A nice, simple note of personal thanks from a leader/manager via email to employees can be done w/today’s tech. #TChatMark Van Baale
A5 Some good info like the NYC cop buyt the boots gets sent around the world quickly #TchatDave Ryan, SPHR
A5: Tech makes gratitude easier, but less personal and authentic. #TchatScott M. Hutcheson
A5 tech gives ppl more options to recognize but is only 1 option of many! #tchatJeff Waldman
A5 – tech has made it too easy – reduces the “personal.” Made it efficient at the cost of effective #TChatPaul Hebert
A5) Technology helps gratitude go viral for one thing! :) #tchatRed Zone Resources
A5 tech can help share recognition broadly, publicly – BUT can’t be the only way – doesn’t replace IRL genuine Thank You #TChatPam Ross
A5 tech helps spread messages way faster (pro). A con is tech can be overused & become impersonal if not balanced w/ face-to-face! #tchatJeff Waldman
A5: (insert cliche comment on the “human touch” that is needed) #TChatAndrew Henck
A5. Look at us here now engaging-connecting-supporting across the world. #tchatMichael Clark
A5 Too much tech is distancing Orgs and gratitude has less value than before. Done tastefully, the pros outweigh cons #TChatEnzo Guardino
A5 #Tchat Paper greeting cards thru snail mail are unlikely to be a spam scam but ecards . . .Michael Leiter
A5: #Tech speeds up communication and engagement #tchatKathy Herndon, GPHR
A5: Just more opps to do so. But do tech right, or you’ll be right back @ seeming inauthentic again. #TChatBrent Skinner
A5 Tech flattens an org, but not the holiday spirit. Real comms, and real feelings across the org are made easier by tech. #tchatNeil MacGregor
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-12-13 19:08:382020-05-25 16:01:17Business and the Spirit of Sharing: #TChat Recap
The holidays have us fired up here at the TalentCulture World of Work Community. And that means we’re tapping into some high-powered friends – social business leaders at Mashable and HuffingtonPost/AOL for a super-spirited #TChat Radio program this Tuesday – followed by a dynamic #TChat Twitter convo on Wednesday. (See questions and other details at the end of this post.)
What’s the dust-up about? Well, we’re venturing into territory that lives on the edge of political correctness – a sensitive area for some. But workplace culture has implications for an organization’s contribution to the greater good. So in the interest of understanding the important relationship between corporate culture, community engagement and responsible leadership, we’re exploring holiday traditions, social behaviors, and business goals.
Consider this. I visited a friend’s workplace recently. It’s a really awesome space — open and airy, very hip — all mod cons, as they say. And it was oh-so-politically correct — green, Leeds-certified, the whole nine yards. That’s all OK, but here’s where it gets weird: Everyone is accepting and open, right? Culturally aware, they’re friendly and respectful. However, they’re so very culturally aware that holiday displays are strictly forbidden — no lights, no plants, nothing that might upset someone who’s not a fan of lights and plants in a holiday context. No expressions of wonder, affection or hope represented in association with (insert your favorite holiday here).
Click here to learn more about #TChat Radio with community leaders from Mashable and The Huffington Post
We’re not being political or religious. We’re just putting it out there: What if we said, “Enough, already!” with intolerance in the name of political correctness? What would happen? Would heads spin? Would the earth stop spinning? Would it really be that bad?
In the fearless tradition of #TChat, we’re taking this on. We’re setting up for an open, honest and spirited discussion that’s timely. Here’s the primary challenge:
Can we acknowledge holidays in the work setting any more, or has that ship sailed on the tide of progressiveness and political correctness?
Against this backdrop, we’re going to look at how organizations can show gratitude and thanks all year long, not just in…oh, all right, we’ll call them “holiday greetings.” For this week’s questions, we have our flameproof, thermal long johns at the ready, and so should you. Bring your passion and let’s talk – both on #TChat Radio (Tuesday night at 7:30-8:00pm ET) and then on the #TChat twitter stream (Wednesday at 7:00-8:00pm ET).
#TChat Discussion Guide – The Season of Sharing
Q1: Devil’s advocate: Does it even matter to stakeholders for an org to express the season’s sharing spirit? Why?
Q2: Where do orgs fall short in projecting an image of doing social good – during the season or at any time?
Q3: What can leaders do year ‘round to give credibility to end-of-year, seasonal shows of social good & sharing?
Q4: What are some traditional vs. new, innovative ways for orgs to express gratitude? What’s a good mix?
Q5: How is technology helping orgs to express gratitude? What are the pros and cons?
Don’t Miss The Discussion! Detail Here…
Bring on your inner Scrooge or heartfelt George Bailey!
Then join us for a free-wheeling open forum on Twitter: #TChat– Wednesday, Dec. 12, 7-8pm ET / 4-5pm PT. We look forward to your thoughts and reactions. No fear here, just an interest in learning and sharing, in the spirit of the season! See you Tuesday and Wednesday…!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-12-10 06:22:572020-05-25 16:00:24The Grinch & The World of Work: #TChat Preview
(Editor’s Note: All of us in the TalentCulture community mourn the loss of our dear friend, brilliant colleague and mindful mentor, Judy Martin, who passed away unexpectedly on January 31, 2014. Her message and her life are a lesson for us all. We will forever fondly remember her humor, warmth and wisdom.)
The TalentCulture World of Work community was rockin the Twitter stream yesterday, as #TChat-ters tackled the elusive quest for work-life balance. But before we delve into the pearls of wisdom that emerged from the chat, I’m happy to report some community news.
There’s an evolution taking place in the overall scope and reach of TalentCulture, as we move forward into our 3rd year. It’s not just about our popular Wednesday night Twitter chats, anymore. You may be noticing more content and channel choices, along with increased social media momentum. This action is purposeful – intended to add value for every one of us who participates in the weekly chats. We hope this enriches your community experience, and inspires you to invite others to participate. The more the merrier – and the richer, more diverse and more rewarding everyone’s experience will be.
Finally yesterday, we fired up our Twitter engines for a dynamic discussion (as always) on the #TChat stream.
#TChat Highlights
NOTE: To see specific highlights from yesterday’s “work life balance” #TChat session, watch the Storify slideshow at the end of this post.
Click to hear this week’s #TChat Radio interview
The #TChat crew came out of the gate with a discussion on how we track competing priorities in today’s social world and the types of HR technology that are crucial for prioritizing and relationship building. How do we use technology to separate the wheat from the chaff, and infuse meaning into our relationships without drowning in sensory overload?
Multiple people mentioned Yammer – a tool that makes it possible for businesses to create their own social networking sites and incorporate tools to help streamline workflows. This seems to be a big favorite for organizing technology and communications, although some said Yammer isn’t fully understood yet, and its capacity to organize still seems to be unfolding.
Most surprising, when speaking about planning and organizing ideas, classic paper “sticky notes” entered the discussion. It provided a chuckle and an interesting application of caveman like ideas melding with technology. Other ideas for ways to better manage workload and minimize stress included the simplicity of saying “no” to something that will only bring stress with it, and the need to recognize and respond when poor planning and others’ decisions have a direct impact your work.
A resounding proportion of contributors agreed that we are humans who are deeply connected “in real time” with and through our mobile devices. Many extolled the virtues of virtual work environments and tools. For example, social media phone apps truly make life more livable, with work at our fingertips. But what constitutes smart usage? How do we control what I call the “expectation of instant gratification” when that bell tolls on the phone?
That led to the idea that too often, we get caught up in business demands and lose sight of the “people” part of the work equation. Perhaps it is possible to enjoy a superior quality of life and still be productive. This prompted discussion around balancing our working and living experience with more consciousness. How? Lots of talk about meditation, deep breathing (which I endorse, as you can see in the attached video), and taking time to move beyond the virtual realm and meet work contacts in person.
Staying focused is a skill, but being mindful of the choices we make is also a decision. Sometimes, the very technology that connects us also allows just enough separation between work and family so that we can accomplish several goals from both worlds, almost simultaneously.
The question is, how far can we push that without suffering the downside consequences of multitasking? Ah, now that’s the ontological question of our #TChat times. And each of us is ultimately responsible for finding the best answer for our skills, sensibility and situation. The answer is not just about external tools, structure and processes. Ultimately, the answer comes from within.
# # #
NOTE: To see specific highlights from yesterday’s “work life balance” #TChat session, watch the Storify slideshow at the end of this post.
SPECIAL THANKS from TalentCulture to Judy Martin (who also wrote the recap above) and Cali Williams Yost – the stars of this week’s #TChat triple-header” (Google Hangout – BlogTalkRadio – Twitter Chat). You bring passion and insight to every interaction. Thanks for your commitment and contributions to our community!
NOTE TO BLOGGERS: If this #TChat session inspired you to write about social learning or the value of work life balance, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
#TChat INSIGHTS: The Quaint Notion of Work Life Balance
Storified by TalentCulture · Thu, Dec 06 2012 07:23:05
#socialhrcamp and #TWI (tweeting while intoxicated)… #tchat influencer http://pic.twitter.com/5MjfkxXOlevyrecruits
Consumers are brand ambassadors. – #Recruiting 3.0 @jeffreytmoore @meghanmbiro at #socialhrcamp #tchat http://pic.twitter.com/UeHIdBXJSocialSalima
Q1 How do u teach competing priorities in today’s high tech social world? #tchatJudy Martin
A1. Having individual, office and division goals helps me deal with competing priorities #tchatGuy Davis
A1: The ability to optimize ideation, focus and to learn to use stressors and challenges to catalyze potential is real #tchatIrene Becker
A1: I believe that we have not even touched the surface of what we can do/accomplish while enjoying quality of life #tchatIrene Becker
A1. Dear 3M, Do you have a gig for a professional stickie user? #tchatMichael Clark
Love those stickies! :) MT @ReCenterMoment: A1 I do my absolute best thinking while running & track by writing notes on stickies #tchatExpertus
A1. Stickies and pen: Never leave home without them. #tchatMichael Clark
A1. if you say yes, give a realistic timeline so you arent left overwhelmed and scrambling #tchatAshley Lauren Perez
A1. I do my absolute best thinking while running, tracking by stopping to write notes on stickies. #tchatMichael Clark
A1: Lists help – know what you want to accomplish and check your progress in the moment of choice #tchatAlli Polin
A1. I have a desk in my office dedicated to stickies. #tchatMichael Clark
A1. I have lists, lists for my lists, digital lists for my paper lists, paper lists for my digital lists. #tchatMichael Clark
A1 As an #ENFP I’ve had to learn to embrace lists. Hate them. But have to have them. #TChatChina Gorman
A1: Say “No” and Keep Good Relations #tchatNissrine Ghannoum
A1: If an email really can’t wait, someone will pick up the phone or come find you. #tchatAlli Polin
A1..try to do everything and you end up doing nothing..that has always served me well #tchatTrevor Acedne
A1. Research has proven that we spend half our time head tripping (spacing out) #tchatMichael Clark
A1 Focus on your output:what outcome is important to you & then break it down into small steps – mini actions that will get you there #tchatPrabhjit |KaurSkills
A1: If you try to do everything… most will not be your best effort – turn off to focus #tchatAlli Polin
A1. Where is your attention and energy flowing moment-to-moment. #tchatMichael Clark
A1: Set a couple of specific times during the day to answer emails and return phone calls. #TChatRobert Rojo
A1. The most essential skill: tracking moment-to-moment attention and energy. #tchatMichael Clark
A1: Competing priorities? This is where a great team matters – both in and out of the office #tchatAlli Polin
A1. You would not believe how far away from the short-term goal I can get in seven minutes. #tchatMichael Clark
A1. Mary Ellen showed me @Basecamp and I’m a little in love w/ the collaboration. Other than that, Project Pro is my best friend. #TChatCrystal Miller
A1: Have a schedule, know your priorities, be able to multitask and put out fires! #TChatRobert Rojo
A1. I’m using seven-minute timer on my phone. Set goal, hit timer, asses what happened when alarm sounds. Repeat. #tchatMichael Clark
I hear you!! +1 MIL @gingerconsult: A1: Boundaries – no is not a dirty word when you need to keep to task #tchatMeghan M. Biro
A1 you don’t teach competing priorites. You teach being effective, in that moment, moving on. Some self-knowledge re energy helps. #tchatFranny Oxford
A1 Focus and finish. #tchatRoger Veliquette
A1: Competing priorities always come down to choice – you can’t be the one to do it all #tchatAlli Polin
A1: Set priorities for yourself. Handle the most important ones first. #tchatRob McGahen
A1: Boundaries – no is not a dirty word when you need to keep to task #tchatJen Olney
@rezlady A1 My priorities are not in competition; they are more like in rank-and-file. #tchatSheree Van Vreede
A1. I must continuously recenter my performance, real-time tracking as I go. #tchatMichael Clark
A1: Priorities don’t compete if you know at your core what’s most important to do in any moment, and why. #TChatMaya Mathias
A1: When competing priorities are interactions IRL & the bing of your phone, be a role model & ignore it #tchatAlli Polin
A1: strategic priorities shldnt change due to tech, but tactical execution will. #tchatStephen Van Vreede
A1 Make planning a priority over firefighting. Let a few fires burn for a minute. #tchatRoger Veliquette
A1. Otherwise, same as it ever was: Teach preparation in outlining goals, prepare workspace, prioritize, assign deadlines/plan time #TChatCrystal Miller
A1) Competing priorities – gives you the test first and learn the lessons later. #tchatTom Spiglanin
A1: Priorities…what is most important and needs to be addressed gets done first and foremost #tchatJen Olney
A1 multitasking often seems like self imposed attention deficit disorder. #TChatChina Gorman
A1: Leaders at all levels must MODEL what they preach – walk the walk! It benefits the whole organization!!! #TChatNancy Barry-Jansson
A1. Moment-to-moment performance tracking has never been more challenging. #tchatMichael Clark
A1. Theoretically, the “high-tech” should make it a little easier to collaborate during prioritization phase. In Theory. #TChatCrystal Miller
A1 Impossible to teach multitasking anymore. Important tasks float to the top of the pile. People have to come talk to me now #TChatEnzo Guardino
A1. I have a schedule. I try to stick to it. This ensures I don’t forget anything but also makes sure I don’t over do it #tchatAshley Lauren Perez
A1: Figure out the highest priority and tackle that and go from there. #tchatRob McGahen
A1. in a age where instant gratification makes you feel like everything needs to be done RIGHT then, you have to set boundaries #tchatAshley Lauren Perez
A1: You don’t need to teach multitasking…and if you need to learn, you’re already too late. Ask your iPad wielding toddler. #TChatTalent Generation
Q2 What kind of HR Tech could you not live without, and how has it changed relationship building and productivity for you? #TchatJudy Martin
A2 maybe we should do a #TChat on leveraging Yammer! Sounds like lots of experience in group. #TchatCali Williams Yost
A2. Tech, like all opportunities and challenges, is a gigantic energetic opportunity to transform our performance. #tchatMichael Clark
A2 At the moment LinkedIn mobile app. Productivity Faster way to reach more people in merging markets (BRIC) #TChatSimplestream
A2 follow the medium that best engages individuals & preference – HR systems for operational tasks i.e pay & mail,phone,virtual meets #tchatPrabhjit |KaurSkills
A2. Tech and twitter are making me more aware of my power of attention. #tchatMichael Clark
A2. People before tech, and everything else for that matter (including $$$) #tchatMichael Clark
Oops meant to say A2 to my last answer. Not Q2! Sorry! First time participating in chat on iPhone! Tech I love but not perfect. #TchatCali Williams Yost
A2. We must never fo
rget that at best tech helps people. #tchatMichael Clark
A2 except for twitter chats & promoting brand, I don’t use twitter all that much any more. Facebook more fun. #TchatChina Gorman
A2. Behind every device is a beautiful human being with a story. #tchatMichael Clark
A2: in a widely dispersed and decentralized organization I am finding MS SharePoint to be invaluable in creating sense of community #tchatmatthew papuchis
A2: Online market surveys provide access to several “binders of data” in the comfort of your laptop. #tchatSalary School
A2 I can lead workshops at 3, 4, 5am and then go running, come home and take a nap until 8am when my “real” day begins #TChatMelissa Lamson
A2: I would find it difficult to live without social media as I believe it is a critical learning tool & opp to better orgs & wrld #tchatIrene Becker
A2. Smartphone, Google tablet, Laptop or desktop, I need them all have to connect to So Me and email to do my job #tchatGuy Davis
A2 #webex #gotomeeting all online teaching tools #TChatMelissa Lamson
@judymartin8 A2. Hard to argue against mobile phones as the most impactful piece of technology. #tchatJason Ebbing
A2: not “Hr tech” but phone and Skype still best for true client engagement #TChatStephen Van Vreede
A2. I can’t do without #Twitter, and I’ve only been here four months. #tchatMichael Clark
A2. social HR/online talent communities have helped me really learn more about my candidates outside of their resume. #tchatAshley Lauren Perez
A2 @TheOneCrystal is right. In terms of hardware, can’t live w/out my smartphone. #TChatChina Gorman
A2. I COULD live without all of it, but the #smartphone sure has made my life easier, more fun, & much more socially connected #TChatCrystal Miller
A2: Online calendar in which I can maintain both work and personal commitments – everything in one place. #tchatKathy Herndon, GPHR
A2 not in #HR but can’t live without my social media apps to stay connected to my brilliant friends. #TChatChina Gorman
A2. oh, and @wilsonhcg has a great ATS platform that I most def. couldn’t function without on a daily basis :) #tchatAshley Lauren Perez
A2 Can’t live without our proprietary Web Apps. Makes dealing with 3,000+ employees home/abroad a doddle. Months of work now in days #TChatEnzo Guardino
A2. social HR tech, online talent communities, thought leadership groups, web based platform like @adp #tchatAshley Lauren Perez
A2: Some form of a computer. It’s easy for me to stay organized with an electronic calendar. #tchatRob McGahen
Q3 Hyperconnectivity is expected for those communicating in the world of work. How do you separate the signal/noise? #TChatJudy Martin
A3. Rhythm of performance transformation: see-assess-transform, see-assess-transform… for the rest of our lives… #tchatMichael Clark
A3. We’ve got to dig psychological ditches until the Seeing Moment strikes. #tchatMichael Clark
A3. Interesting response to Q3 – split between ‘sit back/observe/quieten your mind’ and ‘turn it off/avoid’. #TChatMaya Mathias
A3. We must realize that “work-life balance” is a hazy idea in our minds creating unnecessary stress, tension and unhappiness. #tchatMichael Clark
A3: The energy I use to complete projects (using tech or not) is how it is perceived. When I cannot give good attention, I rest #TChatNancy Barry-Jansson
A3: Balance is impossible if you spend all of your spare time decoding… get clear on what matters most #tchatAlli Polin
A3 Pause – always helps matters be put into perspective – reflect – identify who can help – be supportive & signpost – don’t indulge #tchatPrabhjit |KaurSkills
A3. FB: Whatever. LinkedIn: Sales directory and pipeline. Twitter: Real-time engagement and transformation. #tchatMichael Clark
A3 Stay focused on what’s important to you. Waste your time & it will show. Every tree bears the fruit of it’s labor. #tchatBeverly Davis
A3: I set my intention with each project, and use tech to support the *intention* with my *attention* #TChatNancy Barry-Jansson
A3: Noise adds to our stress, signal pulls us in to the conversation because we connect #tchatAlli Polin
