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How Chinese Companies Have Responded to Coronavirus

Harvard business - Tue, 03/10/2020 - 15:10

Twelve lessons for the rest of the world.

Categories: Blogs

8 Key Lessons Learned on Being Social (Offline and Online)

QAspire - Tue, 03/10/2020 - 14:30

We have always been social beings. “The other” has always been an important part of how we look at our own selves. Apart from the family, we need people to collaborate with, to be friends with, to do exciting work with and to share our highs and lows. Being social is one of our intrinsic needs. The extent to which we become social depends can vary depending on the individual.

And all social media tools are built to tap into this intrinsic need to connect with others. Backed by years of research in behavioral psychology, these social tools are designed to be addictive. Same goes for offline social engagements where vanity, social signaling and peer pressure can drag you down.

There are some key rules I have learned about being social and they apply to being social – online as well as offline.

  • Be social, but protect your boundaries. Too much of social involvement can stress us out. Having boundaries (and right filters) on when, with whom, how much and what you interact about is critical to protect your creative and reflective space.
  • Do the work first, signal later. Because social signaling does not substitute real accomplishments. While signaling makes you look good, it does not necessarily make you any better. You get better by doing something everyday, learning along the way, raising the bar and making meaningful contributions in a context. Social signaling can only be an amplifier.
  • Social only amplifies what is. If you are authentic, it comes through. If you are faking something, it shows up too. When being social, we have a choice to be more of who we are – or fake being like others to comply with community expectations. And the latter is a sure shot way I know towards mediocrity.
  • Being authentic works, always. Social engagements (online or offline) are an opportunity to put ourselves out there. The most interesting people I know share insights that flows through the lens of their own real experiences. They share their process and work-in-progress. They add a lot of their personality and context into what and how they share. They use that to weave a nuanced conversation.
  • Know your “why”. Life is to short for being social just for the sake of it. It is an opportunity to shape the culture, initiate critical conversations and make something happen. It is important to know what few topics you truly care for, what change would you like to see and what objectives you are trying to accomplish beforehand. As As Zig Ziglar so rightly said, “Don’t become a wandering generality. Be a meaningful specific.”
  • Communities are powerful. Being social enables you to create or participate in communities of like minded people. When your ability to collaborate with others, learn from them is combined with your intent to share and contribute, community can feed you with valuable learning, diverse insights and interesting opportunities.
  • Remember, its a two-way conversation. Conversations are the currency of being social. Imagine what happens to others when you meet them at a party and only bombard them with information about you! Empathy and listening is vital to converse with others in a context where insights and ideas flow both ways. 
  • Aim for contributions, not just metrics. Many people brag about being “influencers”, having thousands of followers or attending tens of conferences a year. But I strongly feel that real influence is a by-product of making meaningful contributions. Real thought leadership creates change, challenges the existing beliefs and shapes a conversation worth having.

Your turn:

What lessons have you learned about being social – online and offline? Please do share.

Bonus:

Here is a quick sketchnote summary of the post.

Categories: Blogs

Coronavirus Is Exposing Deficiencies in U.S. Health Care

Harvard business - Tue, 03/10/2020 - 14:27

Namely, a lack of primary care physicians, hospital beds, and ventilators.

Categories: Blogs

Nicole’s Got News

Harvard business - Tue, 03/10/2020 - 14:17

Our dear co-host is leaving the show.

Categories: Blogs

How Working Parents Can Prepare for Coronavirus Closures

Harvard business - Tue, 03/10/2020 - 13:10

Talk to your boss and come up with a plan.

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How to Market a Product When Your Buyer Isn’t Your User

Harvard business - Tue, 03/10/2020 - 09:00

Three strategies to bridge the gap.

Categories: Blogs

Navigating the New Landscape of AI Platforms

Harvard business - Tue, 03/10/2020 - 08:19

Pick your tools and budget accordingly.

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You Don’t Need a Grand Strategy to Achieve Organizational Change

Harvard business - Tue, 03/10/2020 - 08:13

Start with a small but meaningful project.

