Often the biggest challenge for a recruiter is not getting to grips with the latest developments in social media, but persuading others in the business that social recruiting is business critical.
People Transform Organizations
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The support and commitment you create for change management depends on your approach to positioning and describing change management. If you are able to 1) use language that resonates, 2) position change management in the right context, and 3) focus on solving the real problems of your senior leaders and project leaders - you will be more successful in building buy-in and selling change management
The words we use matter.
I agreed when the author called out change management as a term to stop using. Then, he continued to use the same term throughout the article.
In my mind, what we seek to deliver is leadership. This means that we create plans to add new value. Then we execute a process to enable the affected people, process and technology to deliver on the plan.
Change is assumed. It is leadership that makes the difference between success and failure. We need leaders to produce ROI. There has been too much emphasis on management.
If we want people to follow, we must lead. People and organizations are suspicious and jaded. Then we ask them to invest in us and our plans. We should be talking about an ideal future state and its results or outcomes.
The realization of a new destination or strategy should create certain benefits, and opportunities. The message, what is in it for those effected, should be clear.
The compromises of incremental change are harder to see. We should not sell change. Sell aspirations that matter to the business.
We need a call to action, not preservation of the same old thing. Inspire them and they will come.
Health care consumers are not all motivated by the same things, nor do they have the same barriers to positive behavior change. A “one size fits all” approach to health care consumers will be of limited success.
More effective healthcare for you and your family is a great New Year’s aspiration!
Understanding what type of patient, you are can lead to better healthcare. What do you want, and what are you willing to do?
When the doctor understands your expectations and behaviors, treatment can be more effective.
Healthy New Year!
Employee engagement is a problem. To fix it, encourage your workers to break rules and be themselves. We’ll show you who does it right and how you can too.
Should you hire a robot or a rebel? When employees are not challenged to think, and add value, they check out. If conformity is your standard, just hire robots and stop annoying humans.
There are still two basic ways to create competitive advantage. One is to be the low-cost leader. Robot employees will serve you well.
The other way to create competitive advantage is through differentiation. With that strategy, human employees will serve you and your customers well. Trying to turn employees into robots does not compute.
To take advantage of your investment in people, you must create a culture that embraces and adapts to change.
The choice starts with your aspirations and flows down to the needs, wants and desires of your target customers that you seek to satisfy.
How you make this choice determines the resources and the capabilities you need. That effects how you measure results and adapt as the market changes.
Keep in mind that today’s customer has more choices and more knowledge than ever before. Choose wisely. Trying to do business as usual during times of great change has killed more than one company.
They’re all hard to improve because they run counter to our instincts.
We need more leaders and fewer managers! Few can be both. At least be one.
Yes, we are looking at an asymmetrical “war,” but never has the asymmetry been so enormous.
Stop doing the job for terrorists. Do not run and hide. Stand up with other Americans of whatever race, creed or gender they happen to be. Living in fear of our own creation is not our tradition.
"…the only thing we have to fear is fear itself". https://www.archives.gov/education/lessons/fdr-inaugural/
Companies across the U.S. say it is becoming increasingly tough to find job applicants who have the ‘soft skills’ to communicate clearly, take initiative, problem-solve and get along with co-workers.
Communication has undergone a revolution, yet recruiters use the same tactics they used 20 years ago. Fish with the wrong bait if you must. But please do not blame the fish when your family goes hungry.
To find soft skills you have to have a conversation with the candidate. Few recruiters I speak with have the time, and many have problems communicating in the language of the hiring company.
It is not hard to imagine what happens when a salesperson interviews a technologist, for example. Both think they are speaking the same language but neither walks away understanding what the other really meant.
Think about Maslow’s Hierarchy of Needs. There are basic needs that must be met before higher-level needs can be addressed,
Subtlety and humor exist at a higher level than basic communication. Soft skills are not a priority when people have difficulty understanding the meaning of the common terms and customs.
Tools are another hurdle. Today’s resume databases are outdated and ill-equipped for the job. The resources they contain, a.k.a. resumes, were often written by people searching for jobs from long ago.
I, for example, am frequently contacted by recruiters based upon resumes that are 10 to 20 years old. Any job I targeted when I wrote that document has vastly changed. My own skills have evolved. Yet, the recruiter’s knowledge of me is frozen in time. Expecting successful matching under these circumstances is overly optimistic.
If a critical skill is scarce, employers must be willing to invest in up to date information. Process must adapt to the current crop of candidates and the big change in how they communicate. Employment agencies need recruiters who can do more than just sell.
Staffing and its tools are stuck in the last century while candidates are asked to constantly evolve. If companies cannot find people with soft skills, they ought to look at their process and the set of candidate data that is being searched.
Management searching for soft skills will be surprised by what they find. The recruiting process is not effective at finding candidates because the industry is fixated on efficiency rather than effectiveness.
