WorkTrends

Destructive management has been percolating in organizations for some time. Its adverse affects have become commonplace and too little is being done about it. Our guest, Shawn Murphy, will discuss his debut book, The Optimistic Workplace, which defines the symptoms and many antidotes to overcome destructive management; he will also share why and how to move towards building an optimistic workplace. Shawn Murphy is an author, keynote speaker, and the CEO/Founder of the consultancy Switch + Shift. Connect with Shawn on Twitter @TheShawnMurphy and read his weekly Inc.com column, "Positive Business."

Destructive management has been percolating in organizations for some time. Its adverse affects have become commonplace and too little is being done about it. Our guest, Shawn Murphy, will discuss his debut book, The Optimistic Workplace, which defines the symptoms and many antidotes to overcome destructive management; he will also share why and how to move towards building an optimistic workplace.  Shawn Murphy is an author, keynote speaker, and the CEO/Founder of the consultancy Switch + Shift. Connect with Shawn on Twitter @TheShawnMurphy and read his weekly Inc.com column, “Positive Business.”

The TalentCulture #TChat Show is back live on Wednesday, February 3, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about how HR leaders achieve talent brand dominance, and this week we're going to talk about how to manage through influence. Organizations are becoming more matrixed and less hierarchical every day. Command-and-control corporate structures are relics of the past. Like most managers today, dealing with flatter organizational structures, outsourcing, and virtual teams are all quite challenging. Because of this, more and more managers need to get things done through their peers inside and outside their organizations. However, because the world of work has gotten so complex, the very act of change has grown increasingly difficult. Today's flatter organizations actually give employees and managers much more flexibility in deciding how work gets done, but they also require greater levels of collaboration than ever before. This means that success is often dependent on persuading other individuals and teams to support your projects, even if they're not direct reports. This skill is called "managing through influence" and is as critical to success in today's world as a sterling resume or a tireless work ethic. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how to manage through influence with this week's guest: Jim Fields, Vice President of Customer Experience Marketing at SAP, a multinational software corporation that makes enterprise software to manage business operations and customer relations. Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live on Wednesday, February 3, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about how HR leaders achieve talent brand dominance, and this week we’re going to talk about how to manage through influence. Organizations are becoming more matrixed and less hierarchical every day. Command-and-control corporate structures are relics of the past.  Like most managers today, dealing with flatter organizational structures, outsourcing, and virtual teams are all quite challenging. Because of this, more and more managers need to get things done through their peers inside and outside their organizations.  However, because the world of work has gotten so complex, the very act of change has grown increasingly difficult. Today’s flatter organizations actually give employees and managers much more flexibility in deciding how work gets done, but they also require greater levels of collaboration than ever before. This means that success is often dependent on persuading other individuals and teams to support your projects, even if they’re not direct reports.  This skill is called “managing through influence” and is as critical to success in today’s world as a sterling resume or a tireless work ethic.  Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how to manage through influence with this week’s guest: Jim Fields, Vice President of Customer Experience Marketing at SAP, a multinational software corporation that makes enterprise software to manage business operations and customer relations. Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live in the New Year on Wednesday, January 27, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about how tech pros can help assess and hire tech pros, and this week we're going to talk about how HR leaders achieve talent brand dominance. Employers are obviously constantly aware of the state of their company brand. But very few organizations realize the impact of their talent brand on both their reputation to job seekers and company morale amongst existing employees. A talent brand is what talent (which comprises both working and non-working Joes) thinks, feels, and shares about your company as a place to work. Contrary to what employers believe, according to this week's guest, less than 30 percent of the working population cares about their company's product brand. What they are concerned with is how employers approach caring for their people and addressing their needs. Most hiring authorities aren't coming to terms to deal with the reality that their talented employees have options. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how HR leaders achieve talent brand dominance with this week's guest: Joan Graci, CEO and President of APA Solutions, a boutique employment and human capital consulting firm. Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live in the New Year on Wednesday, January 27, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about how tech pros can help assess and hire tech pros, and this week we’re going to talk about how HR leaders achieve talent brand dominance. Employers are obviously constantly aware of the state of their company brand. But very few organizations realize the impact of their talent brand on both their reputation to job seekers and company morale amongst existing employees.  