Categories: Blogs

Why Capitalists Need to Save Democracy

Harvard business - Tue, 03/10/2020 - 07:30

A conversation with Harvard Business School professor Rebecca Henderson on how companies and governments need to work together to fix what they’ve broken.

Categories: Blogs

Don’t Let Your Obsession with Productivity Kill Your Creativity

Harvard business - Tue, 03/10/2020 - 07:00

Think outside the timebox.

Categories: Blogs

The Origin of the Executive Compensation Industry...

Hr Capitalis - Tue, 03/10/2020 - 05:57
From a book I'm reading - The Firm: The Story of McKinsey and its Secret Influence on American Business by Duff McDonald: "A small number of McKinsey consultants did manage to stand out from the rest. In 1951, Arch Patton... Kris Dunn
Categories: Blogs

Want to Hire a Great HR Professional? Go To an HR Website

Hr Bartender - Tue, 03/10/2020 - 02:57

(Editor’s Note: Today’s post is brought to you by our friends at the Society for Human Resource Management (SHRM). With over 300,000 HR and business executive members, SHRM creates better workplaces where employers and employees thrive together. Check out the SHRM HR Jobs booth at SHRM Talent Conference and Exposition on April 20 – 22, 2020 in Orlando, Florida. Enjoy the article!)

Regular readers of HR Bartender know that I facilitate the SHRM seminar Talent Acquisition: Creating Your Organization’s Strategy. One of the things we discuss during the seminar is building candidate personas as a way to source open positions. I always find this is a terrific opportunity to ask the group, “When you’re looking for an HR professional, where do you go?” Of course, many of them always say “SHRM.”

It totally makes sense. If you want to find an HR professional, go to an HR website. And if you’re an HR professional looking for a new human resources job, go to an HR website.

That’s why I wanted to tell you about the SHRM HR Jobs portal. The site has been recently revamped, and it focuses on two things: 1) Organizations can post their Human Resources job openings. 2) HR professionals can post their resume (for FREE). Let’s talk a little about each. Oh, and before you say, “I’m not a SHRM member so this really doesn’t apply to me.”, you don’t have to be a SHRM member to post jobs or search for opportunities. So, read on…

Features For Employers Looking To Hire HR Talent

Organizations can post their openings on the site. There is a cost depending on how much exposure you want the job posting to get and if you would like it distributed via email to HR professionals looking for a new opportunity. Honestly, that’s no different than any other job board. All job postings are for 30 days so the cost doesn’t affect timing.

As individuals express a desire in your company and/or your openings, you can keep track of them in the “My Candidates” section. And you can also use the “My Templates” section to create pre-screening questions and response letters.

Even if you don’t have any openings right now, at least take a moment to set up a company profile. It’s FREE and a great way to let people know about your company. Don’t miss out on some no-cost employment branding.

Features For HR Professionals Looking For New Opportunities

If you’re wondering what types of HR opportunities are being posted (because I was), I did a few searches and found a wide range of human resources jobs – everything from coordinator to vice president. Both specialists and generalists. In smaller cities as well as larger ones.

The site also allows an individual to set up job alerts. So, you don’t have to regularly visit the SHRM site to see if there’s an opening you might be interested in. You can set up a job alert for that super cool dream job and when it gets posted, you’ll automatically know about it.

Regardless of whether you’re looking for a new HR opportunity right now, it might be worth your time to post a public resume. Think of it similar to a LinkedIn profile, but it resides on your professional association’s website. Employers would be able to search for it. (P.S. You can also upload a private resume that you could keep on hand to send to interesting leads.)

Finally, the site has a job search resource center. Please don’t take this the wrong way but sometimes as human resources professionals, we’re great at telling others how to find a new opportunity but we’re not so great when it comes to doing it ourselves. This area will give you job search reminders to help your resume stand out.

