- 04/11/2016In my recent post on Inc., I talked about how CEO engagement on social media can be a community builder. I listed our very own @Javier 🐝 beBee along with T-Mobile CEO John Legere and Hootsuite CEO Ryan Holmes as three top CEOs on social media that understand how to use it to build a brand.
Link to article on Inc: bit.ly/topCEOsonsocial
Comments04/11/2016 #8 Deb 🐝 HelfrichWhen you are ready for the follow-on article, Richard Branson is such a classic example of how a decent and caring human being can be the heart of a very profitable empire. He listens. And I bet he is very involved with his social media team. There is a real synergy there.....
- Producer19/07/2017Fingerprint of ChangeIt is customary for the attendees of conferences to report to their respective organizations on the activities of the conferences they attended. This time I am kind of a journalist reporting to the beBee community on the conference that I...
Comments21/07/2017 #22 Ali 🐝 Anani, Brand Ambassador @beBee#20 dear @Steve Brady- your comment is enough to reflect many realities. I agree with your super thinking and suggestion of turning our thinking inside out. This is the way to find new awareness of reality. Sometimes opportunity presents itself for us to become aware of reality. Accidentally only yesterday a new hashtag captured the interest of Jordanians and I shall share this example in my next buzz. I thank you for you= time to share your lovely comment21/07/2017 #21 Ali 🐝 Anani, Brand Ambassador @beBee#20 ;dear @Steve Brady- your c[mment is enough to reflect many realities. I agee with your super thinking and suggestion of turning our thinking inside out. This is the way to find new awareness of reality. S[metimes opportunity presents itsel for us to become aware of rea)ity. In cidentally only yesterday a new hashtag captured the interest of Jordanians and I shall share this example inmy next buzz. I thank you for you= time to share your lovely comment21/07/2017 #20 Steve BradyDear @Ali 🐝 Anani, Brand Ambassador @beBee, thank you for sharing this with us. Your comment that CSR needs an "inverting of thinking" approach resonated with me. May I suggest it may even need turning inside out, being shaken, and possibly tossed around the room also! I want to also mention @Deb 🐝 Helfrich's comment. Her insight: "KPIs and CSRs both have this worldwide blindspot built right in unless companies really examine the framework both initiatives provide. It saves time to have a shared list of key performance indicators in reviewing certain slices of employees work. But there is a real danger that only things that fit in the previously determined framework will be noticed" is profoundly important. Research of any kind is limited by the nature of the "tools" we bring to the task. Our consciousness or awareness of what really matters needs to be moulded, not just by cultural norms, but rather also by what many are realizing deep within their hearts. Human resources (gee I dislike that term!) can be seen as commodities or as vital contributors to the hive that every company can be.20/07/2017 #19 Ali 🐝 Anani, Brand Ambassador @beBee#18 My dear @Cyndi wilkins- I am truly thrilled that you noticed the parallism with hives. I am so happy that you did. Yes, hives on beBee are a form of self-organizing with the possibility of pollinating each other. It is pollinating and NOT pollinating. You made my day.20/07/2017 #18 Cyndi wilkinsThis is a perfect example of understanding the 'uniqueness' of each human being and the value they bring to an organization...Be it complex Corporate functionality or simply pollinating 'the hives' with valuable insights to perhaps assist those in areas of struggle to strengthen the 'hive' or business as a whole.
I love the parallel you have created here @Ali 🐝 Anani, Brand Ambassador @beBee....in reference to this platform...with all bees contributing their unique expertise to each of the hives of their interest, we are building a sustainable platform for those looking for a voice where they may have otherwise been squelched into silence;-)20/07/2017 #17 Ali 🐝 Anani, Brand Ambassador @beBee#16 Thank you so much for your compliment. I say that the conference was well-prepared and the environment was very supportive. The engagement of participants was beyond expectation. Yes, and I wonder who dared to coin the term headhunter. Coining a term reflects on the person who coined it. What if he had opted for bees for our hive? You know this is a rather unspoken value of beBe- the hives are the attraction and attention of talents.20/07/2017 #16 Jean L. Serio CPC, CeMAClearly you were an excellent choice for a speaker at the 'Fingerprint of Change' Conference, Ali. And it sounds as if you enjoyed your time presenting at it; with an audience who, no doubt, appreciated your invaluable input. I also appreciated Joanne Gardocki's comment regarding people being treated as talent. In fact, today companies have individuals called 'Talent Attraction Strategists'; hopefully finally eliminating the ugly word 'headhunter'. Now if only company presidents and ceo's remembered that good talent is how and why a company grows and prospers. And, yes, as Sara Jacobovici suggests - you should add 'journalist' to your curriculum vitae!20/07/2017 #15 Ali 🐝 Anani, Brand Ambassador @beBee#9 I do all the participants of the conference would read your comment @Joanne Gardocki. The issue of "HR is evolving from personnel function to talent management" was a prominent topic during the presentations and discussions. Yes, I am personally very glad by your observation spotlighting this hugely relevant issue.20/07/2017 #12 Ali 🐝 Anani, Brand Ambassador @beBee#5 @Deb 🐝 Helfrich- I always enjoy the depth of your comments. You mentioned indirectly the butterfly effect of a smile and how t could be a great motivator for employees and beyond the capability of any KPI.
I am referring to your comment in my next buzz. The idea of the buzz is that we tend to divide organization as simple, complicated, complex, chaotic and unknown. Yes, the work of some organizations might be simple, but the human employees (not robots) are complex bodies). That said the question then becomes how simple is a simple organization? I find the idea of self-organizing organizations is also extensible from self-organizing teams. Your smiling comment brought a butterfly effect on my and is urging me to write on this topic.20/07/2017 #11 Ali 🐝 Anani, Brand Ambassador @beBee#3 hank you so much for your supporting comment @Sara Jacobovici. Yes, the organizers did a superb job. A conference need quality speaker, engaged audience and 'Sustaining" environment. The conference achieved all. Thank you for your trust in me.20/07/2017 #9 Joanne GardockiWhat a wonderful hopeful message, @Ali 🐝 Anani, Brand Ambassador @beBee, thank you for the buzz report. I can't fully describe the sense of relief when I read HR is evolving from personnel function to talent management. It is degrading for people to be handled as widgets that fit anywhere and then disposed of with the same algorithm as excess stock. Understanding that people bring talent and value is so important to cultivating, growing and engaging that talent within the company for a better bottom line.20/07/2017 #7 CityVP 🐝 ManjitKPI's work depending on the "i" and that initial indicator is whether the "i" of an intelligent person fashioned them or the"i" of irresponsible. KPI's that fail invariably have little thinking behind them and are instituted like a best practice rather than as a smart practice. KPI's should follow evidence based thinking and that is not always the case, given the circumstances that lead to KPI's failing in their purpose.19/07/2017 #6 CityVP 🐝 ManjitKPI's work depending on the "i" and that initial indicator is whether the "i" of an intelligent person fashioned them or the"i" of an idiot. So you know well that I do not think much of personal branding, but I also think very little of the practice that has institutionalized itself in corporations we call "Human Resources". If human resources were actually "human" then why do organizations have corporate social responsibility initiatives? CSR between the cheeks of marketing and human resources.