A3 Be Human! You cn be active online and for work but- think about how long this tech had been around #simplicity #TchatMegan Rene Burkett
A3 – as a communications professional this is a question I ask myself everyday. It’s always a moving target too #tchatmatthew papuchis
A3 Turn off all devices for at least a few hours every day. Connect with your friends & family without distractions. #tchatHolly Chessman
A3: Don’t get mired in the crap that surrounds you at work. It just wastes your time. #tchatRob McGahen
A3: Sit back and observe and learn first – then strategize. #tchatLaTonya Wilkins
A3. Do you know how to stop thoughts? #tchatMichael Clark
A3. You want to cut down noise in your life? Stop thoughts, silence your mind. #tchatMichael Clark
A3. I’m OCD about deleting/archiving things. I do not want to see a ton of messages in my inbox/text #tchatAshley Lauren Perez
A3 block time in your calendar 4 hobbies, friends, down-time, kissing your partner… #TChatMelissa Lamson
A3. Sometimes have to tune out or not respond to everything simultaneously. #tchatTerri Klass
A3) Be clear on time-sink vs value add… for me FB is usually time-sink #tchatAlli Polin
A3: Understanding the task at hand can help you avoid dealing with the garbage (and most of it is garbage). #tchatRob McGahen
A3. We can only do one thing per moment. One moment, one thing, one moment, one thing… Track that. #tchatMichael Clark
A3: Most of it is just noise. Learn to ignore it. #tchatRob McGahen
There is no replacement for face to face. @EnZzzoo A3 Multitasking is out. If I’m meeting face-to-face I try to avoid tech… #TChatRoger Veliquette
A3: Schedule time on different mediums – focus. #tchatKathy Herndon, GPHR
A3: The only way to separate the signal from the noise is by avoiding being baited by questions like that one. #TChatMatt Charney
A3. screen the signals – determine quickly if it is relevant – pass on what isn’t and focus on what is #tchatAshley Lauren Perez
A3 Grabbing meditative moments for some deep breathing – it reduces heart rate and stress instead of shooting from the hip. #TchatJudy Martin
A3: Know what matters to you. SoMe isn’t just about chatting it up (well, for some it is) #tchatAlli Polin
A3. For me signal is an employer like many of you who needs recruiting svcs, noise is all those people trying to sell me stuff #tchatGuy Davis
A3: Focus on one at a time and limit the time on each #SM #TChatLori~TranslationLady
A3: Cut through the BS…if it doesn’t help you be efficient and productive, it is not worth the time #tchatJen Olney
A3. When I can’t think anymore? I shut it off. But truly, I don’t try to “filter” all that much – I tend to take in what I need to. #TChatCrystal Miller
A3 Multitasking is out. If I’m meeting face-to-face I try to avoid tech…only pen & paper. Slower pace but it’s more personal #TChatEnzo Guardino
A3: Be your own best filter of signal/noise. Configure & have filtering tools serve you, not the other way around. #TChatMaya Mathias
A3: Know what matters most in life/work, then invest time/energy there. The rest will come back around if it’s impt. #TChatMaya Mathias
Q4 We have to train others in what I call the CCC – co-creation of a conscious conversation about boundaries and priorities – #Tchat.Judy Martin
A4. We take an
annual two-week retreat to Big Sur, CA without devices and internet connections. #tchatMichael Clark
A4 So is it up to me to control expectation & admit what will be compromised by giving in to the ‘now’? > @ReCenterMoment #tchat”Prabhjit |KaurSkills
A4. We live with a subtle and persistent tension and expectation to be connected. #tchatMichael Clark
A4. Everyone (including me and you) wants everything NOW. #tchatMichael Clark
A4. There needs to be a universal change in expectations. We need to create more realistic turnaround times. #tchatTerri Klass
A4. Large, medium, small organizations and educational communities are looking at Tech-SoMe saying: Now what are we supposed to do? #tchatMichael Clark
A4: Hard lessons in circadian rhythm shifts and learning to manage those boundaries. #TChatNancy Barry-Jansson
A4: Global teams push us more towards checking email in the middle of the night #tchatAlli Polin
A4: I have had clients who have dropped the ball on projects, resulting in my having to live w/o sleep to finish by deadline~UGH! #TChatNancy Barry-Jansson
A4: I’ve worked w/recruiters that call me (candidate) 20 minutes after sending me their email asking if I got their msg #fail #tchatAlli Polin
A4: It’s common to jump to a solution! I’ve done it lots of times, in professional and personal life. I’ve learned to slow down. #tchatMark Salke
A4. It would be helpful if everyone had a better understanding of the natural cycles of human performance. #tchatMichael Clark
A4: I should have walked away b4 tak’g last job. Choppy recruitg was a precursor to poor mgt. #tchatbillallemon
A4 I am human, an individual it makes me sad that the immediacy of a response would ruin a relationship- I don’t do the work of a Dr. #tchatMegan Rene Burkett
A4: In a world where a four hour delay ticks people off, it’s hard not to annoy some folks #tchatAlli Polin
A4: Don’t get back to me? No problem, I’m moving on without you. #tchatRob McGahen
A4 Lost business opportunity to secure CEO due to lack of enough timely information to make a qualified decision.#TChatSimplestream
A4 I hear everyday about the frustration of not getting timely valuable/usuable feedback #tchatCASUDI
A4. I once forwarded a job reclassification request without having all the data. That cost me bigtime. NEVER again. #tchatGuy Davis
A4 Often about sensemaking – interpretation & expectation, which on reflection is about listening to the request & understanding need #tchatPrabhjit |KaurSkills
A4: I have delays due to time differences & tech overload… set expectations with clients up front (re: time) #tchatAlli Polin
A4: Cannot go backward…learn from mistakes and disappointments and move forward. #tchatKathy Herndon, GPHR
A4: There are times when some react in the heat of the moment without thinking about the response – that is problematic #tchatJen Olney
@gingerconsult @judymartin8 A4: The best answer is the right answer. Next best, a wrong answer. The only wrong answer is no answer. #tchatTodd MacGrath
A4: I think many ppl fall victim to knee jerk reactions and technology has exacerbated this. When in doubt, use old 24-hour rule #tchatmatthew papuchis
A4: I can’t see ‘too early’ being a problem, unless doing something too quick yields mistakes. #tchatRob McGahen
A4 Over the years, I’ve learned the wisdom of slowing down & reflecting before responding. It continues to pay off, even in crises. #TChatMaya Mathias
A4 Not asking the right questions isn’t the fault of soc med or tech. #TChatChina Gorman
A4 I’m nerdy & squeeze a lot from tech. Often business partners can’t keep up. I do a lot of back-peddling but not a massive problem #TChatEnzo Guardino
A4. I’ve had plenty of employees upset with me if their managers didn’t approve payroll before lock out. never a good situation. #tchatAshley Lauren Perez
A4.yes!just posted a blog today about candidates needing to be more responsive otherwise another candidate will snatch your dream job #tchatAshley Lauren Perez
A4: I’ve been slow to respond to people that get caught in my stream. Unintentional but do they feel slighted? #tchatAlli Polin
Q5: What are the steps you use to deepen, improve your relationships in today’s world of work?
A5 Be authentic. People know and feel when you are true to what you believe. #TChatLori~TranslationLady
A5. 140 characters can be transparent, revealing people in profound ways. #tchatMichael Clark
A5. don’t let titles scare you.people are people-just talk to them openly.You’ll be surprised how laid back high status people can be #tchatAshley Lauren Perez
A5 Show you care & really are interested /want their success #tchatCASUDI
A5. Be authentic. Let people know what you care about. Then be sure to ask them too. #tchatTerri Klass
A5. Lose your fear of engaging people that you find interesting. We are all the same! #tchatMichael Clark
A5. FOLLOW UP QUESTIONS. don’t let conversation die. #tchatAshley Lauren Perez
A5: Locate those who want more than a virtual friend or retweets and show ’em I care #TchatMegan Rene Burkett
A5. Step one: Engage via SoMe. Step two: Engage via phone/skype. Step three: Engage IRL #tchatMichael Clark
A5. be yourself, say what you want, be open. you’ll find people w similar values who want to engage in convo with you #tchatAshley Lauren Perez
A5: Talk to people! Be yourself. But don’t forget to get the job done. #tchatRob McGahen
A5. F2F mtgs outside the office for coffee or lunch and discuss needs of their (univ) dept. and how career ctr can help #tchatGuy Davis
A5: Old-school phone conversations and real-life meetings trump all else. Clients love knowing they can trust you! #TChatNancy Barry-Jansson
A5: Get to know WHO people are, not only WHAT they do #tchatAlli Polin
A5. I look forward to collaborating professionally with many of you. We have important work to do. #tchatMichael Clark
A5: Same thing I did without tech- show the real me, stimulate meaningful dialogue, continually chat with my soul mates :D #TChatMegan Rene Burkett
A5: Getting out from behind the desk, talking to ppl, try to learn and find out what’s going on in their lives. #TChatRobert Rojo
A5: Focus on giving rather than receiving. #tchatKathy Herndon, GPHR
A5: Focus on giving more than receiving. #tchatLaTonya Wilkins
A5: Be consistently transparent & genuine at work = better chance of reciprocity of same by co-workers. Relationships Improve #TChatKeith C Rogers
A5. #TChat’s taking engagement and collaboration off devices and into real-time-real-life. #tchatMichael Clark
A5: Being present, listening deeply & keeping it real. #TChatMaya Mathias
A5. If i’ve completed my work early I make sure I ask other coworkers “how can I help you” they appreciate it. #tchatAshley Lauren Perez
A5: IRL is a gift – maximize the time together. #tchatKathy Herndon, GPHR
A5: Pay it forward. Always. #TChatMatt Charney
A5 Join a company based on its culture and values and if they align with yours. The relationships will develop easily after that. #TChatTheJobChaser
A5 Be helpful, supportive & giving without expectation. Engage & build trust. Work together & value team input. Be yourself. Inspire #tchatPrabhjit |KaurSkills
A5. Go out to lunch or coffee and share non-work stuff. #tchatTerri Klass
A5. I try to participate in employee engagement situations: I.e. volunteering, ornament exchange, s
ocial media team competitions #tchatAshley Lauren Perez
A5. Best way to improve relationships in world of work: Don’t stop engaging. Ever. #tchatMichael Clark
A5: continue to learn, understand and appreciate different cultures, etc. to show respect for colleagues and clients around globe #tchatmatthew papuchis
A5: Doing the best job possible is the best thing you can do. #tchatRob McGahen
A5. Tweetchats are a great way to get to know others and their views. #tchatTerri Klass
A5. I work remotely so it’s extremely important to pick up the phone (even for something stupid) and actually talk to someone #tchatAshley Lauren Perez
A5: Focused listening – Intently listening to the person speaking rather than preparing my next comment #tchatKathy Herndon, GPHR
a5: Focus plays a huge part! Giving other people my focused attention matters #tchatAlli Polin
A5: This doesn’t always work, but I never take myself ‘too’ seriously. #tchatMark Salke
A5. I try not to get too sucked into my black hole of work and occasionally “step out” and engage in casual conversation #tchatAshley Lauren Perez
A5 There is no substitute for IRL #tchatCASUDI
A5: Make real time for real connection: listen, respond, ask questions… #tchatAlli Polin
A5. Being present, listening deeply and keeping it real. #TChatMaya Mathias
A5 I call my recipe “POLARITIES” > Politeness, Clarity, Smilies. :-) My correspondence blueprint…friendly and to the point #TChatEnzo Guardino
A5. Go beyond the twitter picture. Let others know me personally, not only the brand I represent. Though I do love my company. :) #TChatLexie Forman Ortiz
00Judy Martinhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngJudy Martin2012-12-06 12:40:542020-05-25 16:00:13Work, Life and Peace: #TChat Recap
I was at a meeting the other day and this person who was carrying a laptop bumped into me — checking her email, she wasn’t looking where she was going. The part that sticks with me is that she wasn’t really phased. No, she laughed it off as a by-product of multitasking. Welcome to the weird world of work, where we’re actually getting less done — and at a lower level of quality — by trying to do everything at once, by being connected 24/7 through devices and social media.
What would happen if you slowed the pace 10 percent? Would your job be in jeopardy if you didn’t read email after 8 pm? Would your family and friends not talk to you if you didn’t answer texts, tweets and emails immediately? Probably not, in fact, hyper-connectivity may be making us less mentally and emotionally available to important people in our life.
I’m as guilty as the next person of paying more attention to my smartphone at times when people are sitting across the desk from me, so I decided we should delve into the topic of slowing down, personally and professionally, on this week’s #TChat Radio and #TChat Twitter. Maybe it’s possible to do a better job in less time if we learn how to disconnect a bit. Could it be less screen time will help us better manage our time and improve our ability to prioritize, while boosting productivity? It’s worth a spirited discussion, one in which we’ll even look at how to use technology to help us slow down — as counter-intuitive as that might sound.
Before you sign off for the day (yeah, right!), here are this week’s questions:
Q1: How do you track competing priorities in today’s social world? Is it helping or hurting your ability to prioritize tasks and build deeper relationships?
Q2: What kind of HR Tech could you not live without, and how has it changed relationship building and productivity for you?
Q3: Hyperconnectivity is expected for those communicating in the world of work. How do you separate the signal/noise?
Q4: Has a business relationship, potential recruit ever suffered because you responded too quickly/slowly, without enough data? How?
Q5: What are the steps you use to deepen, improve your relationships in today’s world of work?
Of course, #TChat takes place every week on Twitter, and this week there’s special dispensation for being online during after-work hours (a quaint concept in today’s world). So join us Tuesday, Dec. 4, at 7:30pm ET (6:30pm CT, 5:30pm MT, 4:30pm PT, or wherever you are) for #TChat Radio, and Wednesday, Dec. 5, at 7 pm ET for #TChat. As a community we’ll tackle the difficult task of how to balance the world of work and personal life more effectively, and also discuss when technology helps and when it hinders.
Joining us to weigh in this subject near and dear to their hearts will be Cali Williams Yost (@caliyost), CEO of Flex + Strategy Group (parent company of Work + Life Fit Inc.), and Judy Martin (@judymartin8), founder of WorkLifeNation.com and a contributor to Forbes, NPR and other large news media outlets. Be connected and strive for balance in all areas of your life. This ain’t easy. Chat soon!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-12-03 12:25:362020-05-25 16:00:00The Quaint Notion of Work-Life Balance: #TChat Preview
We all are! It’s #TChat World of Work’s two year anniversary celebration week, and it’s such a big deal for me (@MeghanMBiro), Kevin W. Grossman (@KevinWGrossman), and all the contributors, participants and chatters, that we’re tempted to extend the celebration to two weeks
Seriously, think about it. For nearly every week, beginning on Nov. 16, 2010, TalentCulture has hosted a #TChat. Our weekly Twitter chat topics have spanned the wide world of work — from recruiting to onboarding to outsourcing to social learning to leadership to technology to you name it, we’ve covered it. We’ve drawn millions of eyeballs and thousands of chatters and hundreds of thousands of Tweets. We’ve learned a ton. This is a great community, and we’re humbled. This is a community that continually, and without fail, guides us to the next big thing. There’s always something important and new to discuss when it comes to our daily professional lives.
On our second anniversary, we’re pleased to announce that we’re casting the spotlight on a bit of our past to bring something new and challenging to you, our loyal and ever-growing community of chatters and experts. We wanted to grow the community ORGANICALLY before deciding where to grow next. This took a lot of patience but I’m glad we did. Well, it’s time. We will be launching a new blog platform soon and extending into other more familiar networks (as well as Twitter of course). Please stay tuned for the updates. We are more dedicated than ever to stay on mission. Thanks for supporting us.
Two Days – Two Ways to Celebrate!
Click to hear the recorded #TChat Radio show
We experimented with an Internet radio show in the past, and we’re bringing it back: #TChat Radio is in an exciting 30-minute format via BlogTalkRadio beginning Tuesday, Nov. 27, at 7:30pm ET (6:30pm CT, 5:30pm MT, 4:30pm PT, or wherever you are). Kevin and I, co-creators and hosts, will meet with long-time #TChatters to talk about why they participate and how #TChat has transformed them personally and professionally. Our inaugural radio guests is an all-star trio of #TChat contributors who make this community a big deal (and fun, too!).
Click to see what’s happening on the #TChat Twitter stream right now
Then, on Wednesday, Nov. 28, at at 7-8pm ET, we’ll continue the theme by asking the loyal and wise #TChat community the following questions, all about transformative online learning communities:
Q1: Why are online learning communities so valuable for professionals today? Q2: When and why did you start participating in #TChat? Q3: How has #TChat transformed you personally and professionally? Q4: What is the most memorable #TChat you’ve been a part of and why? Q5: What tools and social platforms do you use for #TChat and other communities and why?
Voices of the #TChat Community
Why are we revisiting radio? And why are we so excited about our anniversary? Well, it’s all about you, faithful #TChatters. Your energy pushes us to new things and to trying out old things anew. Following are just a few of your thoughts about why #TChat is important to you in your professional and personal lives. (Feel free to share your #TChat experiences in the comment area below!)
#TChat has connected me with some amazing business minds and allowed me to continue to learn. In the #TChat community it’s not just a sense of being, it’s a sense of belonging.
For me #TChat has been about pushing boundaries; knowledge, comfort and / or creativity. As my world spins faster with both a new contract and forming a new company #tchat is my socialmedia anchor. You ground me and bolster my faith in the highest and best uses of Social Media. You ROCK!
#TChat has been a simultaneous dose of inspiration and reality. A real time, idea and action network of people DOING the work. It has been an honor and privilege to be so welcomed and respected. I am smarter and wiser because of you!
(#TChat is) Community and I have to say some great friends who are like-minded dynamic souls. The group is available, willing to engage. As we elevate others, we elevate ourselves.
Personally, #TChat was an opportunity to explore ideas and trends related to workplace issues. The difference? This chat was welcoming, not closed. Loved that.
Always open, never closed — and one more, ‘cause we’re so excited.
For me, #TChat is a journey of redefining the new frontier in leadership, culture and workplace innovation. It compels us to think audaciously and engage quickly. It’s a space for testing/validating new ideas, cultivating meaningful connection and co-creating the 3.0 world of work.
Work 3.0? We’re verklempt. We set out two years ago to make a difference, and we’re thrilled that you’ve been there and in the game with us. It’s made all the difference. So be there, twice, this week for #TChat: once, for #TChat Radio on Tuesday (on BlogTalkRadio) at 7:30pm ET (6:30pm CT, 5:30pm MT, 4:30pm PT), and again, for #TChat itself, Wednesday at 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT). It’s a double-dose of world-of-work wonders. We couldn’t do it without you. And we couldn’t be happier to be two.
(Speaking of panache, did ya get a peek at #SHRM’s hottest swag? Check the “Ask me about #TChat” bling that the leadership conference crew is rockin this week, thanks to Donna. We like that style!)
But of course, this week’s session went way beyond the buttons.
(To see highlights from the #TChat session, watch the Storify slideshow at the end of this post.)
Tackling Today’s Toughest Topics
Anytime the relationship between business and government is on the table, it sparks passionate opinions from all sides. And this #TChat was no different.
Although there were plenty of lighthearted moments, participants were engaged and the flow was intense. But yesterday’s discussion was different from many “business/government” forums I’ve encountered – especially on social media. This session was actually constructive. The ideas were grounded and realistic. Moreover, the tone was respectful. Despite diverse viewpoints, there were no snarky “gotchas.” No dismissive “know-it-all” comments. No locked-down partisanship on display.