Check Out the SHRM HR Jobs Portal

The basic tenet of recruitment marketing is to “go where the candidates are”. That’s the reason I found the HR Jobs section of the SHRM website so important. When we’re looking for HR professionals, it only makes sense to go to an HR website. I’ve got nothing against LinkedIn or Indeed, but they’re not human resources specific. It only makes sense to post openings (or your resume) where HR professionals are.

Also remember, if you’re looking for HR professionals who have certifications, SHRM’s HR Jobs might have more of them. Here’s my logic: If I’m a certified HR pro or a SHRM volunteer leader or a SHRM Government Affairs A-Team member, chances are I’m more connected to the organization and my profession. I’m not saying that there aren’t qualified HR pros who aren’t members of SHRM or connected to the profession. What I’m saying is that if you’re an organization looking for an HR pro, then going directly to an HR organization is a way to gain exposure to more of them.

If you want to learn more about the SHRM HR Jobs portal, just go check it out on the SHRM website – it’s easy to remember shrm.org/hrjobs. You can view all of the things I mentioned with your SHRM login, no extra sign up required. In fact, you can search open jobs without a SHRM account or even a resume. There’s a web demo for Job Seekers available on the SHRM site and a web demo for Employers coming up on Thursday, March 19, 2020 at 2p Eastern.

Oh, and P.S. SHRM HR Jobs has a Twitter account and a LinkedIn account so you can follow the action on social media.

The post Want to Hire a Great HR Professional? Go To an HR Website appeared first on hr bartender.

Categories: Blogs

Five Leadership Lessons: Built Not Born

Leadershipnow - Mon, 03/09/2020 - 10:02

IF you are considering starting your own business or struggling to get one off the ground, Tom Golisano’s Built Not Born will be very valuable. Entrepreneurship is not easy, but it can be rewarding, provided you keep some basic business principles in mind.

With $3000 and a credit card in hand, Tom Golisano started what has become today the multi-billion-dollar Paychex. Golisano takes us through what he experienced from start to finish, what not to forget, and what the business owner is responsible for and the importance of understanding every aspect of your business.

Much of the advice is obvious, but in the thick of running a business, all too easy to forget. And Golisano keeps the critical issues front and center. “Running a business, any business, means challenges, some expected and others that come out of the blue. It comes with the territory. It’s an old aphorism, but it’s true nevertheless: If you can’t stand the heat, get out of the kitchen.” While entrepreneurship is not for everyone, going in well-informed is essential to success.

  The Business Plan: It’s easy to let passion cloud your judgment. “That’s the myth many business books peddle: ‘Follow your passion,’ or ‘Believe it and you’ll achieve it.’ That sort of thinking can lead you down a dangerous path. The most important thing when planning your business should be the accuracy of your facts and statistics. Another important thing not only to understand but to accept with every fiber of your being is that a first-rate business plan can often tell you not to start the business at all but run away and run fast. It’s critical that you take a hard look at the actual numbers and be candid with yourself about what they are telling you.”

  Financials: “If you don’t understand financial statements, you are running your business blindfolded. I think many entrepreneurs get into trouble simply because they don’t understand their financial statements, of which the balance sheet and the profit and loss statement are the most important. If you know your numbers, you know your business. Any entrepreneur who does not understand financial statements is in great danger.”

  Cash Flow: “If your business is short of cash, the first place to look is at your sales productivity. Cash flow problems are a direct result of not generating enough revenue through sales. Therefore, they are actually a sales problem, not a cash flow problem. The biggest mistake entrepreneurs make is a tendency to overestimate their ability to sell their product or service.”

  Business Knowledge: “Often, entrepreneurs not only have large gaps in their business knowledge and experience but also are completely blind to their deficiencies. If you want to improve your chances of success, be honest with yourself and recognize the weaknesses in your business education and your business acumen, and seek help from a mentor or take courses to learn what you need to know.

When you think of a thoroughbred racehorse, no matter how good it is, no matter its lineage or pedigree, it won’t win races if it’s ridden by a poor jockey. The same can be said of a business.”