So enough of the blind alleys that the opening paragraph can take me down and here I do not want to open up, because my disdain for PB, HR and PR should not preclude me from acknowledging efforts of meeting organizers to create more dynamic and better functioning meetings. Unfortunately the blurb in the conference does contains the same maddening mentality of "HR trying to get a seat at the table" (which is the C-Suite). So let me pretend that none of that matters - then I can focus on the tactical bits of the conference and there I am always happy to see event organizers make it easier and smarter to collaborate.
This is the hardest buzz I have had to get through because my stomach tightens - not due to a bowl of talent but due to the bowels of HR groupthink and of course that invariably brings me back to the "i" of KPI. Apologies but this HR rattles me a lot.19/07/2017 #5 Deb 🐝 HelfrichGlad to attend the conference vicariously through your dispatch, @Ali 🐝 Anani, Brand Ambassador @beBee
KPIs and CSRs both have this worldwide blindspot built right in unless companies really examine the framework both initiatives provide. It saves time to have a shared list of key performance indicators in reviewing certain slices of employees work. But there is a real danger that only things that fit in the previously determined framework will be noticed.
Someone's ability to always make colleagues smile has never been on a KPI list. But I can guarantee that person, and the portion of their day dedicated to good will, is propelling job satisfaction all around them and contributing to the organization's real growth.
Same with CSR - the framework of seeing these efforts as PR overhead, means that nobody is looking to uncover those messy complex areas where benefiting the community and environment can provide the impetus to rework long ago developed processes.
When we rigidly measure anything, we lose the ability to leave space for innovation and neglect to account for the true benefits of calmly happy workers - mental states drive what can be accomplished.19/07/2017 #3 Sara Jacobovici@Ali 🐝 Anani, Brand Ambassador @beBee, you have given your readers a great opportunity to see you, not only in action, but how you incorporate the ideas you share here in the virtual word of beBee, in the real world of business. The conference is an important one and obviously organized at a very high level of professional standards. Not at all surprised seeing you as a speaker at this event. Your focus on KPI and CSR are invaluable to the topic related to the title "Fingerprint of Change". Thanks for being such a good journalist in reporting this event.
Comments14/07/2017 #1 CityVP 🐝 ManjitMy only caveat is that we already exist in a heavily PUSH society where people are taught to get themselves noticed in what becomes an arms race for attention. A lot of energy is expended through PUSH and it is in some ways a bit like a pyramid scheme, the people pushing at the top are gaining the lion share of the advantage.
It is important to balance or at least find an different mindset and rather than push back at the push society, find a new space which is PULL. Personally I think PULL is far more powerful than PUSH. I don't see PULL as an alternative to push, only a way of thinking differently.
PUSH will always be a dominant feature of a dog-eat-dog society, there is no getting away from that, but with PULL we can try to become a little bit more human and little less dog.
- 11/07/2017What is the value of enhancing your emotional intelligence? Check out this infographic and then read my latest in Inc: https://www.inc.com/john-white/how-jeff-bezos-and-ursula-burns-build-success-with.html
Comments11/07/2017 #1 CityVP 🐝 ManjitRemove the gloss and stock photo images and the reality of leadership success is that emotional intelligence for a leader like Jeff Bezos refines the success producing side of ruthless leadership.
It is fine to entertain EQ as a part of the new age toolbox, but Jeff Bezos is not new age, he knows how to get things done in an arena feint hearts will not be found.
Otherwise the very things detailed are a factor of natural emotional maturity that people grew into with or without EQ.
- Producer03/07/2017Low-Performers: Punishment or Support?When you manage or lead people, you know to expect that things won’t always be sunshine and roses. Your role requires you to lead, motivate, and inspire to get the results your company wants. Your role also requires you to be involved when people...
- 22/06/2017She (Patty McCord) helped foster a different type of culture at Netflix, then was fired for a business decision but on the way she created a culture deck that top leaders like Sheryl Sandberg applaud
2 Original Deck :
https://www.slideshare.net/reed2001/culture-1798664/12-12ImpactYou_accomplish_amazingamounts_of_importantShe Created Netflix’s Culture And It Ultimately Got Her Firedwww.fastcompany.com Patty McCord created Netflix’s revolutionary culture, treating employees “like fully formed adults,” but did that culture force her...
- Producer07/06/2017If You Want to be a Thought Leader, You Must First be a LeaderIf You're a 'Thought Leader' that isn't Leading, You aren't Making Much ImpactWe've all met someone who claims to be an authority in their field, but seems to have more interest in self-aggrandizing than in truly advancing industry. These...
Comments12/06/2017 #17 Tannis Liviniuk#11 Great addition @Sara Jacobovici. You make a great point about the leader's role in ensuring growth and taking responsibility when things don't go as expected. A good leader owns the results, good or bad, and gives credit to the team when it is due. Thanks for posting! You added some great additional points and insight to the discussion!12/06/2017 #16 Tannis Liviniuk#10 I couldn't agree more @Sara Jacobovici! The attachments that you reference are key to sustaining the initiatives. Too often ideas fizzle out due to lack of knowledge or support. Building a stronger network, connecting with others, and sharing ides, will help us ensure that advancement is possible.12/06/2017 #15 Tannis Liviniuk#5 Good Point @CityVP 🐝 Manjit. Leadership metaphors are often overused, and not always representative of the message that we are trying to convey. I use the analogy of digging holes as I often observe the struggle of thought leadership in my industry. There are a lot of great ideas out there, but many focus all of their effort on trying to change the industry alone. To make monumental change, you must inspire the masses to help you dig below the surface. Only then can we build the foundation, as you referenced.12/06/2017 #12 Erroll -EL- WarnerLeaders must have the characteristics so others can follow. Leaders should not feel intellectually challenged by subordinates. Leaders should take the opportunity to nurture the ability of their subordinates.When it comes to leadership there should always be transparency, accountability, humility, respect, honesty, confidentiality, dignity, and empathy.11/06/2017 #11 Sara JacoboviciPart Two: Your concluding paragraph @Tannis Liviniuk is great. If I may, I would like to add, "To do that, start handing out some shovels", in a responsible way. "One's philosophy is not best expressed in words; it is expressed in the choices one makes... and the choices we make are ultimately our responsibility.” -
A leader, a person in a place of power and position, is responsible at all times; to ensure that things continue to go well during the prosperous times, times of growth, and who takes responsibility during times of instability and turmoil. No leader is expected to be flawless, only to be human. In this way, a responsible leader develops and grows into achieving success and “greatness”. Thanks for the opportunity to engage in this discussion.11/06/2017 #10 Sara JacoboviciPart One: Thank you @CityVP 🐝 Manjit for bringing my attention to @Tannis Liviniuk's buzz. Kudos to you Tannis for taking on a difficult topic. Too often, articles written about leadership appear cliche and "formula"oriented. I appreciate you taking the time to focus and offer some depth to the qualities of being a leader.I would like to focus on one you mention and humbly expand on another. You write, "...everyone is working on their own ideas, and so we dig a lot of shallow holes....Team collaboration is the key to best practice and innovation advancement. Yet, so many are hesitant to share innovations with others for fear of losing competitive edge." The discussion of establishing, not only, connections with others, but what I refer to as attachments, are crucial. As you point out, there is a hesitation to sharing with others.ther and say, there is a sense of fear or risk to forming attachments. But a leader knows and understands that when you give up the idea that the work and success are yours alone and forms the appropriate attachments, you are establishing the foundation of success.11/06/2017 #8 Ali 🐝 Anani, Brand Ambassador @beBee#5 Thank you @CityVP 🐝 Manjit for tagging me to this important buzz by @Tannis Liviniuk. I published a buzz using four different metaphors on leadership:
4 Metaphors for leadership- Is it more of Same? I used the divers metaphor, The perfume bottle metaphor, the reaction vessel metaphor and the driving cars metaphors. I also published other related buzzes. In my buzz of today "Growing on the Cliffs of Challenge"
I explain using the tree metaphor why leaders must have what Tannis mentioned in her buzz "Humility is a Key Trait".