A talent brand is what talent (which comprises both working and non-working Joes) thinks, feels, and shares about your company as a place to work. Contrary to what employers believe, according to this week’s guest, less than 30 percent of the working population cares about their company’s product brand. What they are concerned with is how employers approach caring for their people and addressing their needs. Most hiring authorities aren’t coming to terms to deal with the reality that their talented employees have options.  Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how HR leaders achieve talent brand dominance with this week’s guest: Joan Graci, CEO and President of APA Solutions, a boutique employment and human capital consulting firm. Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live in the New Year on Wednesday, January 20, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about why the best recruitment means smarter workforce marketing, and this week we're going to talk about how tech pros can help assess and hire tech pros. In the world of recruiting, experts are a little more difficult to define. The exception to this rule is, of course, the field of technology. The tech field is based on those that have real-world developed sought-after skills. True technical expertise is difficult to find, even as it is increasingly needed in today's rich digital economy. With companies increasingly relying on their employee's technical acumen it has become more important than ever to make quick, accurate hiring decisions. Studies have shown that the cost of a bad hire can run into the tens of thousands of dollars. The cost of onboarding and training an employee that turns out not to have the technical skill level needed to complete their job, is not only disheartening, but it costs valuable resources. That's why you need seasoned technical experts to help you hire your tech pros today. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how tech pros can help assess and hire tech pros with this week's guest: Kevin Rooney, CEO of Expert Interview, a service that assesses technical skills resulting in better-informed hiring decisions. Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live in the New Year on Wednesday, January 20, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about why the best recruitment means smarter workforce marketing, and this week we’re going to talk about how tech pros can help assess and hire tech pros. In the world of recruiting, experts are a little more difficult to define. The exception to this rule is, of course, the field of technology. The tech field is based on those that have real-world developed sought-after skills. True technical expertise is difficult to find, even as it is increasingly needed in today’s rich digital economy. With companies increasingly relying on their employee’s technical acumen it has become more important than ever to make quick, accurate hiring decisions.  Studies have shown that the cost of a bad hire can run into the tens of thousands of dollars. The cost of onboarding and training an employee that turns out not to have the technical skill level needed to complete their job, is not only disheartening, but it costs valuable resources. That’s why you need seasoned technical experts to help you hire your tech pros today. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how tech pros can help assess and hire tech pros with this week’s guest: Kevin Rooney, CEO of Expert Interview, a service that assesses technical skills resulting in better-informed hiring decisions. Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live in the New Year on Wednesday, January 13, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about how to create the ultimate hiring experience, and this week we're going to talk about why the best recruitment means smarter workforce marketing. Today's hiring economy is highly complex and competitive and finding top talent is harder than ever. If fact, attracting candidates and retaining current employees is a lot like attracting and retaining customers. Candidates want to be valued and have an engaging and transparent experience and how you treat them has a direct impact on your brand. In today's digital age, where people share experiences online, a poor candidate experience can be bad for business and translate to millions in lost revenue annually. The fact is we are all job seekers and perpetual candidates, even if we're currently happily employed. And candidates are the hiring organization's to lose before they even think about applying for a job. Today both employers and candidates alike are responsible for creating and marketing their brands — which can give both a symbiotic and differentiating competitive edge. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about why the best recruitment means smarter workforce marketing with this week's guest: Abby Euler, Talent Acquisition Evangelist at IBM Smarter Workforce. Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live in the New Year on Wednesday, January 13, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about how to create the ultimate hiring experience, and this week we’re going to talk about why the best recruitment means smarter workforce marketing. Today’s hiring economy is highly complex and competitive and finding top talent is harder than ever. If fact, attracting candidates and retaining current employees is a lot like attracting and retaining customers. Candidates want to be valued and have an engaging and transparent experience and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business and translate to millions in lost revenue annually.  The fact is we are all job seekers and perpetual candidates, even if we’re currently happily employed. And candidates are the hiring organization’s to lose before they even think about applying for a job.  Today both employers and candidates alike are responsible for creating and marketing their brands — which can give both a symbiotic and differentiating competitive edge. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about why the best recruitment means smarter workforce marketing with this week’s guest: Abby Euler, Talent Acquisition Evangelist at IBM Smarter Workforce. Thank you to all the TalentCulture sponsors, partners and supporters!