  Family: “A common regret I am sure I share with many entrepreneurs is not spending as much time with my family as I should have. This a tough one because you are working hard building your company so that you can provide a better standard of living for your spouse and children. However, I do regret not finding a better balance. Work-life balance has become a big thing in business in recent years, and I’m not sure how qualified I am in giving advice on the subject, but remember it’s no good being successful and having no one with whom to share that success.”

Always keep in mind, a lasting legacy is built on we, not I.

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Categories: Blogs

Stop Feeling Guilty About Your To-Do List

Harvard business - Mon, 03/09/2020 - 09:00

Try making peace with the notion that you’ll never be caught up.

Categories: Blogs

How to Work With Someone Who’s Disengaged

Harvard business - Mon, 03/09/2020 - 08:00

It doesn’t mean they’re underperforming.

Categories: Blogs

Build “Hardiness” Into Your Organizational Culture

Harvard business - Mon, 03/09/2020 - 07:00

Four lessons from the military on managing stress.

Categories: Blogs

How to Get People to Actually Participate in Virtual Meetings

Harvard business - Mon, 03/09/2020 - 06:38

Stop the multitasking already!

Categories: Blogs

Telling a Leader They're Wrong: A Survival Guide...

Hr Capitalis - Mon, 03/09/2020 - 05:17
One of the trickiest parts of growing your career is the following: The leaders you work for aren't always going to be right. You're going to see that they are wrong from time to time. You're got a choice -... Kris Dunn
Categories: Blogs

Everything HR Needs to Know About Geofencing

Hr Bartender - Sun, 03/08/2020 - 01:57

A couple of years ago, I was invited to attend the TAtech Conference. TAtech is a trade association for organizations that provide technology-based recruiting tools. It’s a great event and I really learned a lot. One of the concepts that the group was very focused on was geofencing.

According to a report from MarketsandMarkets, the geofencing industry is expected to grow over 27% by 2022, citing “technological advancements in use of spatial data and increasing applications in numerous industry verticals.” While all of this isn’t focused specifically on recruitment marketing, it does send the message that geofencing isn’t going away any time soon.

What is geofencing?

In the article “What is Geofencing and How Can You Use It to Attract Qualified Applicants?”, the author describes geofencing as “the practice of providing specific content to individuals based on their physical location, as determined by either their internet protocol address (i.e. IP address) or a function of their mobile device, such as radio-frequency identification (also known as RFID). The physical location can be as specific as an organization, or as broad as a zip code, state, or country. How broad you set the parameters depends on your particular goals, and where research shows your target demographic is located.”

So geofencing is about using technology to send a targeted message to a specific location. Think of it as putting a fence around a location and only sending your message to the individuals within the fence.

An example of geofencing would be if you’re trying to find talent acquisition professionals. You know there’s a big HR conference coming up in San Diego. Geofencing would be identifying (i.e. creating a fence) around the location of the conference (San Diego) and then planning to send messages to HR pros who are in the “fence” during the conference timeframe.

How does geotargeting differ from geofencing?

In the same article, geotargeting is defined as “adding the additional capabilities of being able to deliver ads not only to people within a specific geographic area, but also people who meet certain criteria, like behaviors, interests, and demographics.”

Using our previous example, geotargeting would be identifying the HR pros at that big conference in San Diego who have talent acquisition experience and specifically sending messages to them instead of all of the HR pros. The key to using both geofencing and geotargeting successfully is understanding your audience. The more you can identify the ideal candidate, the better you can target your messaging.

Give me some more examples of how to use geofencing for recruitment.

Okay, let’s say you’re at a career fair. You want to get in front of as many qualified candidates as you can. One thing that can help bring candidates to your booth is your employment brand. In the article, “Geofencing for Recruiters: Reach The Right Job Candidates For Less”, they mentioned a statistic that I found interesting. “According to a study by CareerArc, 75% of candidates consider an employer’s brand before applying for a job. With geofencing, you can ensure that candidates have seen your company’s name and logo before coming up to your table.”