I enjoyed reading this buzz immensely and I see eye-to-eye with its content.11/06/2017 #5 CityVP 🐝 ManjitThere are times when we still use out-dated metaphors like 20th Century military mindsets and often it ends in the description as a war for something i.e. "a war for talent". The reality of leadership is that it is not a conventional war. Our metaphors for leadership are outdated.
This buzz is a metaphor for shoveling a greater foundation. This will for a start be of interest to my good friend @Sara Jacobovici and @Ali 🐝 Anani, Brand Ambassador @beBee The idea of holes here symbolizes the enormity of the construction to come in our builder age.
Donald Trump builds hotels but he is a real-estate marketer who is a brand builder and not a nation builder. The people who voted for Trump had dreams of a builder to "make America great", the same slogan used by Ronald Reagan's campaign. Reagan's "make America great" was brand based, or at least the kind of brand that is best formulated by an actor. America wanted a builder leader to dig huge holes for rebuilding the foundation of America - but it elected a shallow hole personal brand.
I am sure @Javier 🐝 beBee and @Juan Imaz will appreciate the foundation layers Tannis Liviniuk has written about here.
- 02/06/2017Great report on employee engagement by HR Magazine. Looking at all the facets of building a holistic engagement strategy, with focuses on neuroscience, data mining, line managers, and more. http://bit.ly/2qGlCDJ
Comments02/06/2017 #9 CityVP 🐝 Manjit#8 In terms of resources definitely not fair but in terms of practice, all I am saying is that asking for personal information after the invitation is not something I am cool with whether it is Deloitte or HR Magazine. What Katie Jacobs provided is "DOWNLOAD OUR FREE REPORT" but it is not free. If she wrote SIGN UP FOR OUR FREE REPORT I have no problem. It is not about David & Goliath here, it is my own memories of bait & switch. If that is the engagement then in terms of engagement that is for me the irony here. I don't find that engaging.02/06/2017 #8 Friddy Hoegener#4 @CityVP 🐝 Manjit I hear what you are saying but I don't think it's fair to compare the resources that a company like Deloitte has with HR Magazine. For HR Magazine those articles are a core business strategy and as you pointed out a vital marketing strategy to identify potential customers. Deloitte just likes to demonstrate their expertise and capapilities. David vs Goliath02/06/2017 #5 CityVP 🐝 Manjit#2 @Jennifer 🐝 Schultz check out the link I provided on comment #4 - the PDF URL is https://dupress.deloitte.com/content/dam/dup-us-en/articles/employee-engagement-strategies/DR16_becoming_irresistible.pdf02/06/2017 #4 CityVP 🐝 ManjitThere is one thing that irks me about HR Magazine, that its partner We Thrive needs our email in order to share this report.. My reaction, if that is what We Thrive call engagement, I am not that engaged with these kind of marketing tactics.
Now compare that with Deloitte writing a report about engagement being "irresistible", even though this article is from 2015, I can both read the article and they provide a download button, which provides the option to save a PDF. In this case here that is a very engaging thing to do, so who do I trust and support when it comes to who engaged better?
Deloitte vs. We Thrive 6-0, 6-0, 6-0
Game Set and Match :-)
- Producer13/05/2017How Companies Can Foster Work-Life Integration to Maximize ProductivityNews flash for employers: too many traditional work management models are antiquated in today's high-tech Information Age. Put simply, they don’t result in high productivity, accountability or employee engagement. New times call for new...
Comments26/05/2017 #17 Aaron 🐝 SkogenYou know @David B. Grinberg, it comes down to "Life". While I don't like the song as much, I love the lyrics:
“no such thing as spare time,
no such thing as free time,
no such thing as down time,
all you got is life time… go!”
—Henry Rollins, Shine
Now apply that to the various aspects of life, whether personal or professional and you have something.
I didn't mean to sidetrack, yet felt like sharing that. Enjoyed learning about the ROWE method. It seems that many of the organizations I have worked with are still stuck in 20th (some even in 19th) century employment models. Which begs the question, are we ready for change? There are days, and despite our best efforts, that I think the answer is a "no".
Interesting statistic I heard a while back from the Dept. of Labor, that ~65% of kindergartners today will work in jobs that don't even exist today. . . I wonder what the model will look like for my 5 year old in 20 years. . .26/05/2017 #16 CityVP 🐝 ManjitFirst of all David, this article and thinking in it is excellent with one proviso which is the expression "work-life".
It is good that we are challenging the nonsense term "Work-Life Balance" and it represents 20th Century thinking, but changing it "Work-Life Integration" makes sense but it is still placated in 20th Century thinking.
What you have written is an ideal situation but this is not the world most organizations live in. If proof be needed that they are not, it is in acceptable prejudices such as ageism still dominant both as mythologies and memes - 20th Century thinking.
The modern organization is still on the track of career path thinking. This is why I find personal branding as a concept equally antiquated as the expression "work-life". The career path is predicated on education, then the career-path and then retirement. This is classic 20th Century mind.
Your article and thinking is not antiquated, because the 21st Century value in it lends to what I call "Life Path Thinking". Life path is the integration because it first places meaning back in the home, and secondly it does not discern about work which is paid and which is beyond profit (Note I did not use the equally antiquated wording NON-PROFIT).
Organizations continue to hire leaders with 20th Century thinking - we hire people with antiquated notions of leadership. I know when an organization has hired 20th Century leadership because that organization uses antiquated terms. LIFE PATH not work-life. In this regard I am the voice of the 21st Century.16/05/2017 #13 Danish CharlesGreat article.
I believe adapting new techniques eg: Automation process and using support of useful software’s in production and operation side will help to improve productivity and better result. Developing technical research team is a useful part for every industry.15/05/2017 #12 Pascal DerrienSome topics of interests inded and great pointers, companies are not at the races on this, I was given 4 Mach hires a while back along side a book on how to manage millennials I laughed and never read the book they all left the company , different values and not caught in the rat race yet for some that's it14/05/2017 #7 Chris 🐝 Guest Cert.Prof.Acc.SAThanks David, very thoughtful article. The elephant pic says it all "Balance is Key". Some people may need the discipline of being in the office to produce their best/ other may thrive by working from home. The model should always allow both options in my opinion.
Having said one needs to reflect on why the Yahoo CEO (for e.g.) stopped the "working from home" concept; there must have been a downside?14/05/2017 #6 Lisa 🐝 GallagherExcellent buzz as usual @David B. Grinberg. You brought up a lot of great points. I can think of jobs where people are employed to work 8-10 hours per day and possibly put in on average 3-4 hours. I'm going back to my experience in an office. I will say, it seems those who were paid less did more work and upper level managers spent a lot of time doing nothing ( I kid you not). Now, I don't want to insinuate that it's like this in most offices, that was my personal experience.
