There has been quite a bit written about the need for leaders becoming more vulnerable as a means to connect with the next generation workforce. And there are few things that can activate this behavior better than a sincere dose of reverse mentoring.
By TwoMinutesWithTed in Employee Advocacy, Leadership Video, Modern CMO, Social Business, Social Business Video, Social Marketing, Talent, Talent-repost, Today's Headliner, Today's Video, Two Minutes With Ted No Comments
Do you want to tap the awesome power of employee advocacy, turning your workforce into a massive, uber-effective extension of your marketing and recruiting efforts? It’s a really good idea – but there’s something vital you have to do before you try, or your efforts will flop.
Given the quickly evolving nature of social and digital media, you will need the ability to quickly create and distribute training or education to your people—especially as new channels, best practices, or policies emerge or fade.
Focusing on employee branding—empowering employees to be brand ambassadors—may produce better dividends for organizations than employer branding—building an organization’s overall reputation. While it may sound counterintuitive, organizations that invest time to brand their employees are more likely to get back commitment and loyalty in return.
I recently spent time with some of our colleagues managing technology in Europe. During the evening, we had a team dinner and drinks and I had the opportunity to get to know the Poland, Spain and Italy leaders. We laughed, joked, and had a really great time but occasionally someone would bring up a problem facing our firm and I would ask for a recommended solution. What amazed me is how smart the team was at coming up with ideas but at the same time they were having fun and enjoying being together. That’s the kind of team I want!
Only 37% of candidates think their next role will come from the unadvertised jobs market. In reality, 70% of senior executive positions can be found in this ‘hidden’ jobs market – that’s 63% of candidates competing for 30% of all senior level jobs. Could it be that candidates are simply unaware of available opportunities?
Shouldn’t you be proud of what you do? Pleased with your work and the value you bring? Nurses comfort people. Teachers change lives and prepare our futures. Your particular job may not be as obviously impactful but you’re driving value by helping clients either directly or indirectly. And if you have chosen to work at a particular place, you should have pride in what you do.
Maybe you’ve had this guy on your team: The fact is he is simply brilliant. He knows so much about every relevant topic and can think beyond any analyst you have ever hired. Give him any problem to solve and, with focus, he can solve the most complex of them within minutes. Yet…
I firmly believe that the only reason I have been successful (or recovered quickly from failures) is because I try desperately to hire strong, develop well, and appreciate greatly…
Twitter? For an executive job search? Why should senior level candidates bother with Twitter at all?