A Lesson for Lawmakers?
Actually, that’s why I consider #TChat such a useful resource. Each week, hundreds of professionals who are deeply interested in the human side of business gather to focus on a single topic that affects us all. Everyone brings “A-game” ideas to share – and the loosely structured virtual environment makes crowdsourcing an efficient and exhilarating experience.
It’s not about intense “win/lose” debate. And it’s not about steering everyone toward the same conclusions. Rather, it’s about creating a forum for knowledge sharing that honors plurality of thought. The process is the goal. It’s a model for corporate collaboration. But more important, it’s a laboratory for collective virtual learning. No one has all the answers. But together, we have an opportunity to improve everyone’s game.
It makes me wonder – how much could our nation’s policy makers accomplish, if they embraced the #TChat model as a framework for brainstorming and problem solving?
Hopefully, enlightened organizations like #SHRM can influence the nature of policy dialogue, and show Washington the way! It could happen – even only on a limited scale. In the meantime, we can continue to demonstrate how these new forms of communication can make a difference. What’s more, we can continue to share the #TChat concept with others. If we don’t do it, who will?
To quote one of last night’s participants, Michael Clark at @ReCenterMoment:
“Revolutions are always created and sustained by people, not policy.”
We, the people. We, the #TChat people. It’s our revolution. Let’s own it!
# # #
NOTE: For highlights from yesterday’s business/HR/government #TChat session, see the Storify slideshow at the end of this post.
# # #
Closing Notes & Highlights Slideshow
SPECIAL THANKS to this week’s guest moderator, Donna Rogers (@Donna Rogers), HR Management & Development Consultant, and Director of Illinois Society for Human Resource Management. She’s a strong advocate of TalentCulture and #TChat, whose tireless support has helped our community thrive.
NOTE TO BLOGGERS: If this #TChat session inspired you to write about business/HR/public policy issues, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: No #TChat next week – Happy Thanksgiving! But be sure to mark your calendar now for our special 2nd-Anniversary “double feature” event, the following week! On Wednesday November 28, at 7-8pm ET, we’ll celebrate by looking at how #TChat has helped some of our best-known participants. And the day prior (Tuesday, November 27) we’ll showcase some of those community members on a live Radio #TChat show. It promises to be a week filled with great memories and glimpses of the road ahead. Look for the preview early next week via @TalentCulture and #TChat. Thanks!
Storified by TalentCulture · Thu, Nov 15 2012 07:25:55
Some of the rowdiest #TChatters in the room #TChat http://pic.twitter.com/Q0dR8V4DDonnaRogersHR
@MeghanMBiro I am at the celtics game with hall of fame legend Bob Cousy – #tchat http://pic.twitter.com/x5VweLdbValaAfshar
I’m so excited. Hello all from #yyj Canada :) #TChat http://pic.twitter.com/MBO2LrbsSocialMediaSean
Dog stole my solo cup again…guess I’ll have to join the #tchat party without it. http://pic.twitter.com/nXpcAejpSusanMazza
Drink 2 is a KNOCKOUT punch! #TChat http://pic.twitter.com/CzCbHFk0DonnaRogersHR
#SHRMlead look for Cindy – she will tell you where we are at National Pastimes Bar on the lower level #tchat http://pic.twitter.com/hxGRLwnIDonnaRogersHR
If you are at #SHRMLead join us for #Tchat in the NAtional Pastime lounge (ask for us) http://twitpic.com/bd9bnlDaveTheHRCzar
Here we go! Button delivery prep for #TChat http://pic.twitter.com/afTuOReCDonnaRogersHR
Q1: In what ways is public policy shaping the future of the workplace – for better or worse? #TChat #tchatDonna Rogers, SPHR
A1) Here’s the crux of it: Policy lags, innovation leads. If we wait for policy we’ll never be innovative enough to be competitive. #TChatJonathan Kreindler
A1: Public policy needs to level the playing field when competition won’t solve problems of public interest #tchatGreg Marcus
A1: Public policy should address urgent prob>deteriorating environment, ageing population, jobless youth, mental health, innovation #tchatIrene Becker
A1. Healthcare Reform (& specifically health exchanges) may support more people abandoning trad jobs 4 contracting & freelance work. #tchatBob Lehto
A1. USA is only country in world that’s always debating value of education, training and development. #tchatMichael Clark
A1: Public policy in Cda, Australia and Chile has led to innovation in terms of welcoming entrepreneurs and innovators building biz #tchatIrene Becker
A1. companies/orgs/business isn’t black and white anymore. policy needs to think about the gray areas and non-traditionals #tchatAshley Lauren Perez
A1 Some of us HR folk hate to hear about a new piece of legislation, but it wouldn’t be-if businesses did the right thing. #TChatJanine Truitt
A1. Determine relatively collective values, find leadership, align public policies, improve life for as many as possible. #tchatMichael Clark
A1: There has to be accountability and public policy has to not only further and protect the rights of employees but further biz #tchatIrene Becker
A1. I agree that education must adapt to better support Tomorrow’s workforce. #tchatBob Lehto
A1: Latest surveys say the French are the most productive per hour and they have the shortest wk day and longest vacations. #tchatIrene Becker
A1. Too many contradictions in public policy: work harder for less, maximum uncertainty, support children in high-stakes testing… #tchatMichael Clark
A1: policy assumes work = job — what about for those of us who don’t have a traditional job? our numbers are growing rapidly #tchatSusan Mazza
A1 – Public policies > regulations & accountability. That’s the good news, bad news. #tchatAnne Messenger
A1. i think it can help for protection purposes but i think it also can be really annoying when it comes to innovation/progression #tchatAshley Lauren Perez
A1 Regional policies affect regional economies and opportunities; businesses will choose communities that fit best. #tchatStephen Abbott
A1. A prominent university executive told me, “You would laugh out loud if you saw our operating budget.” #tchatMichael Clark
A1: It seems that public policy makers ignore the fact that they are creating a competitive disadvantage for US business. #TchatJohn R. Bell
A1) impact of Obamacare (both real and perceived consequences) will influence what small bus owners do #tchatRich Grant
A1 At the state level, public policy can provide an employer friendly landscape to do business or not. #tchatShawn LaCroix
A1: In Canada small business does not have to adhere to the same scrutiny at all as mid size and large biz #tchatIrene Becker
A1 Public policy is needed because business does not do the right thing voluntarily! e.g. people treatment! #TChatIan Welsh
A1: Public policy began with all good intentions. Protect rights, prevent abuse. But has it become a bloated regulatory bureaucracy? #tchatMark Salke
YES @ToddNoebel: A1. Public policy impacts benefits, investments, innovation investments, hiring HR should insert & help shape #TchatMeghan M. Biro
A1: One disturbing aspect of public policy is over-regulation. <= not political, but constantly changing. #TChatTom Bolt
A1. K-20 education funding and programs are decimated while record numbers of people are seeking education and training. #tchatMichael Clark
A1: Keeping up on new policies for smaller businesses can be a challenge. I hear: “Not sure if this impacts us” #tchatAlli Polin
A1. People say to me, “Do we have to throw more $$$ at education!” I say, “YES!!!” #tchatMichael Clark
A1. Fully developed talent will awaken our economy and save our planet. #tchatMichael Clark
A1. Public policy impacts benefits, capital investments, innovation investments, hiring and more. HR should insert & help shape #TchatTodd Noebel
A1: Public policy process is too slow to effect or shape the workplace. #TChatRobert Rojo
A1 Public policy provides guidance on the administration of HR. Keeps us in check whether we like it or not #TChatJanine Truitt
A1) improved technology infrastructure-big impact in Maine. Upside – more broadband in rural areas Down-too many call ctr jobs #tchatRich Grant
A1: Oh, boy, already we’re in deep waters. #tchatAnne Messenger
A1: The infamous fiscal cliff will continue economic uncertainty… job uncertainty. Huge impact on incoming #20somethings. #TChatJon M
A1. We are underfunding, over-regulating and deemphasizing education. #tchatMichael Clark
A1: Lawsuit/ allegations that have come as a result of ridiculous public policy will challenge SMB’s who have everything to lose #tchatJobsite.com
A1 provides accountability and consequences for violations EEO, FLSA etc #tchatShawn LaCroix
A1. Public Policy also drives educational trends which translates into the supply side of graduates #Tchat #SHRMLeadDave Ryan, SPHR
A1: The more open, yields more business. The more closed sends business elsewhere. #tchatRob McGahen
A1: Too many are now hiring less FT which impacts engagement, and in some cases level of talent #tchatAlli Polin
A1: Don’t we already have enough public policy in the workplace? #tchatRayanne
A1: I’m gonna say for the better, and yet we haven’t gone far enough yet (more JOBS Act, please). Keep it civil, kids. #tchatKevin W. Grossman
A1: Sadly, public policies, like Obamacare may break already struggling companies with 50 or more employees. #tchatJobsite.com
True!! We need communication >> @CASUDI: A1 Can Public Policy really know & understand what is going on the workplace? #TChatMeghan M. Biro
A1: Some public policy is leading to more telecommuting. #TCHatBrent Skinner
A1: #Leaders #HR must be accountable for PUBLIC Policy – Actions speak. #SHRMLead #TChatMeghan M. Biro
A1. To understand impact of public policy on future of workplace, we have to start with K-12 education. #tchatMichael Clark
A1: I’m not using the O word…healthcare reform. #tchatKathy Herndon, GPHR
A1 Can Public Policy really know & understand what is going on the workplace? #tchatCASUDI
A1: Public policies like 1938 #FLSA limits #HR’s ability to design innovative, 21st century #workflex strategies for orgs #Tchat #shrmleadLisa Horn
A1: This would require legislation actually being passed by Congress, for improvements to happen, right? #tchatRob McGahen
A1 Through tax incentives & Credits. #TChat #SHRMLeadDave Ryan, SPHR
Q2: Why and how can HR and leaders stay ahead of regulations — to benefit organizational stakeholders? #tchatDonna Rogers, SPHR
A2. I truly believe #communities like this are creating significant positive change. #tchatMichael Clark
A2. Public policy creation must be done by people that see and comprehend big picture and single individual. #tchatMichael Clark
A2. How many people shaping public policy know K-20 education AND large, medium, small business organizations? #tchatMichael Clark
A2: it seems that legistlation continues to pit employees against business and vice versa – how do we change that? #tchatSusan Mazza
A2 Legislators have to focus on what is needed by society, not what business wants! #TChatIan Welsh
A2: Before we accept potential (new) policies we have to understand them to be able to intelligently advocate for change #tchatAlli Polin
A2. The revolution’s always created and sustained by people, not policy. #tchatMichael Clark
A2. if hr doesn’t stand up, they’ll lose talent. many people are starting their own ventures to break out of restrictions from policy #tchatAshley Lauren Perez
A2 Common sense has gotten away from HR. In many cases we are playing a popularity contest that doesn’t favor the employee. Bad Biz! #TChatJanine Truitt
A2 Creativity is not going to happen in oppressive unregulated business environments! #TChatIan Welsh
A2. I’m seeing more and more “entrepreneurial” jobs within world of work in business and education. #tchatMichael Clark
A2: HR perspective vital in regulatory process.#SHRM Gvt Affairs always looking for input. #tchat #SHRMLEADKathleen Coulombe
A2 – Definition of “the right thing to do”? Tricky. Fine-line time. #tchatAnne Messenger
A2. Are human resources professionals given opportunities to shape work force policy? #tchatMichael Clark
A2. Definitely use SHRM resources and Social Media connections to share content and an understanding of policies #tchatChris Fields
A2: Regular self-evaluation, industry-wide support systems and maintenance of leading standards. #tchatRoger Veliquette
A2: Splitting up responsibilities across HR in larger orgs help to ensure people & culture aren’t ignored #tchatAlli Polin
A2: We may not like the concept of public policy, but recent history shows us what happens when checks & balances are not sufficient #tchatIrene Becker
A2. Be authentic. | cc @nancyrubin #tchatJustin Mass
A2. We cannot allow policy to stand in the way to talent development. #tchatMichael Clark
A2: Make sure INNOVATION a core value, align all depts (esp HR) to this value, Lead and be ahead of regulations. #TChatKeith C Rogers
A2: Like an agile lawyer, HR must show other functions how to work within regulations & generate desired biz outcome. #TchatJohn R. Bell
A2 If HR stops being a groupie to the C-Suite and gets back to working for the people they may find there will be less regulation. #TChatJanine Truitt
A2) Be transparent #tchatnancyrubin
A2 I think it’s not about staying ahead but more walking alongside, holding hands and leading Government..they are often clueless :-/ #TChatEnzo Guardino
A2: We need new processes for dialogue re legistlation – the debate model results in winners/losers vs. learning and better ideas #tchatSusan Mazza
A2. Read – Talk with each other – Stay informed #tchatChris Fields
A2: Listen to employees and work to foster open, collaborative environments to safeguard against the need for regulation #TChatIntern Employers
A2. HR professionals must be time, space, $ for mentoring and reverse mentoring. #tchatMichael Clark
A2: If you do the right thing, why would the regulations even matter? #tchatRob McGahen
A2: HR Leaders need to b/c and stay connected-u can’t mandate/regulate openness, agility, collaboration, – u experience it. #TChatAngela Maiers
A2: Leaders need to be good maze navigators… find the paths through policies w/ best result. #TChatJon M
A2) the prob can be, the more you read about pending legislation, the more confused you get. Too much political positioning #tchatRich Grant
A2: Live up to their employment branding,, for God’s sake! #tchatJobsite.com
A2: HR can be a catalyst and an advocate for the org when ahead & a partner when regulations are in place & impact #tchatAlli Polin
A2. Be knowledgable about trends – know where biz & emp trends r going – and b there b4 it becomes PUBLIC POLICY #Tchat #SHRMLeadDave Ryan, SPHR
A2 Secondarily, by presenting options to obviate or address pending regs to avoid compliance/risk issues #TchatTodd Noebel
A2 Business has to learn how to positively harness requirements rather than negatively oppose #TChatIan Welsh
A2 HR pros need to anticipate changes in workforce planning, economy and legislation to fast change adapt and stay ahead #tchatShawn LaCroix
A2: Just do the right thing. #tchatRob McGahen
A2. stop throwing their hands up in the air and accepting what is. HR needs to fight for whats right for them and the org #tchatAshley Lauren Perez
A2: They should create own regulations that benefit employees & whoever they serve, clients or customers, but fall w/i guidelines. #tchatJobsite.com
A2: Um, heavy investment in lobbyists? #tchatMark Salke
A2 HR leaders must get involved in making “innovative” policies :-) that fit the scenerios #tchatCASUDI
A2: Ack. That’s a tough one. By staying ahead of regulations but not creating so many contradictory ones? Focus on self-regulation. #tchatKevin W. Grossman
A2) meaning keeping up with regulations? Need a team of smart, unbiased lawyers to help interpret new regs #tchatRich Grant
A2) Stay connected, be pro-active, share what you know and ask others when you don’t #tchatnancyrubin
A2: Partner with orgs that monitor and study policies and long-term impact (i.e. Mercer). #tchatKathy Herndon, GPHR
A2: Never stop learning. Policy often comes without a guide on how to do it. Follow HR bloggers and news on #SoMe #TChatTom Bolt
A2: HR needs to remain connected & be active outside of the org to be effective inside the org w/regulations #tchatAlli Polin
A2: Listening to employees is a novel concept, but worth considering in this day and age #tchatRayanne
A2: the operative word is leaders- it is not a department or job title- it is a systems change @ThinDifference #TChatAngela Maiers
A2 First and foremost by being involved with legislators to see what’s coming and advise org stakeholders #TchatTodd Noebel
A2. Savvy HR professionals are doing what they always do, staying ahead of as many curve balls as possible. #tchatMichael Clark
A2: HR and Leaders either solve problems or make them – just like any employee. They need to figure out how to “solve” #tchatJobsite.com
A2 create a great empowered place to work. A great company shouldn’t be hovering near the margins of compliance #tchatShawn LaCroix
A2. #HR reps & leaders need to stay on top of regulators & communicate w/ employees because open dialogue/transparency = key #tchatGabrielle Kur
A2: I’m gonna go for the low-hanging fruit: hierarchical? #TChatBrent Skinner
A2: Probably most any style would work with a #veteran, as long as respectful management is taking place #TChatJobsite.com
Q3: What role can technology play in forging more constructive ties between business and policy makers? #tchatDonna Rogers, SPHR
A3: It’s all about communication #tchatJobsite.com
A3. The solution to everything: Engagement, engagement, engagement! #tchatMichael Clark
A3: I tell you what, Labor/HR Policymakers should join #tchat! Would they ever get a snootful!Mark Salke
A3. Interesting, that so many of us know what to do: Focus on people first! Yet, it’s not happening like it could. #tchatMichael Clark
A3 Technology is great, but it’s a mere vessel. Plain old communication is still king in many instances & that is failing miserably. #TChatJanine Truitt
#Tchat A3 by listening to chats or conversations on the social web, policy makers can understand better what needs to be addressed & howMila Araujo
A3 – Social media seriously enables the fringes of a company to move their ideas across the matrix #TChatLeAnna J. Carey
A3: Tech. can help bis/policymakers understand & respond to realtime issues. (see:Newark Mayor @CoryBooker using Twitter for #Sandy) #TChatIntern Employers
A3 – Tech is quick and sexy. Longterm, still imp’t to know your stuff, be rational, reasonable, have relationships. #tchatAnne Messenger
They do but you can follow up w/ mail. @AlliPolin: A3: I use tech to get in touch with my legislators. not sure if they get my msg :/ #tchatMike Walters
A3. Governmental institutions and policy makers should be required to participate in the Social Revolution. #tchatMichael Clark
A3. HR must be tech savvy – not to limit tech, but learn its potential to increase engagement and productivity. #tchatChris Fields
A3 Social media is a game changer and so is analytics – tech is a tool – not what you have so much as what you do with it #tchatnancyrubin
A3. Also use #SoMe and tech to stay informed – in addition to communicating. #haveavoice #tchatTiffany Kuehl
A3: Technology should also help identify drivers of performance as well as critical problems to be resolved thru effective policies #tchatIrene Becker
A3 Tech has to be “sold” to the policy makers to show that it is efficient, cost effective & that u can’t hide from progress. #TChatEnzo Guardino
A3: Technology is a tool that will amplify the values of the organization, for good or ill #tchatGreg Marcus
A3. The development of #socialmedia has been life changing for gov relations! It demands transparency & 2-way comm #tchatGabrielle Kur
A3. Tech has brought more open communication than ever, supporting collaboration in a virtual way:) #TchatNisha Raghavan
A3) policy makers need help getting the right data, right info. With technology, there’s too much noise. Gotta be smart to filter it #tchatRich Grant
A3: #HRVoice Baby! Using tech to write your MOC makes sure u #haveavoice with Legislators! #tchat #SHRMLEADKathleen Coulombe
Lemme know when u find it MT @brentskinner A3: Where is the SoMe chat where fed regulators discuss their ideas with biz leaders? Hmm? #TCHatRobert Moore
A3. Tech can speed things up… Make it happen faster. 2 Edge sword #Tchat #SHRMLeadDave Ryan, SPHR
A3: Tech, when used well, can make info available real time to HR and create a forum for questions / clarification / input #tchatAlli Polin
A3 Technology opens up more avenues for greater communication #TchatChelsea C
A3: #SocialMedia has great power through visibility – use it wisely and often. #tchatKathy Herndon, GPHR