This made me laugh but there is truth in it: "Even work-life balance experts are awful at balancing work and life." I'm sure it is hard but it's possible if people brainstorm. Integration is key.
Personally, I'd love to see many more Companies who can afford to have work done outside of an office hire more remote workers. I'm going to be frank, there would be less people on disability if they were able to work from home. There are many capable workers who would work hard and be dependable if they were afforded jobs within their homes. There are opportunities in larger cities for hotels, airlines (IE; Customer Service, Reservations etc... ) but not in rural areas. I hope we see trends changing.14/05/2017 #4 Phil FriedmanMany good points here, David, plus more than a small measure of wisdom. As you correctly point out, people should be paid for what they produce, not for the hours they spend producing virtually nothing. As a consultant, I would add that people are entitled to be paid for what they know, as well as for what they do. Because what they know can make or save money for those who employ them. Thanks, David, for speaking truth. Cheers!14/05/2017 #3 Erroll -EL- WarnerThe problem is most Human Resources and recruiting professional don't have the modern equipment to do their jobs. In addition, most are not exposed to the latest training strategies and techniques to perform their job effectively. A recent survey stated that 60% of executives are not satisfied with their Human Resources and recruiting team. Those executives are the ones to blame rather having them complaining. Institutions are recruiting low-level talents and placing them into competitive positions they are unable to manage. Such situation creates dissatisfaction among employees. Also, many organizations lack open communication which intern prevent the creation of innovative ideas and transparency.13/05/2017 #2 Javier 🐝 beBeeGreat buzz @David B. Grinberg. Many thanks
"Work-life balance has been eclipsed by a new buzz term: work-life integration."
Most succesful entrepreneurs are an example of work-life integration instead of "work life balance" as separates lifes. In my humble opinion we have only one life and integration is powerful.
- Producer26/05/20176 Benefits of Flexible Working Hours for Start-UpsEntrepreneurs are faced with the difficult decision of having a fixed or flexible work schedule for their employees. The digital age has brought with it the option to work from anywhere. Remote working and flexible hours are tomorrow’s norm....
Comments27/05/2017 #13 Robert CormackCompanies that reject flex-hours are a bit of an anachronism, much like publishers still demanding manuscripts be sent by hard copy (with self-addressed envelopes). As a freelancer for 25 years, I only dealt with one client (agency) requiring me be on site every day (the president didn't trust anyone). Trust is really the issue here. If you're insisting that everyone be on-site, working traditional hours, etc., you actually lose something in the process. Good thinkers are working around the clock. They construct ideas, notions, strategies even in the shower. Imagine going from this environment to being forced into an office (and a cubicle) each day. The noise is deafening and so much time is wasted with chatter and silly "requirements." If Gates is serious (Microsoft still requires staff to be on site), he should show by example how effective letting people work in their own environments (on their own hours) can be. My best working time is 4:00 am. Between then and 9 o'clock, I accomplish more than a week in an agency. Thanks for the post @Juan Imaz. Very interesting.26/05/2017 #12 David B. GrinbergJuan, I also want to add per point #6 that studies and anecdotal evidence show that more Millennials view work autonomy as a non-negotiable job criteria. Moreover, Millennial workers are in high demand and will soon comprise the majority of the global workforce compared to other age groups, especially as Baby Boomers and GenXers increasingly retire. I also assume that Gen Z -- the younger cohort of Millennials -- will also demand flexible work options as a prerequisite for considering any job offer. Although most members of Gen Z are still in high school, the oldest members of this demographic are starting to graduate college and embark on their first professional jobs. Therefore, flex work is a major incentive to them as well.
Thus, it's important for employers to recognize why flex work makes good business sense from the standpoint of recruiting, hiring and retaining the best available talent, particularly among a new generation of young people. Employers who ignore flex work options do so at their peril, as talented applicants will be hired by the competition. On the employee side, it's critically important to remember that with increased work autonomy comes increased accountability and trust by management.
Thanks again, Juan, for a terrific and timely read. FYI - here's another buzz I wrote about an emerging flex work management model: Results-Only Work Environments (ROWE) https://www.bebee.com/producer/@dbgrinberg/new-work-paradigm-for-millennials-gen-z-is-results-only26/05/2017 #11 David B. GrinbergKudos, Juan, on another brilliant buzz full of important insights and astute advice. I've been a long-time proponent of work flexibility because, put simply, it just makes good business sense in today's fast-evolving mobile, digital and virtual high-tech workplace.
Thus, I hope employers take note of the business benefits you point out of allowing flexible work options for employees -- which, as you note above, increases engagement, productivity, morale, job satisfaction, and company loyalty (among other things).
FYI, here's my buzz from June 2016 on the Top 10 reasons why telework makes good business sense https://www.bebee.com/producer/@dbgrinberg/top-10-reasons-why-telework-makes-good-business-sense-in-the-digital-age26/05/2017 #9 Matt 🐝 SweetwoodQuite frankly this is at the heart of why most people, including myself, would chose to work for a start-up. After having run a company that operated for 12 hours a day, 7 days a week, I wanted a job that afforded me the time-space to be creative in way that was better for me. A traditional CEO role at a traditional company would simply have me in the same grind I left when I sold my business. beBee offices are in a Wework in New York which is filed with start ups. The flexibility of work hours can be seen on the faces of people walking around there. They are happy, they socialize more and just seem way more creative. This is a great post, sharing... @John White, MBA @Virag🐝 G.26/05/2017 #7 Liesbeth Leysen, MSc. International Management, Certified Executive Coach. Brand Ambassador beBee, Inc.thank you, start-ups will be grateful for this post!26/05/2017 #6 Liesbeth Leysen, MSc. International Management, Certified Executive Coach. Brand Ambassador beBee, Inc.king bee post!26/05/2017 #4 CityVP 🐝 ManjitI am glad that this buzz leads with the word "Workers' and not "Employees". Workers should denote those people who do the work. That is not necessarily true with the word "employees" when it means being employed under someone else's dime. Employees are pampered in large organizations but workers still do the work.
The next key word is agile. Agile works when the workers an organization hires are really good, they know how to do the job and the organization has headhunted the best of the best - so why then would an organization stand in their way and create rules that impeded and get in the way of their job. If you hire the best, let them work and here flexible hours are intelligent hours. It is a win-win - a worker that wants to work and wants to flourish using abilities and gaining new abilities.
The reason organizations with bloated HR need to create policies is because not all organizations can command the best minds, so an organization hires B-Players or what Steve Jobs called BOZO LEADERSHIP and the whole organization is then either dumbed down or policy driven because the policy is to protect the organization from bad workers. This is when comedies like Office Place find their material for "TPS Reports" and having these "Lumbergs" https://www.youtube.com/watch?v=Fy3rjQGc6lA In this case flexible work is a crazy idea - to give people who are experts at playing the game, the opportunity to game flexible time - not good.
Bottom dollar, hire really good people, get out of the way unless they ask for development and then work on a win-win basis, but hire a good person and throw them into an "employee culture" and expect the good person to be the one who is burned. So if your organization needs to downsize, do not call me - I have become very tired watching over decades, this kind of BS. Flexible work is not BS but it needs to stay clear of BS in order to create a win-win scenario.26/05/2017 #3 AnonymousThank you @Juan Imaz for sharing your excellent approach to enlight the flexibilty's prism. I like very much the idea like compensating differentials to steer the work efficiency needs, targeted. That can be an entire package of well-being in corporate life, to reduce the paradox of the risk intermingling between work and family life, if strict boundaries can be set and shared both sides.
