I recently experienced a massive failure in a global talent mobility program. How can this be true you ask when we live in a world where great talent is critical to business success? Because we get comfortable. Which is why I encourage fellow talent professionals to consider adding a review of your talent mobility program to your summer checklist?
Often we put away our winter clothes and pull out summer clothes this time of year. Which is why we absolutely should take the time to pull out all the vendors in our ecosystem to review them as we would our summer wardrobes?
Ask ourselves the difficult questions:
Do they still fit my talent acquisition objectives?
Are they current with the times?
Do they allow me to realize goals?
I know, I know. You are thinking, oh no, I’ve invested countless hours to establish these relationships, these rates and the overwhelming task of re-establishing them sounds daunting. Don’t fear. It may not be necessary to re-establish vendors. In many cases, it may just require re-negotiations or real time adjustments and feedback sessions that are in alignment with your talent management programs.
Talent Mobility Checklist
Review quantitative surveys from past 12-18 months from vendors
Review qualitative data
Check in with current mobility clients and ask them about from past 12-18 months from vendors
Reach out to employees who have left the organization in the past 6 months who had mobility packages and interview them yourself or a trusted delegate
Call your mobility coordinators yourself to assess if they pick up the phone and/or how long they take to respond back to you? their experiences to better understand any areas they have opportunities for process or vendor refinement
Review the approach your vendors are taking with issues and their resolution
Check in with spouses or domestic partners of a cohort of recent mobility clients to gather spousal feedback on the programs
Look at industry data and compare against your programs to assess gaps and/or opportunity areas
Review financials with your vendors for the past few years to bench against industry rates to ensure you are in alignment and/or where you see opportunities
Test out a mobility experience yourself from start to finish to live the entire experience as if you were your own talent
Whether in the office, at home or in preschool, we often find ourselves being encouraged to keep ourselves focused, on track in results-orientated organizations. Especially for people working in global knowledge intensive organizations where there is a multitude of cultures, markets and relationships. Why? Because it is complicated. Information is rampant and often can cause angst if taken out of context and/or misconstrued. Which is why recently when I had the opportunity to discuss a Community Launch plan with Kelly Shelburne she immediately made the inference that with fresh thinking around integrated communications and leadership, anything is possible. She believes with the creation of innovative communication programs we need to work as if we are ‘coloring outside the lines’.
Her perspective and leadership communications philosophy was refreshing. She is one of these people grounded in ethical standards with a heavy emphasis on employee engagement because her philosophy looks at the audience, their maturity to the communication theme and any additional organizational context that drives business results. She has a keen eye to culture and patterns. She thinks about harnessing leadership acumen and the notion that people are part of an organization unit or family who all are in varying stages in their relationship with the organization. In a nutshell, she believes there is real power in engagement, and that when that’s truly and effectively harnessed, the possibilities are limitless. She believes in the power of people and of unity – and in the power of ‘One’ – both the ability for a single person to influence great change and the ability for many to come together as one to do the same, when they are engaged and aligned with purpose.
It was so fulfilling to me to hear someone talk about the importance to communicate openly in a manner to engage employees. Especially with an eye to fostering collaboration through blending traditional content streams with video with an eye for a well aligned strategy that enhances internal communications that allow organizations to reach goals. It then occurred to me that she is absolutely right. We as social business leaders need to look for ways that we can color outside the lines. People won’t judge you because you draw inside the lines. We have to be able to go outside the boundaries of the ‘lines’ and yes, there is some risk in that, but in both cases- you can make it look amazing in your own by infusing your style, your color choice or person voice. In fact, we also discussed a recipe for success to color outside the lines with change programs:
• Build alignment
• Invest in wide organizational relationships
• Build integrated communication programs
• Be intentional with activities
• Harness the power of the network
• Be consistent
Makes sense to me. Think about intentional activities that can feed into the larger plan which leverages nodes and leaders in the organization to help with messaging and understanding. Be rigorous, timely and generous with your time. The rest will come. Besides, who doesn’t want to go back to the sandbox and build creative castles like we did when we were five years old in the office?
For every woman that has struggled, questioned, realized, believed, accomplished and triumphed. What a fantastic tag line from the company, Trust Your Journey. This message is put into their products and inspires people to keep on keeping on. It is an inspiring message from two women, a cancer survivor and a young widowed mother, who have dealt with challenging turning points in their lives and discovered along the way that sharing inspiration and stories of hope are an incomparable way to give.
This mighty organization is based in Reno, NV and has for many years supported an American Lung Association, Northern Nevada Stair Climb. They sponsor apparel that the teams sports in ascending 36 flights of stairs. Rather appropriate for such a mighty effort that they would sponsor eradication of lung cancer and clean air advocacy all the while supporting their local parents who deal with lung disease.
I’ve been honored to have met the owner over the years, which embodies her brand in her demeanor, in her character and her integrity. I’m so pleased that I’ve met her on my life journey and therefore felt I should in turn share it with my network. Because it is really about the people as the medium that matters and this inspirational message and business duo sell something that is a vehicle to carry our aspirations, experiences and feelings through their product.
Often in our marketing efforts we find that our campaigns in traditional media lack credibility and these women collect stories and feedback through their communities which gives us a reason to have hope in business and in turn their products provide us with a sheath of protection.