A3: Technology provides data, but it must be used to formutlate policies to optimize human potential, business growth and survival #tchatIrene Becker
A3: For starters, helping to consolidate disparate systems into a manageable network for such a complex array of, well, stuff. #tchatKevin W. Grossman
A3: I use tech to get in touch with my legislators… not sure if they get my msg :/ when no response #tchatAlli Polin
A3 – Done well, technology can quickly arm HR leaders with accurate data to make their case. #tchatAnne Messenger
A3: Technology is a tool to compile data. Relevant good policy is about addressing urgent prob-youth unemploy, aging pop etc. #tchatIrene Becker
A3: Policy makers need to actively engage technology for anything else to happen. #tchatRob McGahen
A3: Where is the social media chat where federal regulators discuss their ideas with biz leaders? Hmm? #TCHatBrent Skinner
A3. Technology allows us to share but as we’ve seen in the news some stuff shouldn’t be shared. Tech can change security policies #tchatChris Fields
A3) Technology compresses space and time – makes communication and collaboration easier (or should) #tchatnancyrubin
A3 technology has the ability to provide accurate measures and transparency to each side govt/business/workforce #tchatShawn LaCroix
A3 Business and policy makers should have their ears to social media- #TChat perhaps- to hear what people really think. #realitycheck #TChatJanine Truitt
A3) use of technology to provide policy makers with better data. Not more, but more actionable data #tchatRich Grant
A3: Track. Communicate. Hold policymakers accountable to their word and good practices. #TChatJon M
A3: Technology is a tool that can enable policy makers to understand facts, formulate policy to help critical areas. #tchatIrene Becker
A3 HR has not kept pace w/the changing market requirements – intrapreneurs & tech innovation are needed to sustain co’s #TchatLeAnna J. Carey
A3: Policy makers can engage technology. It’s not 1950 anymore. #tchatRob McGahen
A3: #SocialMedia has great power through visibility – use it wisely and often. #tchatKathy Herndon, GPHR
A3 Tech has paved way 4 more open communication between biz & policy makers. When I was House staffer, #SM didn’t exist! #tchat #shrmleadLisa Horn
A3 Thirdly (tertiarily?), monitor trends in work/labor to ID potential issues and provide guidance #TchatTodd Noebel
Q4: To what degree is public policy helping or hindering innovation in talent strategy? What should HR do? #tchatDonna Rogers, SPHR
Deaf, DUMB & blind is the norm. @ReCenterMoment: A4. Attention, policy makers! Can you hear us? Is this thing working? Hello!?! #tchatEnzo Guardino
A4. Attention, policy makers! Can you hear us? Is this thing working? Hello!?! #tchatMichael Clark
A4: Advocacy & innovation can play together #tchatAlli Polin
A4. I have a lot to learn about public policy, but I know the “human” in human resources quite well. #tchatMichael Clark
A4: could/should policy address the issue of workplace bullying? #tchatGreg Marcus
A4. We can’t keep chopping away at the trunk, while urging the top to grow. #tchatMichael Clark
A4 In gov’t & for federal contractors #OFCCP gets a bad rap, but I see it as a means of keeping things fair and equitable in hiring #TChatJanine Truitt
A4. It has never more important for HR professionals to receive continuing education and training. #tchatMichael Clark
A4: healthcare policy has a huge impact on HR #tchatGreg Marcus
A4. Creating insecurity in your HR department, creates insecurity in the entire organization. #tchatMichael Clark
A4. Reducing retirement security creates a lot of insecurity. #tchatMichael Clark
A4 Public policy that promotes a feeling of worth of an individual promotes innovation & a person more likely to speak up, feel free! #TChatIan Welsh
A4. Middle managers and human professionals must collaborate to attract, develop, retain, transform talent. #tchatMichael Clark
A4: Public policy should only be about public employees. Let private sector alone. Free market works. Best Orgs/culture/leaders win #TChatKeith C Rogers
A4 If we managed risk, issues, and ethics appropriately-at the business level we would not be dealing with EEO, OFCCP, NLRB etc. #TChatJanine Truitt
A4. My experience has proven HR #Leadership is critical for bringing world of work into 21st century. #tchatMichael Clark
A4: Policy comes from improper use of innovation. #tchatRob McGahen
A4: How long does it actually take for an idea to become policy, weeks, months…years?? #TChatRobert Rojo
A4: Guidelines are good as long as they do not restrict creativity or allow for a monopoly. #tchatJobsite.com
A4: It sounds wrong, but with regards to policy, do the minimum required. Dedicate resources to talent development. #tchatKathy Herndon, GPHR
A4: I used to be the one that trained on OFCCP – yikes! Still, many were challenged to comply even after understanding #tchatAlli Polin
A4: Policies like #sec127 help #HR profs recruit and retain talent. Vital to ensure US competitiveness. #SHRMLEAD #TchatKathleen Coulombe
A4) outdated policy is why the US EI system bleeds $17B to fraud EVERY year. Don’t count on policy to improve HR. #TChatJonathan Kreindler
A4: HR can still be compliant w/o letting policy interpretation win over doing what’s right for people #tchatAlli Polin
A4. Because of the complexity of integrating social media, power is shifting back to HR. #tchatMichael Clark
A4 Simply no $ available. We need to convince the simple principle that they have to invest in the future; redirect useless spending. #TChatEnzo Guardino
A4: Sometimes policy can be tone-deaf to the dynamic nature of talent acquisition? #TCHatBrent Skinner
A4: This one is tough & answers could be controversial? #TCHatBrent Skinner
A4. Entrepreneurs are too busy doing-being “their thing” to focus much on public policy. #tchatMichael Clark
A4. invest in your employees, their development, and give them the empowerment to be innovative. educate them #tchatAshley Lauren Perez
A4 Public policy scares HR into becoming compliance zombies. This kills innovation & the bigger picture gets lost in translation. #TChatJanine Truitt
A4: PubPolicy makes it more arduous to fire underperformers. HR must ensure better hiring strategies & processes. #TchatJohn R. Bell
A4. I think public policy is behind tech so it does not hinder…policy tends to be reactionary … #tchatChris Fields
A4: Hiring more PT to avoid $$$ implications of FT hires is not putting talent strategy or innovation first #tchatAlli Polin
A4: Innovation is always ahead of policy. People who use that innovation for bad forces policy to be developed. #tchatRob McGahen
A4. The best talent in the best organizations does not think about public policy at all. #tchatMichael Clark
A4: HR needs to educate & advocate internally for talent. #tchatAlli Polin
A4) same as A1) Policy lags, innovation leads. If we wait for policy we’ll never be innovative enough to be competitive. #tchatJonathan Kreindler
A4 There is policy concerning ATS and EEOC requirements – how is that playing out? #tchatMarla Gottschalk PhD
A4: #TChat to Washington! Raise your voice! #tchatKathy Herndon, GPHR
A4: Join SHRM and storm DC! #tchatKevin W. Grossman
Q5: Should some aspects of the workplace remain separate from public policy oversight? Why and how? #tchatDonna Rogers, SPHR
A5) Yes – anything that has to happen quickly. #tchat #booyah!Jonathan Kreindler
A5: I’m gonna go off the beaten path and say no. Keep friends close and enemies closer #TChatIntern Employers
A5 There always has to be some oversight to determine where public policy may be necessary #TChatIan Welsh
A5 How the money is spent…give us the dosh and leave us alone to spend it ad we see fit…then revel in the results. #TChatEnzo Guardino
A5. Boutique organizations, driven by entrepreneurs, are central players in transforming world of work. #tchatMichael Clark
A5 But alas, people will always try to abuse others and privileges and this is why public policy and HR will be the best of friends. #TChatJanine Truitt
A5: I’m hard pressed to find a place that policy doesn’t already play a part. #tchatAlli Polin
A5 In a perfect world, we would shower our businesses and employees with HR goodness and innovation w/o fear of policy backlash. #TChatJanine Truitt
A5 Of course. But if there are abuses, it will be legislated. #tchatMarla Gottschalk PhD
A5: Can oversight be separate from regulation? Telling how vs. protecting rights? #tchatAlli Polin
A5. It really depends on your political views. One side believes in more gov. control and regulation. The other side doesn’t. #tchatMike Walters
A5: Nearly every aspect of employment process already dictated by federal statute or regulation #tchat #shrmleadLisa Horn
A5: WHOA!! This is such a dangerous and fiery topic – especially following the election #tchatJobsite.com
A5: If you are doing the right thing, then yes! #tchatRob McGahen
A5: Small companies need different policies that large ones. “It just isn’t fair” cried the left… #tchatRayanne
A5: More of it than what is now? #TChatBrent Skinner
A5: Public oversight has no idea what the true work environment is like – they aren’t even good listeners #tchatRayanne
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-11-15 17:26:132020-05-25 15:50:29HR on the High Road in DC: #TChat Recap
Birds aren’t known to be mental giants. After all, does anyone really want to be called a “bird brain?” Yet, when it comes to communities, perhaps one of the smartest things you can do is to think like a bird.
At least that’s one way to summarize the wisdom shared at last night’s #TChat, where the discussion focused on the role of leadership and social media in empowering successful communities. These comments sparked my imagination:
“When birds migrate south they take turns being the leader. Drafting is tough.” @DavidSmooke
“And from afar the shape looks the same. The opportunity to lead as one.” @DavidSmooke
Similarly, human birds of a feather flock together in online communities. But the model must be sustainable. It’s essential for members to contribute individually, so the group can move forward collectively — whether the community is intended purely for the pleasure of social exchange, or for professional networking and talent development. As some #TChat-ters noted…
“Both social and talent communities are about learning, connecting and engaging.” @susanavello
“More similarities between talent and social communities than differences, it seems…” @YouTernMark
“Communication, connection and collaboration: a trio that works well…” @TaraMarkus
Just as with winged migration, every community has a purpose. Birds don’t fly for the sake of movement. They are en route to a destination, using both individual skill and collective strength to move the flock to its goal.
So, what are the implications for online community leadership? What’s the best approach to move a human flock forward in a loosely-coupled, but sustainable way? Some suggested that it requires a particular type of leadership, one that doesn’t easily fit into the classic command-and-control mold:
“The leader’s sweet spot is with the community – not behind or in front but listening & pointing the way.” @AlliPolin
“Leadership within talent communities is inclusive, open and dynamic.” @ReCenterMoment
On the other hand, some participants underscored the need for social leadership that carries over from the best real world organizational settings:
Regardless, for a loosely coupled talent community to thrive, its leaders and participants must embrace the community’s interests. Just as with birds of a feather who aim to reach a distant destination together, sustainable communities require individual skill, combined with collective engagement, and awareness of a common purpose.
Technology can provide tools to connect us in real time. Leadership can offer guidance and direction. But ultimately, the power to propel a community forward rests in the hands of those who show up.
Want to learn more? For complete insights from the discussion stream, see the highlight slideshow at the end of this post.
# # #
Highlights & What’s Ahead on #TChat
Did you miss the #TChat preview? Go here. Are you looking for the highlights slideshow? Keep scrolling to the end of this post.
NOTE: If you’re a blogger, and this #TChat session inspired you to write about social communities, we’re happy to share your thoughts with others. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community — with many ideas worthy of sharing. So let’s capture as many of them as possible!
We hope you’ll join us next Wednesday at 7pm ET / 4pm PT for another #TChat. We’ll be exploring issues related to military veterans in the workforce. Look for the preview early next week via @TalentCulture and #TChat. Enjoy your weekend!
It’s no secret that social media has become a game-changing influence on customer-facing business functions. The immediacy and transparency of social business requires a whole new level of flexibility and responsiveness from marketing and sales. But along with that shift, organizations are feeling an associated pull to integrate social tools and processes into other business functions, as well.
This is both a tremendous challenge and opportunity — with potential to transform every aspect of business life. So naturally, there are profound implications for Human Resources. But as TalentCulture‘s Meghan M. Biro noted in a recent Forbes.com post (5 Ways to Rockstar HR Leadership), common sense can be a powerful guiding principle — especially when innovation is in the air.
This shift isn’t just about socializing HR operations with new technology. At a deeper level, it’s about the cultural shift that HR can choose to model and champion for others. When disruption is a way of business life, resiliency is its closest ally. Therefore, as change becomes the only constant, HR leaders can play a critical role in moving their organizations toward more adaptive, agile cultural norms.
Talent 2.0 — No Turning Back
This was the focus of yesterday’s #TChat discussion “HR Rockstars – Moving at the Speed of Business,” prompting 340 contributors to step into the spotlight and breathe life into the agenda with a nonstop stream of ideas that echoed across Twitter. In only one hour, 2,100 tweets generated 11.7 million impressions. That loud collective voice, scrolling by at breakneck speed, is a living example of social HR rock stars in action!
The hour was marked with many high notes — most of which are captured in the Storify slideshow at the end of this post (see below). So, rather than trying to recap overall sentiment, the smartest way to honor the session might simply be to get out of the way, and let the highlights speak for themselves.
But before I step aside, I’d like to share several items that resonated with me:
“The speed of business is the speed of the slowest decision…” @IncentIntel
Implication: HR serves the larger organization — it does not control pace, flow or direction. However, it can influence those factors. This is where HR can add value, with proactive guidance.
“In a complex work environment, capacity to negotiate agreements & hold each other accountable is key. Speed can’t depend on hierarchy” @SusanMazza
Implication: By forging relationships based on mutual interests and trust, HR can create a framework that decentralizes decision-making, while minimizing friction and inertia.
“The best talent is not looking for work, but they’re social. Successful HR is networking to recruit talent.” @ValaAfshar
Implication: The strongest candidates are already working at the speed of business. HR must keep pace and catch them in that stream — or face the consequences of letting socially adept talent pass by.
Implication: As illustrated in Jesse Lyn’s post about NASA’s Apollo project, “Where” is important, but “Why” is even more vital — especially in complex, uncertain, fast-moving environments.
The Road Ahead – Are We There Yet?
With so many thoughtful, relevant ideas about how to move HR to the next level, I wonder: How many organizations have arrived or are even close to achieving a 2.0 vision? And how long will it take before it becomes a reality for the rest of us?
Let’s Keep the Conversation Alive! If you joined last night’s forum, which ideas were most meaningful for you? How will you apply them? Please tell us! Add comments below — or if you blog about it let us know by posting a Twitter link with the #TChat hashtag. We’d like to share your ideas with the TalentCulture community here and via @TalentCulture.
Coming Up on #TChat
Join us next week (Wednesday at 7pmET/4pmPT), as we dive more deeply into the concept of Employee Engagement. Look for a full preview next Monday via @TalentCulture and #TChat. Thanks again for your interest and your contributions!
Storified by TalentCulture · Wed, Oct 10 2012 20:45:18
TONIGHT! #TChat is jammin at 7pmET. Grab a front-row seat for “#HR Moving Speed of Biz” Qs https://talentculture.wpengine.com/culture/tchat-preview-hr-rock-stars-business-speed/ http://pic.twitter.com/4eXcQoDa @kkruseSocialMediaSean
BOOM! >> Q1: What exactly is the “speed of business” Why do we penalize HR for not moving at it? #TChatMeghan M. Biro
A1 In a lot of corps, HR responds to shortages rather than proactively identifying potential shortcomings.So, slower. #TChatJanis Stacy
A1: Sometimes the speed of business must be tempered, esp when the tools haven’t caught up to the concepts. #tchatSalary School
A1: HR is often an afterthought when key decisions are made #tchatAlli Polin
A1: HR not seen as an asset looked at as overhead and treated accordingly, not kept informed or asked for input. #TChatRobert Rojo
A1. Doesn’t this all boil down to HR getting a ring seat when decisions are made? #tchatTerri Klass
A1 – hr needs to push out admin to the fringes to focus on the core needs of the org… that will increase response/speed #tchatPaul Hebert
@gingerconsult A1: Are HR pegged as being behind the times because they are? or because its perceived? <== BOTH IMO! #tchatCASUDI
A1. Sometimes HR hears about things much later than the rest of the organization. Problem with that. #tchatTerri Klass
A1: Shipping versions avoids news to wait for perfection…which never happens anyway. The business wants that. #tchatBill Cushard
A1 So, what drives HR? Innovation – compliance? Enlighten me… #TChatMarla Gottschalk PhD
A1 Perhaps it’s a perspectives thing. Business focuses on meeting customer needs and HR focuses on the corp itself. #TChatJanis Stacy
A1: HR needs to think more like software developers and product mgrs…and ship services in versions… #tchatBill Cushard
A1: Must blame someone for reason our business is not moving as fast as we say it is. #HR good target #TChatSean Charles
A1: The customer (biz) determines the speed and HR has to understand & adjust. Innovation is an HR competency! #tchatLaTonya Wilkins
A1:How fast the processes are executed, some of which we have no control or say in. #TChatRobert Rojo
#Leaders – Tough to escape? @MRGottschalk: A1 Is it the speed of innovation? What sets the speed? #TChatMeghan M. Biro
A1: HR is often too busy w/admin to focus on #innovation or business change #tchatAlli Polin
A1 – most decisions in business are made on front lines – HR is back at field HQ – can’t keep up if not in the fray no? #tchatPaul Hebert
A1: The speed of business oughtta be the speed of humans, and nothing else. #TChatBrent Skinner
A1. “Speed of Business” the rate at which human potential converts into performance/profit. Orgs focus on outcome before input (HR). #tchatSalima Nathoo
A1: If you don’t move fast enough, you end up like MySpace or AltaVista and you don’t even know what hit you. #tchatBill Cushard
A1. Not sure about penalizing HR, BUT business must keep pace w/market & support systems must keep stride. #tchatSheree Van Vreede
A1 Is it the speed of innovation? What sets the speed? #TChatMarla Gottschalk PhD
Love! And Welcome Ian! @ianclive: A1 Speed of business is illusion – HR has to keep relevant and on time! #TChatMeghan M. Biro
A1 – confusing activity with productivity – speed with responsiveness? #tchatPaul Hebert
A1. HR has to reconsider a lot of things when change occurs: compensation, career paths, job descriptions, culture, etc – its a lot #tchatAshley Lauren Perez
A1. Trying to keep up with all the constant changes but HR can get bogged down in legal junk. #tchatTerri Klass
A1 Speed of business is illusion – HR has to keep relevant and on time! #TChatIan Welsh
A1: speed skills. #tchatBill Cushard
A1: In the past, HR has been too focused on compliance & therefore didn’t move “at the speed of business.” #tchatBob Lehto
A1: The speed of biz is the speed of tech, but why must it be? Would ppl mgmt be better moving @ speed of humans? #tchatBrent Skinner
#TChat – A1 – Speed of your business can be defined by your client/customer needs. In today’s market, you had better be fast.Michael!
