"Being a socially-engaged leader may not be an innate skill for many leaders, but it is increasingly necessary as the multi-generational workplace puts more strain on corporate cultures and social media is opening up channels to 'what it’s really like to work at this company'."
1) Sensitivity to non-verbal cues.
2) Socially interactive.
3) Shared sense of value and purpose.
4) Socially committed to a building an engaged community in the workplace.
5) Sincerely interested in your employees, your social talent communities, your environment.
Read the rest of this Forbes article by Meghan M. Biro.
In almost every organization, there is a concept of overhead. Inc.com provides a solid overview of overhead, but simply stated it is the “costs incurred to make something else possible.” This is a great definition, and it should be applied squarely on leadership.
Overhead costs on leadership should be low, meaning little burden on others. There are certain required overhead costs to leadership:
Other enabling activities….
What kills a culture and team member spirits is a loaded overhead leader. The costs of a heavily burdened overhead leader can be very damaging. The costs to make something else happen, in bad leadership terms, are too high.
What are the characteristics of a high overhead leader?
"The new reality is we never really, completely, wholeheartedly leave work behind. Work is attached to our hip and safely placed in our carry-on bags."
Read more on 4 suggested new corporate vacation policies and 2 leadership challenges. Join the conversation: How would you change an organization’s vacation policy in this new world? How are you leading this shift?
It can be like an overpowering cologne or perfume. When someone enters the room, the scent overtakes everything, and we can barely breathe.
The same happens when someone’s individual passion overtakes a conversation or decision. What seems to be the unfortunate goal is for one person’s passion to be imposed on others. It is passion domination!
The discussion on passion in organizations gets very interesting as we dig into it. There are issues to be highlighted and resolved.
One key question is: Can passion be transferred?
The question centers on two dimensions:
1) Personal passion
2) Organization passion
Read the complete discussion and join the conversation.
"Recently, I dropped in on an innovative workspace for one of my software technology clients– it's a very cool office space. An open-plan, communal space with worktables in rows, very low partitions between areas, and no private offices."
"Here are my top 5 questions which help construct the WHYS of employee engagement for leaders.
1) Why am I here?
2) Why should I trust you leadership?
3) Why should I be loyal to your company?
4) Why don’t you communicate your company values?
5) Why aren’t you clear about the rewards of working in this company?"
Read the rest of this article by Meghan Biro. Important questions leaders should consider....
Interesting thoughts. Having a solid company culture is essential, but does it need a Chief Culture Officer or just good leadership? Great points to consider here:
"So is it time for you to create the post of Chief Culture Officer? Emphatic Yes. Do you want your business to survive the next wave of broken and shallow business models? Do you understand that value has multiple meanings? Do you want to build a real business, not a flip-out? Then do it. Get an extra chair for the C-Suite and surround it with a gracious and comfortable space. Make sure there’s another comfortable chair across the desk, too. You’ll spend some time in that one.
Is it time to hire a Chief Culture Officer? Or at least dream about the possibilities?"
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