- Producer05/05/2017Partner with my team for Recruitment ServicesI add passion, value and purpose to my personal and professional life.My professional purpose is to transform the way employer's interact with job-seekers and help recruitment grow; Transform the way companies interact with customers and help...
Comments06/05/2017 #22 Liesbeth Leysen, MSc. International Management, Certified Executive Coach. Brand Ambassador beBee, Inc.#12 my pleasure @🐝 Fatima G. Williams!!!06/05/2017 #17 Tausif MundrawalaBeing an excellent bee you are a wonderful human being as well. You are at the right place at thecroght time. Your traits as a friend and a person allows you to be an effecient HR person. If the need arises then would surely contact you for job. I am blessed with such a wonderful friend. I wish you luck for your future endeavors my friend,@🐝 Fatima G. Williams06/05/2017 #16 🐝 Fatima G. Williams#1 Sign up on www.aptresources.ae for job opportunities and send me a message or email on firstname.lastname@example.org to help you source candidates.
To those interested in my recruitment services. Let's get on a call to discuss the services and terms of the business and also to better understand the kind of people you want in your team.06/05/2017 #12 🐝 Fatima G. Williams#2 Thank you for all the support @@Julio Angel 🐝Lopez Lopezjuli and @Liesbeth Leysen, MSc. International Management, Certified Executive Coach. Brand Ambassador beBee, Inc.lie and @Chris 🐝 Guest Cert.Prof.Acc.SAChris 🤗🐝🤗06/05/2017 #4 David B. GrinbergFatima, I wish you all the best and much continued success with your important work. I've shared this buzz on three hives: "Human Resources Professionals" and "HR Recruitment" and "Recruitment."
Please have a wonderful weekend and keep buzzing. Thanks for all YOU do!05/05/2017 #2 Liesbeth Leysen, MSc. International Management, Certified Executive Coach. Brand Ambassador beBee, Inc.wow queen bee shining star, what a beautiful post!!!! @🐝 Fatima G. Williams
- Producer19/04/201740 Years of Research Proves Women Are Better Managers Than Men Because They Tend to Have This Crucial SkillIn a Gallup report based on over four decades of research, including the analysis of 27 million employees' responses, female managers outperform their male counterparts when it comes to driving employee engagement. Gallup defines engaged employees...
- Producer19/04/20177 Essential Elements to Consider When Writing an International Executive ResumeI had the privilege last Friday of listening to a webinar led by Tim Windhof, an international executive resume/CV writer. Tim explained many of the challenges U.S. and Canadian writers can face when writing these job search documents for an...
- Producer18/04/2017Are you wasting money and time on leadership training? Some very interesting research suggests there is a strong negative correlation between the amount of money spent on leadership training and development, and people’s confidence in their leaders. (My Bold) “Leadership training and development...
Comments21/04/2017 #13 Judy MackenzieI have worked with leaders and managers all my career. I have created and trained management staff in some innovative but still classroom based learning. I have to admit these programs didn't have the kind of longstanding impact I had hoped for.
The most effective and applicable results came from group coaching on collective challenges and opportunities. Everyone is too busy to sit still when the learning is not immediately applicable and results oriented with follow-up support. I say NO to the big black binders on the bookshelves of managers across the country.
There is one small issue (total tongue in cheek) with group coaching and that is there must be a philosophy or strategy to tie the coaching too. That is still lacking in too many companies.19/04/2017 #11 Phillip HubbellTwo things…leadership courses, as conducted by companies, is often about the latest touchy feely effort to not actually lead. A lot of it is about codifying some sort of egalitarian process of trying to make people be happy and loyal in the face of job loses designed to make the stock look better. Second, a lot of these programs are aimed at the people who will not be considered for promotions because everyone doesn’t get to be a leader, so trying to teach everyone to be one is kind of pointless. Leadership training should be directed only at those who have a chance at becoming one, even though the qualities the programs are trying to instill don’t really make someone stand out as the company’s first choice.19/04/2017 #10 Jerry FletcherLeadership is truly a sticky wicket. The conundrum, to my way of thinking, is emotion versus logical. The idea that we must share the vision of an outcome before we are willing to accept a leader sounds good logically but it doesn't account for charisma, charm and persuasiveness. To be a good leader you supposedly need a good Emotional Quotient score and that gives you a lift in confidence. Again, there is a chasm between emotion and logic that is not being dealt with. How can we leap the chasm?19/04/2017 #9 Devesh 🐝 BhattUnlike Master, Superior, Manager, Guide,Guru, Mentor, Frontrunner and popular synonyms leader has some additional synonyms like Pioneer, inventor, Initiator, discoverer and the overly debated word disruptor which i feel as a mismatch.
In India, training saves taxes and Leadership is a much loved word because many in management like to "follow" US trends.
People seek leaders when then are unable or unwilling to lead themselves. People doubt leaders because they do not want to give another power but do so immediately out of fear and doubt.
Wannabe leaders often question power centres and not the source of power itself, the undercurrents of shared fears beneath the evident shared interests.
A leader is someone with a functional solution permitted by the rest to implement it. Maybe it is out of trust, maybe it is a desperate scenario and the trust is built along the way. It hardly matters because leaders are gauged in retrospect and that too is reduced to the scale of sceptism wherein few are considered lucky to get away with messups.
My clients try to force fit a leadership program within my consulting assignments as a way to save taxes and look good to their management, everywhere i have the same thing to say.
Find a solution, find a way to get it implemented with justifiable credit to all involved. If people see you as a doer, they will follow.19/04/2017 #8 CityVP 🐝 Manjit#7 Fascinated by this idea "jantelagen" and the moment I read it, I was whirling around Google wanting to know much more about this, and found links like this
http://blogs.transparent.com/swedish/the-downfall-of-jantelagen-%E2%80%93-social-media/ View more#7 Fascinated by this idea "jantelagen" and the moment I read it, I was whirling around Google wanting to know much more about this, and found links like this
Personally I am interested in the idea of equanimity and jantelagen seems to be blend of equanimity, humility and political correctness. I am not a fan of political correctness but I have a soft spot for equanimity.
Each individual must process jantelagen commensurate to so many variables and factors of their own being, and as i read various links across the net about this, that is the first thing that came through, that the knowledge, nuance, experience and disposition of the individual discussing jantelgan both coloured and informed what it actually is.
By itself it is an interesting cultural practice. There is both an intelligent aspect to it and a restrictive and suffocating aspect. Close19/04/2017 #7 Bengt Hahlin#6 Hi Sue,
Yes, it is in a strange way both a complex and “simple” subject at the same time.
I made a comment (see below) on a buzz from @john-white about “haters” which I also think have some bearing on this discussion too. I.E. the pressure from society/school/work etc. against those who stand out as achievers. Except of course for sports stars and certain celebrities (which makes for an interesting discussion about our society’s values).
All of this, plus other “things”, doesn’t exactly make it easy to find the leaders with the “right stuff”. Nonetheless, this makes it even more important that we as a society succeed with this.
“In Sweden and the other Nordic countries it is called ”Jantelagen”. It has been around for a long time. But it is not so much about hatred as envy and a condescending attitude towards individuality and success. Jantelagen refers to a mentality that de-emphasises individual effort and places all emphasis on the collective, while discouraging those who stand out as achievers.