A1..the “speed of business” is knowing that if you slow down, competitors behind you will quickly pass you!! #tchatTrevor Acedne
A1. HR might fall behind bc it’s one of the few depts that encompass EVERYTHING and EVERYONE. gotta wait for everyone to be on board #tchatAshley Lauren Perez
A1. Speed that leaders say is needed to support a competitive strategy. HR is rightfully cautious on human commitments. #tchatThinkCEO
A1: Business moves based on a 1000 decisions a day & HR not always kept in the loop until it’s radical change #tchatAlli Polin
A1: To be agile with the market — but, someone’s gotta help watch those messy, pesky humans. #tchatKevin W. Grossman
A1: hr (i think) is oushing hard to move butoften lacks a seat at the table with CXO to get momentum #tchatJen PhillipsKirkwood
A1: Moving ahead of the pack, yet HR gets pegged as being antiquated and behind the times #tchatJen Olney
A1 – speed of business is the speed of the slowest decision – for HR that means many slower depts. impede HR #tchatPaul Hebert
A1: “Speed of business” is instant today. #HR often gets penalized because it’s often a culture of compliance + transactions. #TChatAndrew Henck
A1: Speed of business for HR is “adoption AFTER industry wide verification” (& for good reason). They’ll never be Buzz Lightyear. #tchatKeith Punches
A1) isn’t that code for “doing more with less” after a round of downsizing? #tchatRich Grant
>> Q2: “If it wasn’t for those pesky humans”: Why do we need HR to regulate ourselves? #TChatMeghan M. Biro
A2: “Who” says we need #HR to regulate ourselves? Think about that for a minute. #TChatBrent Skinner
A2: Like the idea in theory, in practice HR would need more power/responsibility in certain inds 2 meet the compliance dept halfway #tchatSunny Shao
I’ve seen HR override mgrs. Haven’t you? MT @shawnlacroix A2 I dislike idea of HR as police/regulators. Ultimately action is from mgr #TChatExpertus
A2: We don’t need #HR to regulate ourselves; we need it to facilitate our “selves.” #TChatBrent Skinner
A2. Maybe HR needs to lead with presence and humanity. The regulations will follow and protect. #tchatTerri Klass
A2: In entrepreneurial companies, don’t have formal HR. Try to lead with good practices, build culture, keep some consistency. #TChatJon M
A2 – is HR in a codependent relationship with management – allowing them to NOT do their job with their employees? #tchatPaul Hebert
A2. HR changes the speed of business execution to the speed of business effectiveness. #tchatThinkCEO
A2 I dislike the idea that HR is the police or regulators. Ultimately any action comes from the manager Employees don’t work for hr #tchatShawn LaCroix
A2. HR helps protect employees from themselves and others. HR helps protect the business from themselves and hot-messed employees #tchatAshley Lauren Perez
A2 HR is needed to regulate as
management will not regulate themselves – a worsening situation! #TChatIan Welsh
A2: HR too often is the voice of reason when biz forgets that the bottom line is people impact #tchatAlli Polin
A2: I think a fear of risk & trend toward #mgmt “taking things off the plate”—once functions are moved, there’s a disconnect. #TChat #HRShawna Kelly
A2: Self-Discipline is not effectively taught in the workplace therefore we must manage it #TChatSean Charles
A2: HR keep the chaos to a minimum and brings process to the workplace #tchatJen Olney
A2. HR establishes the guidelines that keep us from overstepping the line. We’re only human, we make mistakes. #TChatGabrielle Kur
A2 Good point about #HR bringing the “consistency” ingredient (missed who tweeted this?) #tchatCASUDI
A2. Sometimes these regulations help create a foundation to build an innovative workforce for the future. #tchatAshley Lauren Perez
A2 HR have to be the fastest thinkers in a reactive crisis driven environment! As fast as anyone else #TChatIan Welsh
A2: Do we? HR should be measured on employee relations results. More engaged employees=fewer issues. Freedom & seat at table are key #tchatLaTonya Wilkins
A2 HR role should enable not regulate #tchatMorag Barrett
A2: We need an effective people function that we can align ourselves to (culture/values/mission). #TChatAndrew Henck
A2. HR is a special brand of leadership and we need it to regulate business to stay human in practice not on paper. #tchatSalima Nathoo
A2: Hey, it would be great if “HR” could stay focused on attraction, recruiting, hiring, developing and retaining, right? #tchatKevin W. Grossman
A2: HR is often order among chaos! #tchatKiara Robinson
A2: Without the human, wouldn’t HR just be IT? #TChatJanis Stacy
A2. HR helps limit workplace chaos and helps ensure we have a consistent answer when we’re questioned why we do certain things #tchatAshley Lauren Perez
A2: Que The Human League “I’m only human. Of flesh and blood i’m made. Born to make mistakes” #tchatKeith Punches
A2. Honestly- somedays I feel like it’s too regulated but i know that it is this way to ensure everything is fair #tchatAshley Lauren Perez
A2: The muscles between non-HR brains, mouths and fingertips are usually fast-twitch. HR..slow twitch. #tchatKeith Punches
A2. (HR knows that) not everything that can be counted matters, & not everything that matters can be counted. Einstein #tchatThinkCEO
Q3 How can leadership (including HR) help reduce need to self-regulate & create cultures of trust & productivity? #TChatMeghan M. Biro
A3: Hiring, being cognizant about what kinds of people & actions you want in that trusting enviro—then build/remodel accordingly. #TChat #HRShawna Kelly
A3: Have expectations and hold people accountable! #tchatRob McGahen
A3: We need thermostats to efficiently control our energy/heat, do you think Human behavior is easier and may not need regulation? #TChatJanis Stacy
A3: in complex wk envirnmnt capacity to negotiate agreements and hold each other accountable is key – speed cant depend on hierarchy #tchatSusan Mazza
A3: Regulate not too much, not too little, smartly & not myopically. Then, trust the free people market. #tchatBrent Skinner
A3: Lead by example, hold everyone accountable and reward excellence. Be an encourager. #TchatLori~TranslationLady
A3. we’re all adults in the workforce (mostly)- lay down the expectations and let people rise to the occasion- they may WOW you #tchatAshley Lauren Perez
A3: If your people function wants to trust your folks, let them run w/ that bold idea and take a risk. #TChatAndrew Henck
A3: By respecting each individual’s ability to be productive and re-inforcing expectations positively. #tchat #HRTess C. Taylor, PHR
A3: Empower employees to take personal accountability for successes & failures of their team #TChatSean Charles
A3. Publicly align & include HR in strategy initiatives; show the value people play in growth. #tchatThinkCEO
A3: Let the front lines lead too! Everyone plays a part & needs to be accountable #tchatAlli Polin
A3. In a way, don’t we all need a model to look to for an example of what to do/not to do? #tchatGabrielle Kur
#Tchat A3: develop strong practices for #accountability and a culture that facilitates people holding each other accountableSusan Mazza
A3: We **still** need to find ways to measure data and stay human as leaders #TChatMeghan M. Biro
A3. HR needs to be *consistently* taken seriously as a business partner that impacts the bottom line in a positive way. #tchatSalima Nathoo
A3. by giving people the resources, mentoring, feedback, and space to prove their trustworthiness and productivity #tchatAshley Lauren Perez
A3 put ownership of employee issues/decisions on managers. Lead with integrity. #tchatShawn LaCroix
A3 leaders have to start by trusting the employees and themselves to always make the best decisions on their own (walk the talk) #TChatDonna Rogers, SPHR
A3: Throw out the time clock. Ask your people how they work best. Adapt + empower. #TChatAndrew Henck
A3: Social skills and impulse control development from early education on. #tchatKevin W. Grossman
A3 HR professionals should be allowed to show and use their facilitation skills, instead of regulatory. #TChatMelissa Lamson
A3: Being accessible, guiding without dictating – people will rise to meet the expectations of them #tchatAlli Polin
A3. Through consistent, clear, and honest COMMUNICATION across all levels and channels of the organization. #TChat #HR #SocialBusinessSamantha Sallovitz
Bam! @marksalke: A3: By placing trust in empowered people & trusting them to do right thing. People in appropriate roles will excel. #tchatSean Charles
A3: Reward leaders for good people management practices (retention, succession, engagement, etc.) #tchatLaTonya Wilkins
A3: We always need to “self regulate”. Better question(?) “how do we help employees increase their emotional maturity” #tchatKeith Punches
A3 Hire RIGHT in first place with people/individuals that fit & can contribute to culture long term. #tchatCASUDI
A3: By placing trust in empowered people and trusting them to do the right thing. People in appropriate roles will excel. #tchatMark Salke
Model trust by trusting and treating employees like the adults they are. Lead by example. #duh A3 #TChatJocelyn Aucoin
A3. Leadership needs to create a culture of accountability and concern for one another. #tchatTerri Klass
A3: Bold #leadership that is forward thinking and knows they hired people for a reason, equipping them for success. #TChatAndrew Henck
A3: Psychological and workplace simulation screening. What? Don’t look at me that way. #tchatKevin W. Grossman
A3. Is HR considered leadership? #tchatSheree Van Vreede
A3: By setting up guidelines and giving mgrs tools to be effective, HR can facilitate efficient business. #tchatSalary School
A3 – reinforce those doing it right – get rid of those not – pretty simple. Assumes co’s think ppl mgtmnt is a core mgr skill #tchatPaul Hebert
Q4: What metrics should leadership (including HR) focus on to move at the speed of business & why? #TChatMeghan M. Biro
A4 Biometrics – Happy and healthy staff will row the company better than sad, frustrated people. #tchatEnzo Guardino
A4: Sorry, but I think most employees don’t trust HR metric input, so I don’t know how relevant those metrics are. #TChatJanis Stacy
A4- and cros
s aggregate co data with other biz market intelligence to predict trends and proactively change direction of co vision #tchatJen PhillipsKirkwood
A4 Dispute resolution, grievances, litigation, satisfaction data #TChatIan Welsh
A4: Use same business levers and translate to fit HR; apply metrics that are quantifiable and not “HR centric.” #tchatLaTonya Wilkins
A4: The data proves out the results seen in the bottom line that the leadership brings in the intangibles they bring to the table #tchatJen Olney
A4: Whatever is needed in your industry to grow profits and customer satisfaction. #tchatRob McGahen
A4. HR metrics have to tie/translate to EBITDA growth; plenty companies have gone under w/happy employees. #tchatThinkCEO
A4 Cost per lost employee – #TChatMarla Gottschalk PhD
A4 Bottom line(?) resulting from up-tic employees v employee turnover(?) from down-tic employees #tchatCASUDI
A4: When was the last “town hall/office hours” with your CEO? Folks in agile orgs believe in the CEO’s vision + move with them. #TChatAndrew Henck
A4.There’s often an over-dependence by leadership on metrics.Data can be misconstrued+attitude,integrity+commitment are hard2measure #tchatRichard Brody
@brentskinner A4: IMO engagement surveys tell the story but not why the results are the way they are. How do you dig deeper? #tchatAmanda Sterling
A4: Cost per hire, retention, profit per employee #TChatSean Charles
A4 – Retention and increased revenues are key indicators of moving at the speed of business. #tchat #hrTess C. Taylor, PHR
A4: Is there a glimmer of excitement and engagement in the eyes of your team members? An eye test of leadership. #TChatJon M
A4 Creating the conditions for flexible work structures & agile business processes are critical, too! #TCHatMelissa Lamson
A4 – as a manager my only concern was were my staff getting promoted, better or leaving (sometimes that is the best thing) #tchatPaul Hebert
@AlliPolin @MeghanMBiro A4: like your point about staying AND thriving no point having dead weight #tchatAmanda Sterling
A4. Turnover stats are critical and is there a culture of happiness and growth. #tchatTerri Klass
A4: Metrics that help optimize structure and control organization costs, while maximizing productivity =good for HR #tchatSalary School
A4: Engagement metrics prob tell a big story. If they’re down, maybe you’re moving too fast for your talent engage. #tchatBrent Skinner
A4: employee engagement for starters + track new ideas created/submitted by employees. If # is high, they’re on board. #tchatTony Vengrove
A4: Pockets of vol & invol turn over tell a story that matters to the #culture and people #tchatAlli Polin
A4: Another question for your people function: “How supportive were folks w/ the last change initiative?” #TChatAndrew Henck
A4 #Globalexpansion & #global image should be assessed & measured. What are people saying about you around the world? #TChatMelissa Lamson
A4: Retention, years of service and recruitment data are key performance indicators for leadership for HR to review #tchatJen Olney
@KeithPunches A4. How about measuring employee capability progress – e.g. newbie >> rockstar? #tchatBob Lehto
A4: Top line revenue, profit/loss, accounts receivable/payable, cash on hand #TChatSean Charles
A4: Focus on the key performance indicators for your company! Happy employees and happy customers doesn’t hurt either. #tchatKiara Robinson
A4: Although there are tangible items, the intangibles matter, like how engage ppl are & level of innovation happening. #TChatJon M
A4. Retention * Productivity / EBITDA = 1 Big Happy Family #tchatThinkCEO
A4. Progression and performance metrics- we want to retain quality talent- how are we ensuring that they aren’t outgrowing us? #tchatAshley Lauren Perez
A4: Recruiting AND Retention data! Are your employees *staying* and thriving? #TChatMeghan M. Biro
A4 profit, growth and leaders/experts developed/ promoted and/or lost/turned. Cost of bad hire. #tchatShawn LaCroix
A4. All about value creation ultimately, so revenue/employee? #tchatBob Lehto
A4: Skills, competencies … who has them, where are they, how does it match w/future demand #tchatAlli Polin
A4 whatever metrics that are important in that industry – business must partner head to head with HR and vice versa. #TChatDonna Rogers, SPHR
A4: Retention, attrition, average years of service. These will show pockets where HR growth needs to happen. #tchatKeith Punches
A4 – whatever the companies metrics for success are… #tchatPaul Hebert
A4: Metric questions for your people function: What’s your turnover like? When was your last hire? How engaged are your folks? #TChatAndrew Henck
A4. when HR/Leaders hire someone, they should be forward thinking. How could this employee develop and progress in the co? #hiresmart #tchatAshley Lauren Perez
A4. Less metrics, please! #tchatSheree Van Vreede
A4. I think a lot that HR should consider should come straight from the employees- they make the business #tchatAshley Lauren Perez
Q5: Tech only moves @ the speed of biz if humans do too, so what kind of tech helps us meet in the middle? #TChatMeghan M. Biro
A5. Keep it simple, and keep it human. #tchatBob Lehto
A5: You have to give your people something they can actually use effectively, some are just to intimidated by the hi tech tools! #TChatRobert Rojo
@MeghanMBiro A5: Unified Communications including view of availability of SMEs, vdi, collaboration #TchatHope
A5. tech is awesome and efficient but there needs to be some HUMAN to it. otherwise #hrtech will automate us all out of HR jobs :) #tchatAshley Lauren Perez
@TranslationLady A5: Best when it’s a mix of old school and tech. Makes HR uhh, Human and Relating hehe. #TChatJanis Stacy
A5: Lo-tech should be the new hi-tech #tchatJen Olney
A5.the last thing you want to do is frustrate your employees with tech they don’t understand or don’t know how using it benefits them #tchatAshley Lauren Perez
A5: Email reminders for weekly “TalkWalk”—write 3 ?s needing deep thought—then get colleagues away from desks to walk/think together. #TChatShawna Kelly
A5: Focus on tools that invite collaboration, align with business goals and met the needs of the teams. Productivity shd be forefront #tchatJen Olney
A5: @JanisSpirit Great to use what is effective Old School combined with New School = GREAT! #TChatLori~TranslationLady
A5 tools that represent your brand well to internal/external clients. #tchatShawn LaCroix
A5: The right tech fits the org culture but should increase collaboration & real-time info #tchatAlli Polin
A5: A good ol’ fashioned face-to-face hallway conversation that solves a problem or sparks an idea. #TChatJon M
A5. tools that are relevant to the business, the mission, aligned with HR goals, and is user friendly for all people in the biz #tchatAshley Lauren Perez
A5 – telephone #tchatPaul Hebert
A5: Tools that are work with the needs of the business not for the sake of being the latest and greatest fad #tchatJen Olney
A5: Socialize your expectations of the value to be realized from social technology and engagement #TChatMeghan M. Biro
A5 Tech can move faster than anyone to handle a crisis and slower than HR working on a project #TChatIan Welsh
A5: Technology that connects people to customers, to ea
ch other, and to the business. Aligned, efficient, productive…. #TChatJon M
A5. The best tech is low tech: talk to people & listen. That’ll get you moving faster than any spreadsheet or report. #tchatThinkCEO
A5. Social tech because conversation and collective intelligence is the ultimate platform for workplace communication. #tchatSalima Nathoo
A5 Implement the tech that fits the employee focus/needs ~ be flex it changes:-) #tchatCASUDI
A5: Old school tech might help for a start. Business lunches or coffee with employees maybe? #TChatJanis Stacy
A5: Good judgment for balancing tech/people to meet your needs is invaluable. #TChatAndrew Henck
A5 Siri #tchat #lolShawn LaCroix
A5: In order for technology to move @ the speed of business, it must honor the human element #tchat #hrtechTess C. Taylor, PHR
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-10-11 12:07:532020-05-22 14:49:06HR Shifts to the Fast Lane: #TChat Recap
It’s a party! At least it’s a virtual party for TalentCulture World of Work. I’m very excited to announce the arrival of a new book from The Lead Change Group, “The Character-Based Leader,” with a chapter from yours truly (@MeghanMBiro) and more than 20 other authors.
The book looks at characteristics of leadership, running the gamut from the ability to communicate, to humility and trust, with lots of stops in between. It’s a huge accomplishment and a group effort, and it inspired us here at TalentCulture to look at the notion of character for this week’s #TChat.
What makes a leader? Is leadership an innate quality or a learned skill? Plenty of business schools argue for the latter. You could argue both positions, really, and you could also say that what makes a leader is a combination of both those ingredients, with different combinations apparent in different leaders. For many of us, however, the ability to lead is innate, in a person’s bones.
We all know people who lead because they crave power. Others were in the right place at the right time with the right skill set, and they’re now leaders. It’s a long shot that either group contains many character-based leaders, those people of integrity, humility, emotional intelligence and energy who make leadership look easy. Yet leadership isn’t easy; it takes character, will, energy and commitment, and anyone who’s done time in corporate America recognizes the importance of character in leaders and colleagues.
So here are our questions for this week’s #TChat Twitter conversation:
Q1: Some draw power from their position. Are they effective? Have expectations around positional leaders changed? #TChat
Q2: Does the character of an org’s leaders & staff matter to the bottom line? #TChat
Q3: What might character look like in the actions of positional leaders vs. other leaders vs. other employees? #TChat
Q4. How can leaders nurture & reward character in staff & other leaders & thus have a positive impact? #TChat
Q5: How does good character underpin an org’s brand & affect frontline leaders & staff in treating customers? #TChat
How did fall get here so fast? Please join us on Wednesday, Oct. 3, from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are) to discuss what makes a character-based leader and how to help those who aren’t as gifted in the area of character to learn the attributes of a good leader.
We hope to see you there. Joining me will be one of my co-authors, Susan Mazza (@SusanMazza), a speaker and coach, as well as founder of Random Acts of Leadership. We’re excited to have Susan co-leading this week’s discussion on Twitter. As usual, Kevin W. Grossman (@KevinWGrossman) will be there, too, along with the rest of the #TChat gang — and you.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-01 10:50:272020-05-22 14:48:01Leaders With & Without Character: #TChat Preview
It had been but a few days since I had joined Twitter. My time on the stream was spent searching terms like HR, workplace and innovation, and following those who shared content in these areas. I had been watching and listening to see who and what resonated with me, what ignited my brain, what made me go “ah-ha” when no one was watching me behind the comfort of my computer screen.
It came suddenly — 140 characters of a call to action. I couldn’t leave an idea behind, I just couldn’t and I didn’t. I typed what I thought and I clicked it out to the Twitterverse. I left everything on the social stage, and what happened next was unexpected and extraordinary: My tweet was quoted in the recap blog post. Validation — someone out there was listening.