Researchers from Georgia Southern University and Brigham Young University have found an “in-person” bias whereby workers are inclined toward people within the
Everyone seems to have an opinion about virtual teams or telecommuting. Few are neutral. Management may be hesitant. Employees may see more freedom. There is no right or wrong for everyone. Every business has to make its own strategy choices.
This post will not tell you what to do. I work within diverse industries, businesses & locations to teach organizations and people how to think through the issues. Every business has its own aspirations, target customers, target markets, competitors, resources, etc. You are responsible for your own choices. Strategy is the result of those choices.
Some will use the findings of this study to make the argument against telecommuting. Others will see the benefits as outweighing the risks.
We each need to consider the right choices for our businesses today. The target moves as we march into the future. Choose wisely.
Why you should care. The workplace is undergoing more change due to increase access to communication media, technology and education. The following list of changes affecting the workplace is, by no means, comprehensive.
The findings will likely change over time as evolution continues. For now, consider the value of monitoring telecommuting teams. Since strategy is a system of choices, leaders should prepare now to make the choices that decide what our companies look like tomorrow. Change is not coming. It is here.
The idea that the current way we work is how we have always done it is a myth. The industrial revolution changed what we produced. It was a major influence in how and where we lived and worked.
Throngs of people left the countryside for cities. They went from agriculture to manufacturing. People on distributed plots of land were used to making decisions for their own farms. They chose what and when to plant, fertilizer mixtures and how many laborers were required.
The Industrial Revolution meant many independent-minded individuals were forced to become employees in unfamiliar surroundings and jobs. They moved from small town life into dirty, crowded and dangerous lives. Despite all of the risks and change, relatively unskilled workers became highly proficient over time. They made the powerful engine that changed the world.
The industrial revolution also spurred the need for professional Managers to oversee the work of assembly lines and physical labor. In the new workplace, companies will need more leaders as more workers focus on use of cognitive tools. More workers will have to be able to monitor themselves to bring products from dream to marketplace.
We need more leaders and fewer managers. Here are some resources that explain why leadership and management are different, and why things are changing.
Managers will still have a place in the company. The types and timing of training will likely have to change. Consider the argument made in this article Why Do We Spend So Much Developing Senior Leaders and So Little Training New Managers? http://sco.lt/7rZ0pl.
Changes in the consumer-side must not be overlooked. Social technologies, attitudes and expectations are evolving too. Customers are less tolerant and more likely to churn or jump ship to another competitor.
As the public becomes increasingly self-empowered, and enabled by various flavors of technology businesses may find that their hold on manufacturing is challenged by Makers who now have the tools and networks do to it themselves. More consumers may cross the line. Individuals and small groups can become producers.
Suddenly, you have to compete with thousands of entrepreneurs. Why will customers choose to shop with you? What is the value that you bring to your customers’ lives?
Here are some other articles that you might like:
Bright-colored furniture and open office spaces do not define corporate culture
Imitating the strategy of other companies does not make you a leader. By definition, it makes you a follower.
That is OK, as long as you understand that it is a choice. Every strategy is a result of a set of choices.
Know who you are. Otherwise, you will never figure out how to get where you want to go.
Leading from behind is active leadership. It requires that a leader set clear goals, enable innovation and step forward in key moments to unlock everyone’s potential.
In a global marketplace, good leaders create more leaders. When the boss cannot always be there in the room we need employees who can step up and do the right thing. Now more than ever we need leaders, not just compliant managers and followers. Learn when to be hands-on and when to let go. Be there for them even when they do not see you.
Some ask, what is in it for me? If everything stops because you are not there, you will never move on in your own journey.
Recent research suggests that women are considered better coders than men – but only if they hide their gender.
There are a lot of people in awe of the state of technology in today's world. We should realize we could be even further along if inclusion was more than a slogan.
Hire, train, advance the best person for the job. You are not on the cutting edge unless there is some blood. Women and men have both bled for progress for centuries.
Innovation does not prize one sex above another.
A building surrounded by razor wire. A guard tower looming over the perimeter. Weeds and overgrowth flanking the grim exterior. Inside — drab colors, peeling paint, and dead plants decaying in the common areas. Was this a prison? No. This was the headquarters of Campbell Soup Company
Trust is a primary business driver, not a nice to have soft skill. Stand up and tell people who you are. Then deliver. Reinforce them for doing the same. It pays.
Leaders of some of the world’s biggest organizations reveal which books will keep them occupied in the coming months.
What's on your bookshelf? Many people stop reading after high school or college. We call them the under-employed.
A third Tesla Autopilot crash report brings additional attention to self-driving car feature.
I know you think of yourself as a big picture person! You don’t sweat the small stuff.
Culture still eats strategy for breakfast. Execution goes wrong when nobody is responsible for the details. The potential error of Autopilot is death or a serious injury.
Customers live in the details. Sometimes they die there too. The release notes will tell you the same thing. Few people ever read them. That is culture.
Customer-first, means doing the right thing, and doing the thing right.
Customers do some dumb things. Saying you may die if you do this, needs to be clear in cultures where people fire first, then aim.