The author Aksel Sandemose in a novel from 1933 formulated the 10 laws of Jante like this:
1. You're not to think you are anything special.
2. You're not to think you are as good as we are.
3. You're not to think you are smarter than we are.
4. You're not to convince yourself that you are better than we are.
5. You're not to think you know more than we do.
6. You're not to think you are more important than we are.
7. You're not to think you are good at anything.
8. You're not to laugh at us.
9. You're not to think anyone cares about you.
10. You're not to think you can teach us anything.”18/04/2017 #6 Sue BryanThank you for this Bengt. Leadership is a complex subject. I think that few people, through their schooling have ever seen strong leadership in action, as western schools depend so heavily on controlling behavior through manipulation, bullying, shaming and sometimes - rewards, not strong leadership.18/04/2017 #5 Harvey Lloyd#4 In leadership we have to focus on the whole and then serve the individual to that end. Some how we have gotten this upside down. We are serving the individual at the expensive of the whole. I don't want to pour unity down every ones throat but but leadership requires the whole of the goal to be first. Secondarily we can tame schedules and execution around the individual.
Great conversation and we need to discuss these variables as we look at growing from where we are to where we want to be.18/04/2017 #4 Bengt Hahlin#2 Hi Harvey,
A very valid point. It is always useful to look at a problem/situation from very different angels/views. In addition, the way the education standards/results in Western Europe and USA have gone down in the last decades is not encouraging. Nonetheless, this in no way diminishes the leadership role, but it makes it much harder.18/04/2017 #2 Harvey LloydI share your observations but look at the other side of the coin. Those being lead. Leaders can't lead those whose views are so narrow as to exclude others/group's/goals that are based on the whole of the company/country or region. Leaders are attempting to lead folks to a goal who are all individuals, developing their brand.
My report card from many years ago had a check box on it that related to this other side of the coin, Does not play well with others.
Until education begins in the area of common good that we can all live within, the leadership will not be able to organize teams towards goals effectively.
- Producer15/04/2017LEADERSHIP CLINIC! AMAZING!Of late, I came across an Advertisement regarding “LEADERSHIP CLINIC!” Leaders are ailing, failing to comply, their skills needed to be honed. So that they can deliver effectively and manoeuver the crisis they are confronting, locally, nationally...
Comments16/04/2017 #12 John RylanceThe Charge of the Light Brigade had no backup plan and look what happened to them.
Actually I suspect plan A, includes alternatives to cover all possibilities. Not to do so is foolish. You can't always predict what someone else is going to do. Their actions may need plan B, if you've only got one approach then your plan you will fail.
Winning formulas need to be flexible, changing them at any stage. Isn't a sign of failure it's proof you are reacting to ever changing situations.16/04/2017 #9 Ali 🐝 Anani, Brand Ambassador @beBeeIn an advanced version of the tortoise and hare story is that at the end they decided to share responsibility and found a common ground on which they could elaborate. One to carry the other onland and the other to carry the mate in water.Leadership can find creative solutions instead of conflicts.
Thank you @debasish majumder for your interesting read. Sharing16/04/2017 #8 Wayne Yoshida@debasish majumder - Interesting you selected the picture of Elizabeth Holmes of Theranos for this post. She is not one of my heroines. She is one of my examples of how **not to lead** and how not to make decisions and I disagree with her about not having a plan B.
Take look at this story, you may find it interesting....
http://www.vanityfair.com/news/2016/09/elizabeth-holmes-theranos-exclusive16/04/2017 #7 Liesbeth Leysen, MSc. International Management, Certified Executive Coach. Brand Ambassador beBee, Inc.very inspirational @debasish majumder 'nothing is impossible in the dictionary of man' true!
- 14/04/2017JOB FAIR ALERT - OVER 1,000 JOBS!!!
Take a look at this list of employers. All HIRING at our Bucks County Spring Job Fair on April 26th at Neshaminy Mall. Grab a friend, polish up your resume and let's get you a job!
#jobfair #careerfair #jobs #careers #BucksCounty
Comments14/04/2017 #1 CityVP 🐝 ManjitExcellent Jennifer ! Love the Recruitment Queen brand and how you have let it sit in the background with emphasis on job seekers and the employers showcased at the fair. It is quite a challenge to have this many employers to be at a job fair, free of employment agencies and people selling educational courses. Well done !
- Producer13/04/2017Producing the best!Image credit: Paroxysm on Human Resource Management In his buzz, Why the Best Make the Worst?, Ali Anani challenges us with the following question and statement: “Why the best fail to produce the...
Comments13/04/2017 #7 CityVP 🐝 ManjitWe don't often do the simplest thing which is to deal with people as a human being, instead we have policy makers and then we force fit the human being through a prescribed prescription, and often my angst at human resource practices is at this most simplest level. Human as a resource then stops being human as a being and meaning flies away, leaving the mean, and thus our organizations actually contribute to a mean world, rather than a meaningful world.13/04/2017 #2 Mohammed A. JawadAn excellent, thought-provoking post. Perhaps, we ought to realize that it's in the right knowledge that makes us sensible to cultivate chiseled culture, and this in turn make everything clear and easy to give best outcomes. Indeed, investing time in people with sound teachings and mentoring is the best initiative.13/04/2017 #1 Ali 🐝 Anani, Brand Ambassador @beBee@Sara Jacobovici- I shared this buzz on three hives not because I am only honored to have a mention in it, but also of its deep meanings. You completed the Golden Circle by writing "But if you define the criteria as, the individual can demonstrate that he or she is able to take initiative, then you are able to produce the best because you understand how and under what circumstances the individual can thrive". The why is answered promptly by the understanding how and then what to extract the best out of people. It is not only the simple rule; now, I also believe it is the simple rules of asking as well.
This is a buzz you can be proud of for long times.
- Producer29/03/2017What do you see when you look at this picture?There seems to be some question regarding this photograph...Is it ...a pithy motivational saying for your wall? a commentary as to why many people miss opportunities?a reminder that nothing comes without hard work? just a bad picture with a scratch?...
Comments03/04/2017 #2 CityVP 🐝 ManjitI don't view this as opportunity in relationship to the work required to realize that opportunity but of course I can, nor do I view it as the opportunity lost due to organizational leadership that fail to cultivate vigorous debate between its executives - the example given is suffice and we tend to look this scenario through the lens of focusing on leadership rather than hidden talent.
What I look at is the literal view of it, which is all the talent left on the shelf because executives view them as hired hands and cannot get beyond the prejudicial view of seeing people either as a "workers". Unless a leader is vested in creating a relational system that provides deeper insight into talent the extent of under-utilized talent is massive loss in potential and abilities.
Overlooking people reminds me of William Golding's book "Lord of the Flies" - that leadership is contextual, in a different setting it yields different leaders and missed opportunities - but the prejudice which is inherent today, whether we are prejudiced through seeing workers as workers, or we ascribe to our own personal brand tribe, that leads me to the kind of opportunity that is the gravest oversights imaginable, underestimating the talent that is in our midst, simply because they wore overalls.
- 30/03/201712 profissionais que poderão ser substituídos por robôs no futurowww.megacurioso.com.br Confira algumas atividades que provavelmente serão automatizadas nos próximos 10...