By leaving no idea behind, I left an impression, a meaningful one, and here I am one year later writing the recap for the very chat that indoctrinated me into the social world of work.
Field Trip
I had the honor of attending the 13th Annual Illinois State Human Resource Conference and Exposition held just outside Chicago this week as a #TChat ambassador and collaborator. I helped facilitate our first-ever live #TChat event integrating social engagement with a traditional, brick-and-mortar conference. That’s what this week’s #TChat was about — leading at the intersection of social and physical, HR and digital, people and potential.
This week’s #TChat was also about removing the barrier blocking perceptions about social HR — by simply talking about social HR with workplace leaders on the front lines. When we remove walls, we find that we’ve always been just a few steps away from greatness, connecting face to face and sharing opportunities. This is HR 4.0 – it’s about celebrating the art of the social conversation across the organization, whether in person or in 140 characters.
Report Card
An A+ goes to our community at the conference and on Twitter, as well as our panel of leaders for waving the flag of workplace culture. That’s what it’s really about at the end of the day, right? We create the conditions for an organization to thrive in a sustainable way, and there will be more on that next week. As for this week’s event, we came from different countries and technologies, paraded our ideas, and cultivated connections. The exchanges were epic, and the event was unprecedented. #TChat Live at the Illinois State HR Conference & Expo was an Olympic event in the World of Work. …and everyone came out a winner.
Editor’s Note — Thank you for joining this week’s special-edition #TChat #ILSHRM event. Next week’s #TChat will occur at the regular time: 7pm ET (6-7pm CT, 4-5pm PT, or wherever you are). We look forward to seeing you there.
Image Credit: Stock.xchng
00Salima Nathoohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngSalima Nathoo2012-08-09 10:05:422020-05-22 14:44:51HR Is Not the Quiet Kid in the Boardroom…Anymore: #TChat Recap
Now, while many of us who participate regularly in the weekly #TChat Twitter Chat are unemployable freelance free spirits who wax poetically — and I say that with all due respect — I’d argue that most of those full-time and part-time jobs are on the job, meaning required to be in the office, in periodic collectives to individual desk time, most of the time.
My fellow free spirits may throw me statistics saying, “But look — more companies are open to telecommuting; more people are working from home!” Maybe. And maybe they’re working from home only one day a week, or every other week. Not a watershed moment in the progressive world of work history, but better than a stick in the eye, as my dad always says.
Keep in mind that when start-ups are building teams, most prefer to hire the core teams in their near vicinity to ensure a cultural gelling of sorts (not counting the development teams, which could be all over). And the rest of the corporate world really does want to see the white of their employees’ eyes, even if they have offices all over the world and do talk virtually to one another.
Back to us unemployable free spirits — that’s my name for those of us who would have a really tough time confined full-time or part-time to a 5′ x 5′ cubicle and a cold, gray metal desk, complete with locking cabinets stuffed with unusable stuff. Unemployable free spirits are the ones who challenge the status quo, who launch new, innovative ideas and businesses, and who help to generate new jobs. We’re the ones who move and school when it comes to changing the world of work, who convince business leaders to lighten up and embrace social media.
We’re the ones who help to inspire self-management and empowerment and working remotely, even autonomously when need be (and we do need be). We’re the ones who say employment brand and corporate brand are one and the same and should be treated as such.
We can’t have us without the other. The very nature of the 21st century bold entrepreneurial spirit has risen from the ashes of companies and jobs burned right down to the ground, while the interconnected global economics still pull painfully like a grand tug-of-war over a foggy moat of muck and misery. The teams of us and them and you run along the moat banks until we find the shortest distances across, finding common ground in reaching the other side, some semblance of progress.
It’s then that the connective hardware and software tissues of choice unite us all collaboratively, the fleeting phantom sinews that appear in the mist.
That’s when the magic happens.
Thank you for joining us, and check out the slide show below of yesterday’s chat. Your tweets lent insight into just what, exactly, it means to be on a team today — and it means a lot. If you missed the preview, click here. We’ll see you next week.
Storified by TalentCulture · Thu, Jun 14 2012 14:46:18
Hey #SHRM12 friends, we’d LOVE to hear from you at #TChat (http://su.pr/1FP6NA) at 7PM ET today! http://pic.twitter.com/Y14EbERaTalentCulture
#TChat Q1: Where do teams operate today: at work, elsewhere, or both?Rayanne
A1: Both! Technology allows teams to work from anywhere. One of our teams consists of folks in SF, Brazil, and the Philippines #tchatJoshua Barger
A1: Home & Virtual Offices, from Mobiles and Laptops, Starbucks to airports and Cubicle to Closed Doors. There is no longer a “norm” #tchatRayanne
A1. Highly effective teams operate at work and elsewhere. The key term there is “highly effective”. #TChatInsperity Careers
#Tchat A1 Teams operate in various places today. Workplace, remotely from home, coffee shop, library, really any place that has WIFI.Cyndy Trivella
A1: We work almost completely in the cloud. A few of us are geographically close, but can’t always meet in one place. #tchatBlogMutt
A1: #PinkPonies runs an L.A. based team via Google+ hangouts, Facebook, Pinterest and email… #3PChat #teams #Tchatprettypinkponies
@Ray_anne A1. Both! Location is evolving. It’s abt being able to get the work done and not so much where you are. #TchatAnita
#tchat A1 Teams are the medium through which all significant work occurs these days. To think big means to have a team perspective!Michael Leiter
#tchat a1: it’s a little of both. Better question – where don’t they operate!Michael Danubio
A1: I have two desktops, iPad, laptop & fully-loaded mobile device from which I work. My teams are as close as my internet connection #tchatRayanne
A1 Teams are very “customized” today ~ designed/created to work the best & at their best ~ whereever/however #tchatCASUDI
A1: I would say both, but each has its own specific rules. #TChatTom Bolt
A1: The Entire WORLD? #TChatMeghan M. Biro
A1 Effective teams work everywhere, not just at work. #tchatLouise DiCarlo
A1: I’d argue still more folk in the office, in person, then virtually elsewhere. #tchatKevin W. Grossman
Precisely! Great point +1 @mdanubio4: #tchat a1: its a little of both. Better question – where dont they operate! #TChatMeghan M. Biro
#Tchat A1 Being able to conduct business from anywhere is indicative of our society and how mobile we all are.Cyndy Trivella
A1: 24/7, offshore resources means around the clock work! #tchatPlatinum Resource
MT @cyndytrivella #Tchat A1 Teams operate in various places..Workplace, remotely from home, coffee shop, library..any place that has WIFI.Joe Sanchez
A1: My biggest problem (I’ve said this before): remembering where I saw a message: EM, Tw, FB, LI, IM, Text ??? So many ways to comm #tchatRayanne
A1: Teams seem to operate everywhere…depending on the “project” and “purpose” determines
how & how well they work. #TChatBarb Buckner
A1 From my days in healthcare, a mixture of in-house & remote teams; whole depts and/or project-based teams #TchatClaire Crossley
A1: Anywhere something great is happening #TChatJess ‘Babs’ Bahr
A1) Teams are everywhere. Virtual, office, wherever. Only requirement is working together towards common goal. #TchatKarleen Harp
#tchat. A1: Teams today are highly flexible and virtual….We adapt as far as technology will take us.Early Careerists
A1: With more virtual teams working on projects work and elsewhere are the same. #TChatTom Bolt
A1: With new flex schedules combined with technology teams today work anywhere at anytime. #tchatBeverly Davis
A1: I have colleagues in London and Sydney. Internet has sure helped these communications. #tchatRayanne
A1: Our teams collaborate online, in-person and separately. #3PChat #Tchatprettypinkponies
A1. Teams and teamwork are happening in all areas of work and professional lives. #tchatTerri Klass
A1: I attended University of Phoenix online and even there we had teams for out classes and projects! It was a requirement #TChatBarb Buckner
A1: A “regular office” is no longer the norm #tchatRayanne
A1. Teams are universal operations in the workplace & beyond & now form part of or compete with communities. #tchatSalima Nathoo
A1: In the office, remotely, coffee shops, via webex. Basically if you can connect ppl w/ some way to communicate, its there. #tchatEmilie Mecklenborg
A1: all is remote for my org ;-) #TChatStephen Van Vreede
#Tchat A1 As long as a people are given the means to communicate, most will.Cyndy Trivella
A1: Putting together an “elsewhere” virtual team means making special efforts to build relationships. #TChatTom Bolt
A1: We have teams all throughout the country, Canada, and Europe. But it takes a good culture to make it work #tchatAlere Wellbeing
#Tchat A1 The speed at which information flows requires us all to be nimble and agile to keep up.Cyndy Trivella
A1: Teams are everywhere that people are working together to make things better. Definitely not only in the office. #tchatBright.com
A1: I do think a lot of “us” – here now – are the growing exception to the in-office standard. #tchatKevin W. Grossman
A1. Don’t confuse teams with mere working groups. Teams have more focus and are cohesive. #tchatTerri Klass
A1: 12 years ago, initiated home-based call center agents nationwide, then added collocation facility #TchatStephen Van Vreede
Wise nuance here >> @gingerconsult: Its just a base these days @ray_anne: A1: A “regular office” is no longer the norm #TChatMeghan M. Biro
A1: Even brainstorming sessions are more prevelent these days…less info just passed on and more collaboration #TChatBarb Buckner
What’s regular anyway :-) @gingerconsult: @ray_anne: A1: A “regular office” is no longer the norm #tchatCASUDI
A1 As brick & mortar operations have decreased, virtual teams have increased. #tchatMarla Gottschalk PhD
A1: No more boundaries. Anywhere anytime #tchatHusamettin Erciyes
We want to hear more @ITtechExec: A1: 12 years ago, initiated home-based call center agents nationwide, added collocation facility #TChatMeghan M. Biro
#tchat A1: most recently I supported a team of 170 w ppl in US/Canada/Chile/China & JamaicaErin Hommeland
YES! And Yes @MRGottschalk: A1 As brick & mortar operations have decreased, virtual teams have increased. #TChatMeghan M. Biro
A1 Also – there are no definitive work hours anymore… Virtual is 24/7 #tchatLouise DiCarlo
I feel the same way! @CASUDI: Whats regular anyway :-) @gingerconsult: @ray_anne: A1: A “regular office” is no longer the norm #TChatMeghan M. Biro
A1: In today’s technological world teams can work from anywhere in the world! Only caveat is they have to still collaborate! #TChatPadma Mohanram
“@ITtechExec: A1: 12 years ago, initiated home-based call center agents nationwide, #Tchat” –> ahead of ur timeMichael Danubio
A1: Teams exist on their own, outside context of projects; ppl who belong to them yearn to work together again, someday. #TChatBrent Skinner
A1: Make it a priority to *meet* and touch base 1-2x a week to make sure everyone is on the same page. #tchatEmilie Mecklenborg
regarding Teams: Q2: How do leaders lead when professional networks are more fluid than ever? #TchatRayanne
A1 Teams today have the opportunity to work form anywhere at anytime. Takes a bit more co-ordination but technology makes it possible #TChatLinda Jonas
#tchat A2 Professional boundaries dissolve in the face of teams that focus on impact rather than prof identity.Michael Leiter
A2. Leaders have to be able to adapt to the changing ways of business. Only those who can will be successful leaders. #TChatInsperity Careers
A2: Leaders must be in the conversation stream and there is a need for more transparency because there IS more transparency #tchatRayanne
A2: Leaders need to stay true to core principles and always be on a learning path to enhance their approach. #TChatJon M
A2: Leaders lead by being equally involved…just sitting back and observing doesn’t cut it anymore #TChatBarb Buckner
A2 Through influence & expertise, not title. Results are key #TChatJess ‘Babs’ Bahr
A2 The better you lead, the more fluid the team, need to check your ego at the door, guide & encourage them, let them take the credit #tchatLouise DiCarlo
#Tchat A2 Leaders need 2 lead by setting example. If leaders embrace & accept fluid workspace, direct reports will B quicker 2 adapt.Cyndy Trivella
A2: Leaders have to be flexible and open to using all forms of medium & communication to interact with the team. #tchatEmilie Mecklenborg
A2. Good question. How do they lead? Not too well, IMO. All these tools to communicate & still don’t use them well. #tchatSheree Van Vreede
A2: By hiring those who self-manage and take care of business. #tchatKevin W. Grossman
A2 We need to be inclusive in our leadership w/ fluid teams & networks; engage so remote people don’t feel “out of touch” #TchatClaire Crossley
A2: Leaders of fluid teams must stay informed and make sure that the communication is transparent to all. #TChatTom Bolt
A2: Employees/Team members need to feel “part of” – there are so many ways to get info now, that even more transparency is a must. #tchatRayanne
A2. Leaders who adapt with the technology are typically more successful. They understand the needs and are progressive. #TChatInsperity Careers
A2. Learn, engage, adopt & repeat. The learning process never ends and open communication should be the norm. #TchatAnita
A2. Leaders lead by cultivating trust and accountability amongst all team members. #tchatTerri Klass
A2 A2 Really puts the focus back on the basics – communication, project management and feedback. #tchatMarla Gottschalk PhD
A2) Just as def of “team” is changing, I think def of “team leadership” is shifting. Distributed/shared, more personal responsibility #tchatExpertus
A2: Consensus, clarity in communication, agreements, staying organized #Tchatprettypinkponies
+1 “@KevinWGrossman: A2: By hiring those who self-manage and take care of business. #tchat”Claire Crossley
A2 It takes v intuitive, self-motivated leader to lead a virtual ~ remote team + impeccable communication skills. #tchatCASUDI
A2: It is about leading with clarit
y, communication. In one job, my whole team was in another location. It does work! #TChatJon M
A2: Guidelines for comms are a must. Knowing the best way to share info for each particular team is imperative #tchatRayanne
MT @CyndyTrivella A2 Leaders need 2 lead by setting example. If leaders embrace fluid workspace, direct reports wil B quicker 2 adapt #tchatTalentCulture
#Tchat A2 Leaders need to stay current. Be informed, this inspires and promotes innovation regardless of where ppl are sitting.Cyndy Trivella
A2: Jump in and be involved. Chilling in the ivory tower doesn’t cut it anymore. #tchatRob McGahen
A2. Leaders also must lead with transparency and open sharing of information. #tchatTerri Klass
A2: Self-sufficient employees who can take initiative will need a leader who will compliment their strengths & help them grow. #tchatEmilie Mecklenborg
Absolutely @Ray_anne: A2: Guidelines for comms are a must. Knowing the best way to share info for each particular team is imperative #TChatMeghan M. Biro
A2: It is important to remember that “face-to-face” is still the best way to cement a team – though NOT the only way. #tchatRayanne
A2 I still think large quantities of face time F2F is the best communication #oldschool #TchatDave Ryan, SPHR
#Tchat. A2. Fluid networks are a benefit & tool for leaders. They must expand and utilize their network to succeed.Early Careerists
A2: Some things don’t change. One boss held status meetings to start the day and we were in the same bldg. Virtual = same #TChatTom Bolt
MT @ThinDifference: A2: It is about leading with clarity, communication. In one job, my whole team was in another location. It works! #tchatcfactor Works Inc.