Make sure someone is responsible for helping you understand the details. You are entrusted with precious cargo. In the end, everyone will be looking to you.
Tesla says its new Autopilot feature is not synonymous with autonomous driving, but some drivers are acting like it is.
What is in a name? Would drivers trust Tesla autopilot to drive their cars by itself if it was called assistive-driving mode? Or, are Tesla drivers reckless?
Look at your kids, asleep on the way home from church. Now, think about it. A Tesla may be driving next to you this morning. Is telling drivers to read the release notes sufficient?
Transformation is a contact sport. You may not drive a Tesla, but you should be involved.
Survey found those who have to use electronic health records report more burnout, job dissatisfaction
Study finds that many doctors would prescribe a large dose of Control - Alt – Delete for the current crop of electronic healthcare systems. Can we afford this disease?
Take a look at the differences between the news that might appear on a liberal news feed as opposed to a conservative news feed:
A major flaw in personalized social media content has been exposed, again. It creates a bubble around each one of us that presents us with stories that affirm our own opinion. This feeds our ego but fails to challenge our brains. We learn new things if we open up to new ideas.
A related issue lies in the fact that we trust in the decisions of third parties like Facebook, to choose for us. If you truly want to make America great again, you have to start thinking and resist the urge to make everything fast and easy.
Democracy was never supposed to be fast and easy. Visit your local veteran’s hall, memorial or cemetery. There are people of every different faith, national origin and political stripe together.
We, the people, disrespect their sacrifice by failing to bother to even listen to each other anymore. Boo-hoo! It was not fast and easy! Shame on us for choosing to live in an echo chamber.
Now that you know about it, what are you going to do to fix it? Yes, you personally! It is your choice.
Blue Feed, Red Feed http://sco.lt/6JEStV
Restaurant servers treat customers with offensive disrespect. The management team makes excuses for it. Here's how a brand and culture pay the price.
Managers may not get it. Leaders do! Organization culture reflects personal leadership. It’s a people thing. If you don't care, why should anyone else?
What age do you consider to be old? We posed that question to millennials and asked them to show us what “old” looks like. Then we introduced them to som
We would all be amazed if we came out from behind out screens and actually talked with each other. There was social before social media.
What's the matter with "kids" today … at work? Across our great nation, grumpy middle managers, executives and owners alike are wondering who these fresh-faced, impatient and entitled millennials think they are with all their outsized demands. I'm here to tell you.
Managers often ask, "Who raised these kids?" Oh yeah, we did.
Adolf Hitler's notorious autobiography/fascist screed Mein Kampf (translation, My Struggle) was published in Germany this year for this first time since 1945—after the Bavarian government's copyright expired. It was met with a competing book,Mein Kampf gegen Rechts (My Struggle Against Racism), in an effort to combat right-wing extremism and intolerance.
70 years later and Mein Kampf/ My Struggle continues. This is one mistake that we all should stop from happening again. History does not repeat mistakes. People do. Do not be that person.
A select number of technology companies are bringing the concept of shared rewards directly to consumers, designing programs that give them cash incentives for going to a lower-cost provider or getting routine preventive screenings.
To change how things are done, change the behavior of the people in the system. Technology is only a tool. It can help people make better choices.
We spend countless hours browsing for better products and services. Your health is more important than the features on your next smart phone. Invest your time where you get the best return.
Many security pros came up through the career ranks with a solid tech background. But security leadership demands more business acumen and expertise today.
How to transform your career. See what others do not.
Execs: We’re not responsible for cybersecurity http://sco.lt/6wJ5Mn
If you wait until you think you have a reputation issue, damage has already been done. Take more control of the hiring experience.
Use social recruiting. Tell your story before you have an open position. Get people talking about you before you need to hire someone. Social media, web pages with employee testimonials and videos, or word of mouth are more powerful than a pile of resumes.
Listen to people who want to talk with you even before they know you are hiring. Engage them. You can learn about people by engaging in a conversation. Show the world who you are and what it is like to work with you.
You may find more than an employee. You may find new customers. You may even find a friend.
Do you know what people worry about most at work? We asked them, and across 27 countries, the resounding answer was the fear of becoming obsolete. Make sure you’re learning fast enough.
People are one of every businesses’ greatest assets. They have a combination of skills, knowledge and ambitions that are hard to copy.
Even though this is true, companies worry more about upgrading technology and process than people.
This has been a fact of corporate life for years. Employee, lead yourself! Protect your future.
You need to create competitive advantage, not just create x number of widgets on time and under budget. If that is all you offer, a robot may replace you in the next few years.
As people try and act more like robots, they worry more about being replaced by them.
To avoid being obsolete, Develop Adaptability & Learning Agility; Understand & Respect Others; and, Understand Why, Where and How to Communicate.
Do you measure up?
There is a growing and disturbing trend of anti-intellectual elitism in American culture.
America is exceptional. Is it for the same reasons we used to be?