Organizations can also use geofencing in their diversity and veterans recruiting efforts. It’s one of the “4 Ways to Use Mobile Geofencing for Recruitment” that ERE mentions in their article. Geofencing can be used to target diverse communities to reach desired populations or maybe even deliver your message on military bases.

But what about privacy. Is geofencing safe and secure?

It’s a great question. I found a good article on CIO.com titled “What is geofencing? Putting location to work.” that talked about security. Remember for most technologies there is certainly the opportunity to overreach, but it can also bring benefits. For example, the technology behind geofencing is the same as the one that allows us to get an alert when someone enters or leaves our home.

Some states are starting to consider consumer protection laws that include location-based advertising. If you’re considering any type of geofencing or geotargeting as part of your recruitment marketing strategy, you’ll want to make sure that you’re following the law.

If your organization hasn’t considered geofencing in the past, this might be something to think about. It does take some research to understand where to target and who is your ideal audience. But in a highly competitive recruiting market, the benefits may be significant.

Image captured by Sharlyn Lauby while exploring Walt Disney World in Lake Buena Vista, FL

The post Everything HR Needs to Know About Geofencing appeared first on hr bartender.

Categories: Blogs

Culture Makes the Difference

Leadershipnow - Fri, 03/06/2020 - 15:27

WHAT differentiates companies? It’s generally not products, services, facilities, or equipment. In our industry, for example, our lumberyard competitors sell essentially the same assortment of building materials that we do. Across New England, our white pine sawmill competitors make products that are very similar to our own. Additionally, we all tend to sell our products at comparable prices. So, what differentiates one company from another?

Years ago, I would have said it was people who make the difference and separate companies. But I have come to realize that’s not the whole story. Certain companies may think they have the "best people," but the truth is, great people are everywhere—the planet is filled with them. For example, the United States has a more productive economy per capita than Europe, but no one would take this to mean that America has better people than Europe does. America is filled with great people, and so is Europe—and, so is every other country on earth. People are inherently great by virtue of their common humanity.

So, if products don’t make the difference, and great people are everywhere, then what separates one organization from another?

The answer is culture. Culture makes the difference. An organization’s culture either creates an environment where great people can flourish, or an environment where people are frustrated, held back, or stymied.

What makes one corporate culture different from another? To me, it’s all about control and where it lives. Some organizations collect leadership power into the bureaucratic center, where a few people can make the majority of the decisions for the many. This is the traditional model of business—and government—leadership and, during a period of time in human history, this may have been optimal. But, that time has passed.

In the 21st century, organizations that disperse power, share leadership, and give everyone a voice are going to win because they recognize and celebrate the capabilities of everyone on the team. These types of cultures don’t see employees as expendable commodities whose purpose is to serve the company. In fact, these types of cultures flip the traditional script by recognizing that the company exists to serve the people who work there. In a great company, profit is an outcome of a higher calling. That higher calling is the celebration of the human spirit and human capacity. In this way, culture makes all the difference.

This is why culture is so important to us at Hancock Lumber. We want our company to be a place where every person on the team is trusted, valued, respected, and heard. Work should serve the people who do it in more than just economic ways. Work should be a place where humans flourish—where people learn, lead, and grow. If the employees of a company have an exceptional experience, they will ensure that customers thrive and will protect and grow their company with loyalty and pride. Culture, it turns out, makes the difference. Great people are everywhere, but great cultures aren’t – that’s what separates one company from another.

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Kevin Hancock is the author of The Seventh Power: One CEO’s Journey into the Business of Shared Leadership. The CEO of Hancock Lumber Company, one of the oldest and best known family businesses in America, he is a recipient of the Ed Muskie Access to Justice award, the Habitat for Humanity Spirit of Humanity award, the Boy Scouts of America Distinguished Citizen award, and the Timber Processing Magazine Person of the Year award. Hancock Lumber, led collectively by its 550 employees, is a five-time recipient of the Best Places To Work In Maine award. The company is also a past recipient of the Maine Family Business of the Year award, the Governor’s Award for Business Excellence, the Exporter of the Year award, and the ProSales National Dealer of the Year award.

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Categories: Blogs

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