- Producer26/03/2017Coaching:¿Gran herramienta?Hace unos meses recibí una sesión de coaching. Sí, esa palabra que está en boca que todos, que todo el mundo se ha lanzado a ofrecer sin ton ni son . Iba bastante a ciegas, pues reconozco que aunque no dejo de escuchar esta palabra por doquier...
Comments26/03/2017 #3 CityVP 🐝 ManjitThe difficulty in coaching definitely is knowing we have a top notch coach rather than a coach who brands themselves as a coach. Unfortunately, when a coach is hired by a business, the feedback for that coach is generally positive because employees generally play nice.
After all their boss got the coach into the business and criticism of the coach can feel like criticism of the boss for hiring them. With that positive reaction from mediocre or average coaching sessions, one can see why this field encourages charlatans and people who do not resemble the best coaches.
I agree that a great coach is someone who can bring the best out of us and can be spotted by the fruits the coach creates, or as you say
"La sesión no me ayudó a decantarme de forma definitiva por una de las opciones consideradas, pero sí me dejó bastante impresionada la habilidad de la coach para acceder a mi subconsciente o mejor dicho, para hacer conscientes mis pensamientos del subconsciente"
That alone is something great coaches reach within us because they make us think, without taking ownership of our own choices. Even in asking a question, a great coach has the patience to listen and sometimes asks the questioner the first opportunity to answer their own question. More often then not, the coachee discovers that they had the answer at the sub-conscious level and they do reach what is latent or hidden within us and draw this out.
The first time I came a cross an extraordinary coach, I realized how much I did not know about coaching as a practice. It was one thing planning a coaching session, another to brand ourselves as a "successful coach" but a great coach is only known through what they transform without seeking to transform us, it is their practice which does that - average coaches can claim that, advertise that but only in practice do we know what a great coach really is.26/03/2017 #1 Juan J. TamayoHola Andrea, hace ya un tiempo escribí un artículo sobre eso del intrusismo en el Coaching, a ver qué te parece, un saludo cordial >>>>> https://www.linkedin.com/pulse/el-intrusismo-en-coaching-juan-j-tamayo
- Producer20/03/2017SHOW, DON'T TELL: WHY RECRUITERS SHOULD ASK FOR MORE THAN A RESUMEOriginally published by ReWork, CornerstoneOnDemand's blog for Human Resources professionalsEmployers must take it on faith that the skills described on candidates' resumes accurately demonstrate that they have the “right stuff" to meet the...
Comments21/03/2017 #5 Martin WrightI can see this method will work for a lot of companies. However so many recruiters play "We're too busy" game to actually try this out.
It may well be that if an organisation is looking for that something extra they need to provide the staff and the time to the search process to enable them to actually find them.21/03/2017 #2 Lisa 🐝 GallagherThis gives me hope @Lynda Spiegel. When I was hired as a Respiratory Technician- I had zero experience in Respiratory. I was a Nurses Aide for 2 years at the same hospital before applying for the job. The job was called "OJT Respiratory Technician." OJT= On the job trainee. We had 6 months worth of training, College level testing and hands on testing before we were allowed to go out on our own and do our jobs. There were many jobs like this available back in the early 80's. I'm fairly certain I receieved this job because my boss was looking for the qualities you described above. I know he was also looking for people who were able to function under a lot of stress and were fairly quick learners. I was fortunate because today, most people aren't looking at a person holistically and many smart, emotionally capable people get passed by. I forgot to mention, I got to know many people in my 2 years on the job including, the Respiratory Therapists, this also helped me to attain the job because of my reputation. :) Thanks for sharing this! Sharing again.
- Producer30/01/2017Tu currículum no sirve para encontrar trabajoEl recurso al currículo es hoy una estrategia demasiado tradicional y poco eficaz cuando se busca un empleo. Es cierto que limitarse sólo al CV supone quedarse corto y no aportar mucha diferencia.Cuando una empresa lee tu currículo no percibe...
Comments31/05/2017 #92 AnonymousEs cierto que el mercado laboral está evolucionando y muchos trabajos están desapareciendo pero otros muchos están emergiendo, algunos con poco futuro y otros pues ya se verá pero el motor para poder tener cabida en esta sociedad es nuestra capacidad de evolucionar y adaptarnos a los cambios.
Todos mis trabajos los he conseguido por contactos o porque he emprendido y no me da miedo el futuro porque mi carácter no me permite mirar atrás sino avanzar y seguir aprendiendo. No es fácil para nadie pero si crees en ti y te reciclas y creas nuevas sinergias siempre habrá un lugar para ti.29/05/2017 #91 Javier 🐝 beBeeArtículo brillante de @Amalia López Acera , Si "estás" en redes sociales pero no te salen ofertas de trabajo, ¿ en qué estás fallando ?
https://www.bebee.com/producer/@http-www-amalialopezacera-com/estas-en-redes-sociales-pero-no-te-salen-ofertas-de-trabajo-que-esta-fallando23/05/2017 #88 Denis Gómez VazquezHola, me gustaría que alguien me pudiera resolver una duda que tengo con respecto al hilo. Hace un par de semanas me quedé sin empleo, no es la primera vez que estoy en esta situación. Lo primero que hice es ponerme via email en contacto con la gente que conozco y he conocido para informarles de mi nueva situación y de si conocen a alguien que pueda tener necesidades que se ajusten a mi perfil. Obviamente, la gente es muy amable y todo el mundo te intenta ayudar diciendo que les pases el curriculum y que miraran en su circulo a ver si hay algo. El tema es que la gente en unos días se tiende a olvidar de ti, y ojo, lo veo lógico, porque cada uno tenemos un día a día, con problemas y obligaciones.
Por lo que mi pregunta es la siguiente, ¿que debo hacer para recordar a estos contacto que sigo aquí en la misma situación? ¿Volver a ponerse en contacto no sería ser un poco pesado? Agradecería vuestros consejos.20/05/2017 #86 Javier 🐝 beBee@Rafael García Romano creo que este artículo es uno de los más vistos .... al menos a Google le encanta
https://www.google.es/search?q=tu+curriculum+no+sirve&oq=tu+curriculum&aqs=chrome.0.69i59j69i60j69i57.5510j0j4&client=ms-android-samsung&sourceid=chrome-mobile&ie=UTF-812/05/2017 #82 Mónica Salvador RodriguezEstoy totalmente de acuerdo, llevo tres años formando a personas desempleadas y el curriculum tal y como lo conocemos no les ha servido para encontrar trabajo. Trabajar su marca personal y hacer networking si que ha marcado la diferencia en muchos casos. @Candy Barreto Díaz @Sibell Reverón ¿Están de acuerdo?19/04/2017 #79 CityVP 🐝 Manjit#78 In England we called them CV's as well when we applied for jobs, but what I find interesting is that Latin meaning or origin of the word "curriculum vitae" means "LIFE PATH". When I learned that, it accords with three things I am in accord with
1. Life Path over Career Path
2. Human Voice over Marketed Voice
3. Appreciation over Followership
Life path is a 21st Century flow and being, career path is a 20th Century production line a.k.a. education - career - retirement.
Just as we are not going to get rid of the 20th Century in the way work is done, nor are the Taliban going to get rid of medieval philosophy either. The 20th Century was Edward Bernays and Frederick Winslow Taylor, two world wars and the epoch of the industrial revolution.