A2) Treat each team member as equal, regardless of “rank” Every role is temporary. #TchatKarleen Harp
A2: A good tool for leaders is metrics. You will know the effort put into a project by the progress seen. #tchatBeverly Davis
A2: You can lead from afar…and be effective. You must master the art of communication and clarity of roles to teams #tchatJen Olney
A2: Leaders must “do as they say”. If they are not communicating, how will team be effective? #tchatRayanne
A2: Now we need new leaders unless they can adopt to current changes. #tchatHusamettin Erciyes
A2 – using tools like @Yammer can give leaders a voice across a global enterprise. Allows for more conversational back & forth. #TchatJodie Garrison
A2: Leaders must be consistent, dependable, flexible and more available to others’ varying schedules. #3PChat #Tchatprettypinkponies
A2) Leaders are able to be involved on a deep-level of understanding of how to steer a team to a certain goal relevant to the company #tchatDerek Tacconelli
A2: Frequent video and conference calls…occasional handshakes and coffee. #TChatTom Bolt
LOVE me the Y @jodiegg A2 using tools like @Yammer can give leaders a voice across a global enterprise. conversational back & forth. #TChatMeghan M. Biro
A2 Most importantly, leaders need to communicate expectations upfront. #TchatJoe Sanchez
#tchat A2 Respectful interactions among team members is essential 4 a free flow of sharing. Leaders can define this quality!Michael Leiter
#Tchat A2 Communication is KEY. Speak well and often regardless of the technology you choose. This will never change in business.Cyndy Trivella
@MeghanMBiro:@jodiegg A2 using tools like @Yammer can give leaders a voice across a global enterprise. conversational back & forth. #tchatCASUDI
#tchat a2: effectively delegatingErin Hommeland
A2. Leaders need to be great integrators of ideas and people. #tchatTerri Klass
! @ThinDifference: Respect! @workengagement: A2 Respectful interactions essential 4 a free flow of sharing. Leaders define quality! #TChatMeghan M. Biro
A2 New tools make new rules possible. Upside: less command/control req’d. Loosely-coupled & self-mgd teams can be effective/efficient #tchatExpertus
A2: Best way is to communicate and stay engaged regardless of technology used. #TChatPadma Mohanram
A2 Leaders must recognize that there is a premium on communications in fluid & virtual/remote professional networks. #TChatJoe Sanchez
A2: understanding your teams talent, who they are then communicating and directing them accordingly #tchatHusamettin Erciyes
A2: Leaders must insure that deliverables are met whether virtual or live. #TChatTom Bolt
*Reality Strikes* @TomBolt: A2: Leaders must insure that deliverables are met whether virtual or live. #TChatMeghan M. Biro
A2 Leaders can leverage video to inspire & share their vision with their people #TChatSean Charles
A2) Leaders have the ability to play to teammates’ strengths, boosting the group to larger than the sum of its parts #tchatDerek Tacconelli
#Tchat A2 Adaptation and open-mindedness is the name of the game.Cyndy Trivella
A2: #Leadership, remember: A dispersed, fluid team is a potentially distracted one. Interaction rules the day. #TChatBrent Skinner
Regarding TEAMS: Q3: The employee lifecycle is shorter now. How can leaders forge lasting relationships in this world of work? #tchatRayanne
A3. Leaders should stay in contact with their emps after they’ve left. It’s not just about emps networking with managers. #TChatInsperity Careers
A3: by making relationships based on context w/each other and not only w/work #TChatJess ‘Babs’ Bahr
Yes, I agree, Terri “@TerriKlass: A2. Leaders need to be great integrators of ideas and people. #tchat”Claire Crossley
#tchat A3 Effective leaders give their full attention to the conversation of the moment.Michael Leiter
A3 Create loyalty – make the workers feel valued!!! #tchatLouise DiCarlo
A3: Open communication, respect and recognition….the same reasons WHY the employee life cycle is shorter – those are missing #TChatBarb Buckner
A3 Business is still about people. Show appreciation. #tchatMarla Gottschalk PhD
A3. Acceleration Everything happens faster today. Do it faster & better #tchatDave Ryan, SPHR
A3. Have real conversations and create meaningful connections. Surface communication is so 1.0! #tchatSalima Nathoo
A3) Treat team members like customers. They could be some day. Stay in touch / positive even with rocky relationships. #TchatKarleen Harp
A3: Lasting relationships are a rare breed these days. Most employees do not stay longer than 2 years. #tchatRayanne
A3. Leaders need to stay in contact with people from organizations they left. Keep everyone posted as you move on. #tchatTerri Klass
A3: It’s all about gaming and incentivizing. Make your employees feel like they’re apart of something bigger. #tchatBlogMutt
A3: Don’t try to make relationships last, just let them. Encourage cooperation on common goals and it should happen naturally. #TChatTom Bolt
A3: Like all good business, keep your customers coming back for more. #tchatKevin W. Grossman
A3) Latch on with laser focus #tchatDerek Tacconelli
A3: Good technology, adequate support resources and professional development opportunities #tchatKathy Herndon, GPHR
A3 Winning & making a difference is the glue that holds any team together ~ same w remote/virtual team. #tchatCASUDI
A3 Forging rel shouldn’t change: listening, authenticity, not burning bridges. Same for employees. Could work together down the road #tchatFaronics HR
#tchat A3 Considering the full person, not just the current role, builds a long term relationship at work Michael Leiter
A3: Those that are shown respect will stay in touch and continue to help if they can…think referrals #TChatBarb Buckner
A3 Support teams via con’t pro
f development & create opportunities so ee’s can *shine* Strategies shouldn’t end once recruited #TchatClaire Crossley
A3: There is a definitive need to instill devotion/loyalty in employees. Must come from employer/boss #tchatRayanne
A3: Leaders build with trust and honesty that creates a lasting bond no matter the cycle of the engagement w/the org #tchatJen Olney
#tchat a3: take an interest and connect on a personal levelMichael Danubio
A3: Respect is reciprocal and speaks well of the co/org and its leadership. THIS drives retention #tchatRayanne
A3 Leaders should listen, empower, be flexible, reward and recognise. If you are an integral part, it’s harder to leave a company #TChatLinda Jonas
A3: If they want more loyal employees, they must be willing to meet them halfway. #tchatRob McGahen
A3. When we serve others with respect, they will always be part of our professional life. #tchatTerri Klass
Two-way street? @Ray_anne: A3: There is a definitive need to instill devotion/loyalty in employees. Must come from employer/boss #TChatMeghan M. Biro
A3: Don’t burn bridges! #tchatRob McGahen
A3: If you pay attention, those relationships are already forged among your employees…leaders need to learn how to do the same now #TChatBarb Buckner
Yes! MT @ClaireSMBB: A3 Support teams via cont prof development; Strategies shouldnt end once recruited #TChatJess ‘Babs’ Bahr
#Tchat A3 At the end of the day, leadership can take place anywhere IF executed correctly.Cyndy Trivella
How so? Nuance? I like @TerriKlass: A3. When we serve others with respect, they will always be part of our professional life. #TChatMeghan M. Biro
+10 MRT @BarbBuckner: A3: those relationships are already forged among your employees…leaders need to learn how to do the same now #tchatSalima Nathoo
A3 Sometimes I think we make things too complicated. We know what engages employees – just do it. #tchatMarla Gottschalk PhD
A3: Last week’s #tchat was all about loyalty & trust. Those same ideas exist here. Commitment and loyalty must be nurtured – ongoing #tchatRayanne
A2) But new team tools, models & methods gain value w/ leadership: set vision/strategy, integrate, facilitate, provision, empower #tchatExpertus
A3: One of the main reasons people leave orgs are because of leaders. They need to build more meaningful / mentoring relationships #tchatJoshua Barger
A3: Building a lasting relationship with any team is based on the same things; fair pay, having a voice and growth opportunities. #tchatBeverly Davis
A3. Always lead with integrity and care for others. That will create long lasting relationships. #tchatTerri Klass
A3: Make it a priority to share your vision & give direct feedback daily to your employees #TChatSean Charles
@Ray_anne A3: Focusing on talents can help an employee realize your appreciation of their contribution. Everyone loves appreciation! #TChatMike Hopkins
A3: This nurturing is an ongoing process, not a one-shot deal. Must continue throughout the life of the company #tchatRayanne
A3: Know when to use the carrot, the stick, a short leash and no leash. It takes a combination of skills. #Tchatprettypinkponies
A3. Create transparency within the company and build on relationships. Apply the P2P (people-people) principle internally to succeed #TchatAnita
A3 To the extent possible, provide opptys for distributed workforce to physically meet & socialize. Show you care. #TchatJoe Sanchez
A3: Know your team well by observing and listening.
Respect their opinions and appreciate. Realize that there is no “I” in the “team” #TChatPadma Mohanram
A3: Focus on the team’s goals — not your own. #BeALeader #Tchatprettypinkponies
+1 “@SocialMediaSean: A3: Make it a priority to share your vision & give direct feedback daily to your employees #TChat”Claire Crossley
A3: Meeting the changing needs of the employee is a good idea. Flexibility in hours and where they work are good ideas #tchatRayanne
Absolutely! RT @BrightJobs: A4: Make a real connection, sincerity from leadership is what every employee is looking for. #TChatPadma Mohanram
A3: Makean effort to understand what motivates each member of your team. #Tchatprettypinkponies
Everyone motivates differently! MT @prettypinkpro A3 Know when to use the carrot, stick, short/no leash; takes a combo of skills. #TChatJess ‘Babs’ Bahr
A3: Fire people with poor behavior quickly to keep your focus on the most valuable & engaged employees #TChatSean Charles
A3: This might be excessively tactical, but they can do so by connecting with them in professional circles outside the org. #TChatBrent Skinner
A3. The most important thing a leader can do is grow new leaders. #tchatTerri Klass
+ 3 Absolutely @TerriKlass: A3. The most important thing a leader can do is grow new leaders. #TChatMeghan M. Biro
@rezlady I’ve had a ongoing discussion about instilling/creating/inspiring/managing self motivation > 4 virtual teams A3 #tchatCASUDI
A4: Alignment of vision and goals is imperative as the workplace becomes more intangible. #tchatRayanne
A4. Technology is allows us to balance our work/personal life. We choose when we collaborate and how often. #TChatInsperity Careers
A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatRayanne
A4: Make a real connection, sincerity from leadership is what every employee is looking for. #tchatBright.com
A4: Anyone ever heard of the telephone? #tchatSteve Levy
A4. Technology allows us to collaborate on our own time. You don’t have to wait until the next day to share your ideas. #TChatInsperity Careers
RT @Ray_anne A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatTalentCulture
RT @levyrecruits: A4: Anyone ever heard of the telephone? #tchatDave Ryan, SPHR
A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy. #tchatRayanne
A4 Through developing relationships that transverse the workplace #TChatJess ‘Babs’ Bahr
A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #TChatBarb Buckner
Is that an Apple product? RT @levyrecruits: A4: Anyone ever heard of the telephone? #tchatRichard S Pearson
What planet are you tuning in from? Hello my friend @levyrecruits: A4: Anyone ever heard of the telephone? #TChatMeghan M. Biro
Gr8! RT @JessaBahr: A4 Through developing relationships that transverse the workplace #tchatTerri Klass
A4 Teammates have to take responsibility for their own engagement. Take on new responsibilities, take breaks, have fun! #tchatLouise DiCarlo
A4: Clarity of purpose equals engaged teammates. Purpose of daily actions and how it all fits together over time. #TChatJon M
A4: My company has an All Hands Meeting every Friday 9am w/ virtual employees on speaker phone. #tchatRayanne
A4: Your connective hardware and software tissues of choice. #tchatKevin W. Grossman
RT @JessaBahr: A4 Through developing relationships that transverse the workplace #Tchatprettypinkponies
RT @Ray_anne: A4: Teambuilding events & all-hands company meetings are great for re-establishing bonds and energy. – so simple & true #tchatPlatinum Resource
#Tchat A4 If ppl work remotely, they need to make a point of keeping in contact with their team everyday. No one well works in a vacuum.Cyndy Trivella
RT @Ray_anne:A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatJumpstart HR
True. RT @BarbBuckner: A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #tchatKevin W. Grossman
Definitely needed RT @Ray_anne: A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy #tchatRichard S Pearson
A4: Culture has to be border-less #tchatJen Olney
A4 Should be team focus too, in addition to leadership, everyone plays a part in making sure colleagues feel engaged #TchatClaire Crossley
A4: Companies have to remember to allow employee the space to have their personal lives too…don’t expect them consumed 24/7 #TChatBarb Buckner
RT @BarbBuckner A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #tchatTalentCulture
A4: Obvious answers such as text, phone calls, twitter, etc… #tchatRob McGahen
A4: they can stay engaged via Facebook ;-) #TChatStephen Van Vreede
RT @Ray_anne: A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy. #tchatKevin W. Grossman
A4 In the old days we only had phone/fax NOW the tools of communication are our oyster……sounds funny but U know what I mean:-) #tchatCASUDI
A4: make sure to meter out rewards, competitions, to build up morale and create excitement. Yes I said it, excitement at work! #tchatPlatinum Resource
The skinny: RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatcfactor Works Inc.
A4: RE: Company Mtgs – opportunity to share news good and bad that may affect everyone. We also say thanks and good job #tchatRayanne
A4: Not so obvious answers such as knowing the schedule, knowing who you need to communicate with and remain focused! #tchatRob McGahen
THIS-> MRT @joshinhr A3 One of main reasons ppl leave orgs b/c of leaders. They need 2 build meaningful / mentoring relationships #tchat Brent Skinner
Which platform do you use? @Ray_anne: A4: My company has an All Hands Meeting every Friday 9am w/ virtual employees on speaker phone. #TChatMeghan M. Biro
A4: Camaraderie is fantastic, however, leaders need to be aware of the line and not to cross it – they are leaders, not friends. #tchatJoshua Barger
A4. Must develop “check-in” times and use lots of listening to really understand what’s important. #tchatTerri Klass
Indeed. RT @gingerconsult: A4: Culture has to be border-less #tchatKevin W. Grossman
TRUE RT@Ray_anne: A4: The company must have a desirable culture & a certain camaraderie is good 4 the employee, which is good 4 biz #tchatCASUDI
A4: Virtual employees must be included. Very few are solely self-motivating. #tchat Plus, it can be lonely :-/Rayanne
A4:Internal & external social networks are awesome to keep connected. #TChatSean Charles
A4: You need to have realistic goals for your team with an open communication then you don’t need much to engage them #tchatHusamettin Erciyes
RT @TerriKlass A4. Must develop “check-in” times and use lots of listening to really understand what’s important. #tchatTalentCulture
A4 A mistake some people make is ALWAYS trying to be availalbe – doesn’t work #worklifebalance #fail #tchatDave Ryan, SPHR
A4. Personal bonding is important. If meeting in person is possible – do it. Rewarding the team & members is impo for engagement. #TchatAnita
Any favorites? @SocialMediaSean: A4:Internal & external social networks are awesome to keep connected. #TChatMeghan M. Biro
We do the same on Video and Adobe Connect. people love it. RT @ray_anne: A4: My company has an All Hands Meeting every Friday #tchatBill Cushard
Yes, conveyed in culture & environment RT @KevinWGrossman: Indeed. RT @gingerconsult: A4: Culture has to be border-less #tchatEmilie Mecklenborg
#TChat A4: maintain engagement by creating opportunities for people to learn about each other WHILE working = less loss of timeLynette Patterson
MRT @Ray_anne: A3: previous #tchat all about loyalty & trust. Same ideas exist here. Commitment & loyalty must be nurtured – ongoing #tchatBrent Skinner
RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatTalentCulture
Leaders can’t be freinds? MT @JoshInHR: A4 leaders need to be aware of the line and not to cross it – they are leaders, not friends. #TChatJess ‘Babs’ Bahr
A4. Maintain a transparent form of communication and never keep anyone in the dark. #tchatTerri Klass
RT @Ray_anne: A4: Virtual employees must be included. Very few are solely self-motivating. #tchat Plus, it can be lonely :-/ #Tchatprettypinkponies
A4: Videoconferencing – face time is so valuable #tchatKathy Herndon, GPHR
A4. Teams who are clear on WHY they are *choosing” to collaborate can better seamlessly engage in any space #tchatSalima Nathoo
#tchat. A4: A common bond! I.e. mission, vision. This unites people!Early Careerists
MRT @beverly_davis: A3: Building lasting relationship w/any team based on same things; fair pay, having voice & growth opportunities. #tchatBrent Skinner
Well said! RT @TalentCulture: RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatTerri Klass
RT @kathyherndon: A4: Videoconferencing – face time is so valuable #tchatDerek Tacconelli
RT @socialmediasean: A4:Internal & external social networks are awesome to keep connected. #TChatFaronics HR
RT @@SocialMediaSean A4:Internal & external social networks are awesome to keep connected. #tchat TalentCulture
#tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected.Erin Hommeland
F2F invaluable> RT@kathyherndon: A4: Videoconferencing – face time is so valuable #tchatCASUDI
RT @prettypinkpro: @Ray_anne: A4: Virtual employees must be included. Very few are solely self-motivating Plus, it can be lonely :-/ #tchatPlatinum Resource
IRL Deepens relationships. Zero question. @kathyherndon: A4: Videoconferencing – face time is so valuable #TChatMeghan M. Biro
RT @EHommeland: #tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected. #tchatEmilie Mecklenborg
MT @anitaloomba A4 Personal bonding imprtnt. If meeting in person is possible – do it. Reward team & members is impo for engagemnt. #TchatJoe Sanchez
A4. Open, frequent communication and user friendly technology #tchat @Ray_anneGarret Meikle
MRT @brentskinner: @beverly_davis: A3: Build lasting relationship w/ team based on fair pay, having voice & growth opportunities. #tchatPlatinum Resource
A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatDerek Tacconelli
RT @FaronicsHR: RT @socialmediasean: A4:Internal & external social networks are awesome to keep connected. #TChatSMS Social HR
@Ray_anne A4: Stay connected on Facebook and other social media channels to keep up with “water cooler” news remotely #tchatWork4 Labs
A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchat Jen Olney
RT @sanchezjb: MT @anitaloomba A4 Personal bonding imprtnt. If meeting in person is possible do it. Reward team & members #tchatTerri Klass
RT @MeghanMBiro: IRL Deepens relationships. Zero question. @kathyherndon: A4: Videoconferencing – face time is so valuable #TChatRob McGahen
#tchat A4: impt to to recognize not all ppl WANT to socialize/engage “out” of work. They are still productive and shouldn’t be “punished”Erin Hommeland
RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatTerri Klass
RT @garretmeikle: A4. Open, frequent communication and user friendly technology #tchat @Ray_anneJen Olney
MT @CzarinaofHR A4 To have engaged team, leader must 1st succeed @ balancing individual needs of team members w/ the needs of team #TChatTalentCulture
Snail mail, blimps..RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatPlatinum Resource
Sounds like my last gig :) RT @terriklass: RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatJen Olney
RT @gingerconsult A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchatTalentCulture
RT @EmilieMeck: RT @EHommeland: #tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected. #tchatPatty Swisher
Hmm…how old school is TOO old school…RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatTalentCulture
Fax :D RT @PRGWest: Snail mail, blimps..RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatDerek Tacconelli
Whatever it takes > RT@DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatCASUDI
A4 – weekly group hugs? #tchatTim Baker, CHRP
RT @TalentCulture: MT @CzarinaofHR A4 To have engaged team, leader must 1st succeed @ balancing individual needs w/ the needs of team #tchatTerri Klass
+1 RT @gingerconsult A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchat -Anita
RT @gingerconsult: RT @garretmeikle: A4. Open, frequent communication and user friendly technology #tchat @Ray_anneRayanne
A4: C level / leadership must first show their engagement and be transparent in & out of the workplace #tchatAlfredo Arcieri
A ha ha. Yes? +1 @TimBakerHR: A4 – weekly group hugs? #TChatMeghan M. Biro
Must be 100% germ free, of course! RT @TimBakerHR A4 – weekly group hugs? #tchatTalentCulture
Not if you’re FB snob! RT @ITtechExec: A4: they can stay engaged via Facebook ;-) #TChatSheree Van Vreede
A4 Some people just love fax machines. What can we do to get them off those clunkers? #tchatDerek Tacconelli
AND Regarding TEAMS, in and out of the office: Q5: Where & what is technology’s impact in all this? #TChatRayanne
Yep I’ve been on hi-perf teams w/o fuzzy stuff: RT @BarbBuckner A4 Teammates must have relationships to WANT to engage in/out of work #tchatExpertus
RT @MeghanMBiro: A ha ha. Yes? +1 @TimBakerHR: A4 – weekly group hugs? #TChatBlogMutt
A5: Whew! Tech? the impact is HUGE. Imagine your worklife today if there were no internet… #tchatRayanne
A5. Technology opens to door to virtual communication and connects all the team members. #tchatTerri Klass
#Tchat A5 Technology is major player in how we communicate, do business & interact with ppl. Embrace technology wisely & it’s your friend.Cyndy Trivella
A5. Technology is making it easier for teams to collaborate on their own time. when they feel influenced. #TChatInsperity Careers
A5 – real time communication when not together – just ensure context comes throug #tchatTim Baker, CHRP
A5 – technology makes it instant communication – no more waiting for a call back –
everyone is 24/7 connected now! #tchatRichard S Pearson
A5 Technology enables us to connect in real-time; tools like Skype can facilitate team engagement from anywhere #TchatClaire Crossley
A5: Allows for frequent & effective communication w/out the barriers of location & schedule conflicts. #Tchat @TalentCulture @Ray_anneprettypinkponies
A5: Technology’s impact depends on what you use, why you use it and how… don’t just “use” something if its not going to fit #TChatBarb Buckner
A5: Again with the connective hardware and software tissues of choice. ;) #tchatKevin W. Grossman
A5 Technology has made it a bigger and smaller playing work field – all at once. #tchatLouise DiCarlo
A5: Tech can help, but its not the whole solution, its always about people! @Ray_anne: #TChatLynette Patterson
A5. Technology can help a team feel that they are seated beside one another even if they are miles apart. #tchatTerri Klass
A5: It’s everywhere! Teams can be available anywhere, 24×7, and not have to rush into the office in the middle of the night #tchatJoshua Barger
A5: Technology dissolves borders and makes connecting easy. People are a phone call, keyboard click, away. #tchatEmilie Mecklenborg
@Ray_anne A5: Technology is crucial for keeping geographically untethered team members tethered to each other #tchatWork4 Labs
A5: Allows for frequent & effective communication w/out the barriers of location & schedule conflicts. #3PCconnect #3PChat #Tchatprettypinkponies
A5: Technology that includes project mgmt tools, EM, IM, internet, CRMs, soooo much has changed over last 10 yrs. #tchatRayanne
#TChat A5 – Tech makes it easier to stay connected, up to date. As we all know recruiting moves fast.Michael!
A5: Technology serves as the platform. Salesforce, SharePoint are great examples as well as Google + Hangouts and Skype #tchatJen Olney
A5: It keeps us connected over long distances. But stay relevant, technology gets old quick! #tchatRob McGahen
A5: I love technology and how it has changed my job. Actually, I changed jobs because of tech. #tchatRayanne
A5: First of all, we wouldn’t have #tchatPlatinum Resource
A5 Technology and handy tools can enhance collaboration, communication & engagement but they’re only as good as the user behind them #TChatLinda Jonas
A5 – can you young ones imagine snail mailing a letter, waiting for a snail mail reply before a decision could be made!!!! #tchatRichard S Pearson
A5: Companies must recognize the need for speed of change or they will get left behind. #Innovation #tchatRayanne
A5. Technology has made the world “flat” so we can touch one another easily. #tchatTerri Klass
A5: Technology can be an asset and a hinderance….use it well but don’t become completely dependable #TChatBarb Buckner
A5 Good project management software would still be a focus. I think Jostle has a team update capability. #tchatMarla Gottschalk PhD
A5: Again, imagine no internet as part of your work #tchatRayanne
#TChat A5 – Tech lets us be proactive much quicker. Social Media tech has “reintroduced human factor” back into overall tech advancementMichael!