I must brag and tell you that their products recently on QVC sold out in 7 minutes. They are not only ascending the Silver Legacy Stair Climb, but in business also. So, I hope that you find their storytelling in their products laudable.
Break through results can only be realized in Communities if your social business strategy approach includes this work stream. Often the time and resources needed to do this right are overlooked or perhaps simply nebulous because we have to deliver on today’s results. It is so hard to insert the argument if your company views the effort as another tool rollout. So, just a few thoughts this morning around key activities in the change management work stream:
1. Do engage with HR to create the conditions or the environment for your program or organization to achieve results. Call it culture change or innovation – but do engage with HR.
2. Share key industry research, white papers or blogs with leadership over time so that they can learn from their peers outside of your organization.
3. Do what your mother told you when you were young – LEAD BY EXAMPLE. Requires a lot of effort, but do work across the organization and departments to encourage cross pollination.
4. Document, post, comment and work out loud in an open forum so that anyone in the organization can find your work at their moment of need. Yes, work out loud.
5. Invite, extend, flex and don’t let the trolls get you down.
As leaders of change programs, we must be continuous learners ourselves. What this means is that we should always ask for feedback, modify, pivot and adjust and adapt along the way. We extend invitations for new conversations and possibilities along the way, while making sure we don’t let any turkeys get us down. Most importantly, work across the organization with your approach so that this new social business program encompasses people, process and technology. If you hire vendors, encourage them to partner alongside the strategy, design, build and engagement work stream so that you can create the conditions that will allow you to realize the business objectives outlined as a part of your effort. And yes do consider thinking about Digital Disruption and Leapfrogging as concepts in your approaches.
I grew up in Michigan where hockey dominated every day conversation. It snowed most of the year and as soon as the ice froze, skates were pulled out. Which is why I have drawn the parallel for scoring in social business strategy with hockey?
Certainly being persistent, repeating you and being resilient are characteristics we understand. But what I believe we must embody in our actions and words are:
Honest conversation. From strategy model development conversations to actual community conversation. We look in the mirror through social every day and we must be honest with ourselves, with our words, with our actions and our approaches.
Authenticity. We approach our strategy development and social business validation process with authenticity with our peers, our clients and our ecosystem with that top of mind. A shout out to many great thinkers in this area, including: Joe Pine, Brene Brown, Marcia Reynolds and Sally Helgesen.
Trust. If we do the H and A well in our work, the trust comes later. But it is paramount to successful dialogue, strategy development and conversation to establish trust. By the way, it isn’t monetized yet although people are trying to do so. Trust to me is something that is hard to achieve but easily lost.
Just thought I would take a few moments out of a busy day to share some secret sauce.
Randi Hognestad directs community and network events in Europe. Based in Norway, this tireless community weaver has deep connections throughout Europe. She has cultural sensitivity and style. She is quick to engender trust, yet is fierce is pursuing business goals. It isn’t every day that you see a community manager resume with her background. She has a law degree and has worked as a journalist with Norway’s leading financial newspaper and with communication in private equity.
Today in celebration of learning on Community Manager Day, I decided to ask her about ‘weaving techniques’ we community managers should consider when developing cultivation and engagement plans.
1.) Demonstrate generosity
2.) Be authentic all the time
3.) Be respectful of the other community members time and efforts
4.) Be mindful that ‘language is powerful’
5.) You get credit for speaking other languages even if not ‘perfect’
6.) Embody cultural diversity
7.) Don’t be turned off if someone comes across not as polite
8.) Remember that not all executives are natural networkers, and may need some TLC to become engaged
9.) Mind the details in all that you do
10.) Be thankful
What I find the most fascinating about her educational background is how her competencies in communication and diplomacy align with those of high powered executives who quickly scale the levels in conversation. She is courageous, has a strong personality, quick wit, emotional intelligence which has faciliated her ability tend her networks. I hope you have the opportunity to meet her in person, because you will feel this great strength in her intense, yet tender presence.
It’s a great summit we aspire to ascend in a lifetime. Finding peace, understanding our purpose or our significance in this short timeframe in which we inhabit this planet. Countless individuals struggle around their definition of success. Fighting to gain spotlight, to feel worthy, to realize legitimacy, or perhaps simply to not be forgotten. These are questions I had to ask Terri Casady. She is someone with presence, someone who clearly embodies resilience and resolve. She embodies characteristics that are laudable in our leadership society. I was mesmerized by her mind and journey, so when I asked this fearless woman in leadership about her ‘mojo’ she was quick to share her recipe.
Terri has struggled with the construct personally. In a way none of us ever want to struggle. Her son died when he was only 20 years old. She fought her way out of grief and has since dedicated her life journey to invest in others, ensuring they feel significant and recognizing that it’s about being in the back light that really matters.
1.) Find ways to allow people to be their best
2.) Guide, open doors and introduce people to your personal networks
3.) Transfer your knowledge through teaching, modeling and enabling
4.) Advocate on behalf of someone doing the right thing, tell their story, lift them up
5.) Go with your intuition
6.) Grant trust
7.) Take risks
8.) Be courageous
9.) Live without fear
10.) Lead and live with integrity
Did you feel those goose bumps? Well I did, right up my arm. I was honored that she shared her tree of life story and personal credo. These guiding principles are appropriate as we enter autumn. Whether we change leaves, colors or behavior, we need to remember the importance of doing what is right when no one is looking, because that after all is realizing significance.