An example of an organization using a 21st Century way for modern job search is a company like ziprecruiter
Personal brand is not the the value proposition in job search, it is to own the highway from where people can be profiled in hundreds of places. Ian Siegel has done a brilliant job, kudos to him. What's not to love about their 21st Century mindset. Reid Hoffman calls this type of thinking blitzscaling and ever since I heard about that, I am interested in knowing who comes close to it. My vote is ziprecruiter.
Blitzscaling is detailed here: https://medium.com/cs183c-blitzscaling-class-collection18/04/2017 #78 Javier 🐝 beBee#77 @CityVP 🐝 Manjit Curriculum Vitae is a precious latin gift. LATIN root languages as Spanish, use CV instead of Resume.
A curriculum vitae, commonly known as a CV, is an alternative to writing a resume to apply for a job. While a resume is typically a page or two in length, a CV is more detailed and longer. A CV often contains more information on one's academic background than a resume18/04/2017 #77 CityVP 🐝 ManjitAs I come back to this buzz, it reminds me that curriculum vitae does not mean "career path", even though today it is viewed as a resume. Curriculum Vitae in Latin means LIFE PATH. That is a very important distinction.
The value of this buzz remains strong, but the meaning of Curriculum Vitae as "Life Path" absolutely informs my focus. The theme I wrote about in March for "Life Path" will now become a meeting theme for our Toastmasters campus club meeting I am hosting in May https://www.bebee.com/producer/@cityvp/my-curriculum-vitae
People do need to pay attention to the details mentioned in this buzz if they are using job search strategies, but I have also deemed the words "curriculum vitae" to be significant in their actual meaning and the meaning of LIFE PATH is one of higher order thinking and being.
- 22/02/2017My good friend of many, many years Venky has written another great piece, and this one on Networking but written in a way which the thinker thinks and not merely networks.
A Millennial's No-Nonsense Guide to Networking by @Venkataraman RamachandranA Millennial's No-Nonsense Guide to Networkingwww.linkedin.com Few years ago, when I used to work for a "Work-Hard-Party Harder" Gen-X consulting firm, Networking was the in-thing. It had a mysterious sex...
Comments22/02/2017 #4 CityVP 🐝 Manjit#3 Dear Laurent [ @Laurent Boscherini ] Venky is one of the great examples of a "learning journey". Take a look at his blog http://www.venkinesis.in/
From the time he was in college to today as millennial moving closer towards his 30's, not only have I watched him grow, but it was his mentor that sent him along with his other students to study me when I was writing online as "Mark Zorro", and that was years before he started officially blogging in 2007. Actually the task they were assigned was to be the first person who could find out who was behind "Mark Zorro".
Venky was the only one who succeeded in that task because he realized it is not about the person or a personal brand, but the task that the professor set for his students is about the life in that writing, which he wanted to see as an exploration in their own life. In the end it was great because he respected my privacy and I valued his developing and emerging mind, spirit and being and Venky continues to grow & develop.
He writes about his mentor with an awesome reverence and respect, especially since the professor in India even today, while that professor totally sits in the background, but who should be well proud of his charge or protege -that same student that I have watched over the years transform into a fine man, thinker and practitioner.
- Producer22/04/2016Top 5 Career Lessons for Millennials & Gen ZAs a 40-something member of Generation X, I have some career advice for Millennials. This advice is also applicable to Gen Z, the younger demographic following in the footsteps of their Millennial predecessors. These two groups represent a new...
Comments19/02/2017 #22 CityVP 🐝 ManjitThe core of this buzz is excellent. Personally I am developing a new twitch about marketing labels such as millennials, gen x, boomer etc - for if we are able to be conditioned to the label, maybe we will be the depicted stereotype. That is about the label.
The wisdom of a life in work carry timeless principles - maybe the the third item I see differently i.e. network on social media, because I prefer the simpler "network intelligently" . Social media is "media" and young people know that, and for them it is superfluous to say that networking today is virtual - the reality of mobile is a day-to-day reality for each successive generation that is making their way into the work world and those yet to come.
Young people are not extending their nervous systems, they are extending their inner circle so there is no loss of immediacy of people in those closely knit and small private groups. Where young people do feel the pinch and pain is in finding a job, even one that is well below their capability and in this regard the market is steadily becoming dog-eat-dog.
I have no qualms in the advice given here, very sound and to the point. The labels well as honourable Jews may say, they are Meh!19/01/2017 #18 Brian McKenzie#16 @Harvey Lloyd "I find that all too many people rely on education, experience and other very tangible things when presenting themselves." I have found HR Departments are far more interested in your Spirit Animal than education, experience, or precedence of revenue performance. *Hint - mine is a Minotaur with a Scorpion Tail armed with a Soviet Rocket Propelled Grenade Launcher - I call him Pavel.18/01/2017 #16 Harvey Lloyd@David B. Grinberg this applies to all. I am finding that 40+ somethings are in the job market or want to be and they are having the same difficulties.
If there was any one piece of advice that draws us to your well designed post it would be the word value. I am you are a certain value. The question to answer is how i am valuable to the employer or customers i seek. The fundamentals you have displayed here are excellent. Putting teeth in them requires developing a value set that potential money making opportunities want you.
I find that all too many people rely on education, experience and other very tangible things when presenting themselves. What a potential company wants to know in the end can they make money with you. I use the word money in a very broad sense. Not just profit, but also your interaction with others and how you will impact the total landscape.
Knowing your fit within the structure before you interview or sell will show through in the process. Projecting yourself within the organization once in, is something that creates value going forward.26/10/2016 #8 David B. Grinberg#7 Thanks for sharing your excellent insights @Flávio Rodrigues Vieira. I agree that when life knocks you down, the best thing is get right up again. Try and try and try until you succeed. The interesting thing is people recall the breakthroughs and successes, rather than any setbacks it took to get there along the way.26/10/2016 #7 Flávio Rodrigues Vieira@David B. Grinberg How wise my friend, thanks for sharing, I had the opportunity to read before, before working in the insurance industry, already delivered pizza as you age 16, was apprenticed to marketer, worked in shops convenience, stockist, general assistant, trainee salesman in a construction material store, fitter, painter, mason, were so many learning efforts, I believe that a great lesson is to determine, once in a music studio that also worked the director told me something very interesting, to achieve success he needed to drop 10 times, and the secret was always the same, the determination fell? get up, fell again? get up again, as long as life continues to follow their dreams, they will come!23/04/2016 #5 David B. Grinberg#4 Thanks for sharing you valuable feedback Neville. Yes, I concur that labels can indeed be divisive, especially in the workplace setting. In fact, I like to say that age is just a number. However, the media and society at large continue to perpetuate labels for various generations and then articulate their purported strengths and flaws, etc. This strikes me as a right of passage per se of every new generation coming of age, as the media tries to dissect their attributes or lack thereof. I recall, for instance, when I was growing up Gen X was dubbed, "The Lost Generation" and other unflattering terms. I'm sure that Gen Z will be the next demographic to come under scrutiny by media and society as they start to enter the work world. Thanks again for your thoughtful comments, kind sir!23/04/2016 #4 Neville Gaunt@David B. Grinberg that's a lovely read! Now a thought... what if we stopped talking of gen X or Y, Millennials, baby-boomers and the like and just spoke of human beings? At 57 years old your blog is totally relevant to people my age and those of my parents' age. Labels may be useful to put things in context but don't you find they can be damaging too?