A5 – tech. makes it possible to nip misunderstandings in the bud. Solve problems before they mushroom into something big! #tchat Richard S Pearson
A5. Technology has a big impact. It makes/breaks the success of a virtual team. #tchatAnita
A5: Two words: Big Data – people can leverage information in ways we couldn’t 5 years ago. #tchatJoshua Barger
A5: Email tends to be too ineffective for some to use, better is a phone call or F2F via skype if the message is sensitive #tchatJen Olney
A5: Technology has given many of us the gift of mobility for work & play #tchatSean Charles
A5: Without tech, the “traditional” business model remains supreme. And that’s just boring. #tchatBlogMutt
A5 technology is a blessing and a curse; anyone really feel good about receiving an electronic handshake? #tchatSteve Levy
A5: Tech great enabler, but shldnt replace fundamentals #TchatStephen Van Vreede
A5: without the technology we wouldn’t even be having this discussion #TChatSylvia Dahlby
A5: Technology has made it possible to pay for only the work you want done and not another employee. #tchatBeverly Davis
#TChat A5 – tech allows us to engage candidate in many new avenues, often breaking down communication barriers (generational &/or cultural)Michael!
A5 Technology has an impact on multiple levels and enabled enormous gains in efficiencies #tchat @Ray_anneGarret Meikle
A5: Technology is a powerful tool, but it has to be (a) used and (b) understood how to be used #TChatJess ‘Babs’ Bahr
A5. Technology is great but don’t forget about the phone sometimes. #tchatTerri Klass
A5 Technology is KEY ~ NO, PEOPLE using technology is KEY #tchatCASUDI
A5: Technology has made us available 24/7 but has also helped us forget how to “disconnect” from time to time…teams need breaks too #TChatBarb Buckner
A5: Technology has given many of us the gift of mobility for work & play #tchatSMS Social HR
A5: The ineffective #leader today is exposed as such much faster, and it’s b/c of #tech. #TChatBrent Skinner
A5 tech isn’t a cure for bad culture or comm; as an early adopter of social media b4 it was called SM, I now focus on high touch #tchatSteve Levy
Absolutely!! “@CASUDI: A5 Technology is KEY ~ NO, PEOPLE using technology is KEY #tchat”Claire Crossley
A5: technology allows companies to discover customer’s needs and provide a solution that could be implemented instantly #tchatAlfredo Arcieri
#TChat – A5 – Technology is great, however need to remember human interaction basics to use it successfully when dealing with people.Michael!
Yes! MT @levyrecruits A5 tech isnt a cure for bad culture/comm; as an early adopter of social media, I now focus on high touch #TChatJess ‘Babs’ Bahr
A5: Preponderance of #tech leaves #leaders & #teammates w/nary an excuse for bad #leadership or bad #teamwork. #TChatBrent Skinner
A5 Tech can enhance and reinforce what a leader has already developed. Not a “dirty” word. #tchatMarla Gottschalk PhD
#Tchat A5 Technology changed the face of biz. Some good things & some bad. Personal interaction suffers, so we need 2 work hard 2 maintain.Cyndy Trivella
A5: And don’t forget that tech for tech sake can overcomplicate a simple task. Tech not always most efficient. #TChatTom Bolt
A5: Levy is right tech is not the be all end all. It can destroy life outside of work if you let it – needs to be turned off at times #tchatRichard S Pearson
A5: Tech has opened up many great opportunities for biz…but also opened more opportunities for error…must stay engaged! #tchatTim Baker, CHRP
A5: Just ask @Oracle about importance of evolving tech with their new #oraclecloud social enterprise solution #TChatSean Charles
A5. Technology has unfortunately deleted a work/life balance. #tchatTerri Klass
Very important @TomBolt: A5: And dont forget that tech for tech sake can overcomplicate a simple task Tech not always most efficient. #TChatJess ‘Babs’ Bahr
#tchat A5: I say this a lot but it bears repeating: Technology is a tool and is only as good as the person using it.Erin Hommeland
A5: Technology allows workers in Brazil to get paid overtime to check email after hours #TChatSean Charles
A5 As w/team processes, must choose tools that fit tasks/players/envionment. Not always easy in a fluid, diverse world w/many choices #tchatExpertus
#TChat A5 – Tech is a great way to be introduced to someone. whenever possible, face to face meeting is still the bestMichael!
A5: biggest threat to successful technology adoption is doing too much at once. Manage change #tchatAlfredo Arcieri
Just ‘cuz we feel like it, another huge THANK YOU to the entire #TChat community! #socbiz #leadership http://pic.twitter.com/DJZV3Iw1TalentCulture
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-06-14 09:48:212020-05-22 14:23:46Teams of Us, Them & You: #TChat Recap
Thank you, Michael Jackson, for your timeless lyrics; your title song lines are the theme of this week’s Top Trends in the World of Work.
“Wanna Be Startin’ Something, You Got to be Startin’ Something”
Last week’s big trend was Facebook’s initial public offering. We speculated on its share value and said our pieces on whether or not to purchase. At the end of the day, both literally and figuratively, it turned out to more of an IP“Oh”. While there was marginal movement in stock price, what is truly “share” worthy (no pun intended of course) are the movements that Facebook’s existence have created in the way we function as a global society. This HBR article captures these shifts from what I like to call 2.0 to YOU.0tm – the human potential paradigm. Individuals are evolving from consumer to co-creator. Media’s movement is from audience to community and leadership is releasing control in favor of empowerment.
The Trend: Sidelines = side stepped. You can’t play to win from the periphery – The Engagement Evolution is here.
“Do You Remember the Time…”
There are those who tell stories and those who lead them. The former are rightful magicians of words, the latter are truly memorable; they are themselves stories that are retold at others’ campfires. They are legendary. So how do you become an epic story of sorts? This Inc.com post explains it all. It tells us memorable people stop observing
and start engaging (this is what I meant by the sideline thing above). They live beyond themselves by doing social good. They build a bridge and get over themselves; they leap off the paper and into practice by exercising fearlessness. They make seemingly worthless shenanigans their mission – like being an extra in a film just for the sake of it. Truly memorable people collect experiences.
The Trend: Cookie cutter is out and awesome is in. If you want to stand out, you’ve got to stand up… for something meaningful and when you fail. Live a story worth retelling.
“I’m Starting with the Man in the Mirror…”
Great Businesses Don’t Start With a Plan – A great article and idea you think is either brilliant or completely preposterous. Ok, so what do business plans start with then? Heart. No, it’s not crazy; it’s about removing complexity in favor of cultivating a vision or bigger goal. It’s also about putting people before a plan and dreaming big but daring in manageable amounts by starting small and scaling up. Failure is okay too – but only if it’s fast. Taste the Kool-Aid by reading the article.
The Trend: The heart and fast rule of business: have a purpose, put people first and give yourself permission to live your potential.
00Salima Nathoohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngSalima Nathoo2012-05-21 17:16:362020-05-22 14:16:58Top 3 Trends in the World of Work This Week
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
NOTE this post is mine from 2010. I’m still here talking about this topic I’m passionate about. Why – You ask? Because we have more work to do. Our next Social Talent Show is tomorrow with the one and only Libby Sartain, former HR executive for Yahoo and Southwest, who will focus on these topics and share tips on how to align employee and company brand. One of my very favorite topics for many reasons.
Very often, leaders believe a company’s brand is just a marketing tool, and that it doesn’t have to do with the people working for the company. That’s exactly the opposite. The best talent will be attracted to your business because of its appealing brand, the image it conveys to the public, and your employees will want to stay and give their best because of your workplace culture.
The big tech companies understood that very early: The talent war is rampant in technology, and engineers are now attracted not only by financial aspects, but mostly because of a brand’s name, and when they do join these companies, the workplace culture is so strong, every little detail embodies what the company stands for – that employees all feel part of a kind of family.
Now I’m not saying you need to build a cult or anything like that, but workplace culture and the employer’s brand go hand in hand, becoming the best ways to attract and retain talent that is slipping away.
And that leads me to my second tip: If you have both, great, but it’s incredibly important for the employer’s brand benot only to be appealing, but also to genuinely reflect “what it’s like” to work there; otherwise, after a few months or weeks, employees will feel fooled and start looking elsewhere.
In the same manner, when a company “oversells” their employer brand in the recruiting process, leaders run the risk of losing talent in the long run due to poor communication in the recruiting, hiring, and onboarding process.
So how to avoid that? As a company, build a brand that is true to you, to what the company is really about, nothing more, and then LIVE your brand. It will be that much easier if it’s genuine, and workplace culture will get reflected in everyday life at work.
It’s a little bit like the story of a pet store that wouldn’t allow employees to bring their dogs in. Not very authentic. But if the pet store’s brand promise is the love of dogs, then everybody working there should feel that love: The company can even have a dog sitting system, or employees’ dog contests, to truly live the brand.
Build a workplace culture that is consistent with the brand displayed to the public. You can win!
That’s my take. For more on these topics, join us tomorrow with Libby Sartain, HR expert and employer branding guru, at 2pm EST and 11 am PST – Register here! Share your story and join the conversation to build the future of work!
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. Biro2012-04-24 14:53:532020-05-22 14:08:18How to Get Ahead in the Talent War
It’s been quite some time since we really got down to the nitty gritty of the politically correct workplace, but even though it’s been pushed to the side by the more pressing and (frankly) exciting topic du jour that is social media, we’ve still got some kinks to work out of that hose. In fact, with more and more people working from home, telecommuting across states and even countries, the rules of a PC workplace matter even more than ever.
Ah yes, and it’s holiday time in the US, which means there are even more awkward social situations in which to stick our foots in our proverbial mouths. Nuts. I mean damn, I mean…ah well, what DO I mean?
The workplace is still one of the few places where we can’t insist that everyone be like us, look like us, think like us. Ergo, you’re going to have to get along with (hopefully more than begrudgingly) with people of different religions, races, cultures and even views.
And yes there are certain words and phrases you should never say. That part, I think we understand, what’s less understood is why. Why should you learn more about those with whom you are working with to push forward on an important deadline? How can you make your senior leader understand a little more about your culture? How do you handle conflicting views or religions?
Fortunately, attempting to be politically correct, while it’s gotten a bad rap over the years, is more about trying to see past differences and learning a little bit more about the people you work with, whether they’re across the room, or across the globe.
Join us tomorrow night on #TChat, December 7, from 7-8 pm ET (4-5 pm PT), when we’ll take a closer look at the PC workforce of today. @MarenHogan will moderate and here are the questions we’ll cover:
(EDITORIAL NOTE: See highlights from the chat session in the Storify slideshow at the end of this post.)
Q1: If the first amendment right protects my freedom of speech, then why do I even have to deal with this stuff?
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. Biro2011-12-07 15:23:532020-05-20 18:02:31The Politically Correct Workplace. Forgotten or Gone Too Far? #TChat Preview & Recap
The term was used in a 1964 study of British youth by Jane Deverson. Deverson was asked by Woman’s Own magazine to interview teenagers of the time. The study revealed a generation of teenagers who “sleep together before they are married, were not taught to believe in God as ‘much’, dislike the Queen, and don’t respect parents.” Because of these controversial findings, the piece was deemed unsuitable for the magazine. Deverson, in an attempt to save her research, worked with Hollywood correspondent Charles Hamblett to create a book about the study. Hamblett decided to name it Generation X. (Whatever happened to the original Generation X?. The Observer. January 23, 2005.)
That’s part of my generation’s namesake. A proud moment indeed, although I was taught to believe in God and I respected my parents. Just sayin’.
For us to better understand the generations around us, we’ve named, we’ve labeled, we’ve classified, we’ve categorized, we’ve stereotyped. We’ve taken date ranges and created generational groups and aligned specific traits with each, knowing that the long tail on either end will have fewer of those shared traits.
And as it applies to the workforce today, we’ve created a booming industry around how best to assess and place the generations in the workplace, because we all know how unmanageable those wily Millennials are (i.e., Gen Y, those born somewhere between the mid-1970′s and the mid 1990′s). Plus, there’s these Gen Z kids today with their digital nativism and hyper-connective collaboration while us Gen Xers and Boomers destroy the global economic engine.
Right, that last part is already in play unfortunately; it’s not just the younger generations that shred the societal fabric.
It’s been said that Millenials will have at least 7-8 careers in their lifetimes. Again, I’m a Gen Xer and I’ve already had 7 to date. Many of my peers can relate to the path of “I wanted to be this but I fell into that, and that, and that.” There are now five generations in the workplace who are scrambling to stay afloat in this post-apocalyptic economy, even with the hot spots in emerging economies such as Brasil, India and China.
But it’s the bucket generalizations that bother me the most, because if we’re truly focused on getting the job engine started again, and hiring and promoting for the highest quality of fit and productivity, then each individual needs to be assessed on their own merits including experiences, skills, education, critical thinking, emotional intelligence, collaboration, adaptability and the like, not based on a broad-stroke labels that help sell books and create media soundbytes, but aren’t going to help businesses thrive.
Stop the name calling. Let’s just call us all Generation Now and get the world back to work.
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. Grossman2011-10-20 16:03:492020-05-20 17:56:34Get Back to Work with Generation Now: #TChat Recap
The interesting thing about technologies (cloud computing is a good example) is that while they profoundly change the way we live our lives and operate day-to-day, no one, outside a few technophiles, understand not only why these emerging tools are important, but also why the average consumer should care.
And with good reason; the ultimate test of any technology is its transparency; apositive user experience is predicated, after all, primarily on instinct and intuition.
Consumer technology, as a rule, is designed to operate in the background, enabling efficiencies and empowering users in significant, yet silent, ways.
The more one has to think about a technology, the more it calls attention to itself, the greater challenges it faces in gaining user adoption and, consequently, main stream success; user experience is the fundamental difference between a Mac and a mainframe, between 8 MM film and digital video.
But when it comes to the social technologies in the talent acquisition tool box, the goals, and associated best practices, shift from creating transparency to increasing visibility.
This is, after all, the entire point of engagement and employer branding. Getting top candidates to notice your company, its culture and careers creates the competitive advantage in the war for talent.
This also requires fundamentally rethinking many of the tenets of HR Technology; after all, applicant tracking systems are designed to drive applications, not to mention operational and reporting efficacy, by making the process as streamlined and intuitive as possible for both recruiter and applicant (how well they succeed is a different matter).
The most meaningful metrics here are tactical (days to fill, number of applicants, etc.), but for most organizations in this market, finding applicants quickly isn’t the challenge: it’s finding the best candidates. Who, as we know, have the kind of marketable skills that mean they probably aren’t actively looking.
That’s where talent communities come in. In the new world of work, it’s not about selling jobs anymore. It’s about building relationships.
And the transactional tools of driving applications and developing databases are giving way to strategic initiatives which transform recruiters, traditionally “gatekeepers,” into career concierges. Or, as they’re more commonly referred to, “brand ambassadors.”
These talent communities have traditionally been called “talent pools” or “pipelines,” but these concepts are quickly drowning in that these relationships exist in private, on the phone or over e-mail, with everything tracked in a closed system: “Just calling to check in and see how everything’s going.”
This 1-1 interaction can easily be scaled, and translated, into meaningful interactions that give insight and add value not only to the candidate who’s “right now,” but those who will be “right” in the future, showing the process and filling in the traditional black holes of transparent technology.
Of course, building talent communities takes time. But here’s the good news: they’re organic, and if managed properly, are self-sustaining, with the community of candidates driving the dialogue about what it’s like to work at your company – and why they might want to work there.
And while that drives affinity, loyalty, and ultimately, increased applications and referrals for an employer, it also gives the recruiter a recruiter visibility into that most nebulous – but most important – consideration of all: culture fit.
#TChat Preview Post: Building and Sustaining Online Talent Communities (09.28.11)
Because culture’s the core component of all communities. Your workforce included. That’s why this week, in the lead up toHREvolution,#TChat Radio will on the air at 7 PM ET/4 PM PT discussing the best ways brands can build – and maintain – sustainable, 3-D talent communities.
We’ll be joined by a cavalcade of social media stars, including:
Whether you’re an employer, candidate, marketer, leader or recruiter, talent communities are more than just a buzzword: they’re likely to be the place you find the next job or your next hire.
Here are the questions we’ll be discussing, along with some background reading that, while not required, will help inform – and prepare – your participation in our #TChat discussion, on air and online, on this week’s topic: Building and Sustaining 3-D Talent Communities:
Q1) What is a talent community and how does it relate to sourcing and recruiting?
Visit www.talentculture.com for more great information on #TChat, as well as other great resources on careers and hiring.
Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”
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. Biro2011-09-28 06:00:562020-05-20 17:54:26Building and Sustaining Online Talent Communities: #TChat Preview
The only reason one has influence over another is because another acknowledges it, recognizes the existence of it.
But even that’s not enough. One has to be actualized, to be made real, again and again, along with being acknowledged. Once those two things occur, then the virtal nature of peer networks accelerates the growth of one’s influence. And that acceleration is what drives social influence over time, especially online in the realm of social networks today.
That’s what I call the triple AAA rating of social media influence. Social media influence can wield extensive power if it’s AAA, but it doesn’t mean there’s expertise. For that matter, expertise doesn’t always wield social influence. However, if you write and share a lot online about X, Y and/or Z, and it’s acknowledged and actualized as such, it generates influence.
Expert, novice, crazy or crackpot — social media influence makes for popularity that rules the roost. But again, if I don’t acknowledge it, you’re not influential. To me anyway.
According to John Sumser, influential analyst of HR technology market strategy and purveyor of the HRExaminer.com online algorithm-generated influencer lists, one way of thinking about influence is that the only place influence matters is within your network. Completely agree — your network that recognizes and makes real your influence.
Now, there are many services that attempt to quantify (and qualify) your social influence — Klout, Twylah, Traackr, TwentyFeet, Peer Index, SocialIQ, Booshaka…
Booshaka? Really?
Anyway, these social influence ranking tools can generate quite a negative, visceral reaction with folks, that they’re stupid, inaccurate tools that measure quantity, not quality. But I’d argue that these tools will come and go, and that we’re always going to try to measure stuff and online rank (think search engine page ranks), but your true triple AAA social influence as defined and promoted by your human counterparts is what rocks the world, not an algorithm.
Remember, your peers do influence your #Klout score. It ain’t all robots.
I agree with my #TChat co-creator, Meghan M. Biro: Social influence can be harnessed for the greater good of the community & the workplace. It takes time and quality leadership. Sadly, it can also be harnessed for the great bad when you speak with a forked tongue to offend and stoke caustic fires.
Be a triple AAA for the greater good. That’s the social influence I acknowledge and actualize.
Thank you again for being a part of our TalentCulture #TChat community. The greatest social influence on us is you. Really. Otherwise Meghan and I wouldn’t be here. Thank you.
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. Grossman2011-09-15 15:04:152020-05-20 17:51:10Social Media Influence The AAA Rating
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