Monthly Archives: December 2016

Be Brief. Be Brilliant. Be Gone

#agreesharon

Life is filled with so many interesting moments that I decided to create a weekly conversation starter around one of the more entertaining observations made during the previous week. Nothing too complicated — fun to see how people answer the question.

Let me know what you think.

Words of wisdom from a recent media training class that I attended. newscaster

  • Be Brief
  • Be Brilliant
  • Be Gone

Sometimes, we talk too much. We are uncomfortable with the pregnant pause – the silence between conversations. Framed within the context of speaking to the media and not having full control over the comments or PARTS of your comments that will be published, the words ring true.

Probably a good piece of advice for many of our daily conversations as well. Do you agree?

Info is not Knowledge

#agreesharon

Life is filled with so many interesting moments that I decided to create a weekly conversation starter around one of the more entertaining observations made during the previous week. Nothing too complicated — fun to see how people answer the question.

Let me know what you think. 

Listening to a panel discussion on Healthcare Consumerism, an audience member pointed out an age-old phrase that rang ever so true: Information is NOT Knowledge.

Information is only knowledge when it can be used in a productive, beneficial manner. Too much of the healthcare information that we are exposed to daily is written in lingo that few understand or that necessitates a glossary of words to explain.

We do this in almost every industry. Healthcare. Insurance. Retirement Plans. Nutritional Content.knowledge

What are you doing to ensure that the information that you acquire is turned into knowledge that can be used advantageously for yourself and those you care about?

Do you share information or knowledge with others?

Join the conversation……

Forgetfulness or a Senior Moment?

#agreesharon
Life is filled with so many interesting moments that I decided to create a weekly conversation starter around one of the more entertaining observations made during the previous week. Nothing too complicated — fun to see how people answer the question.
Let me know what you think.

brain photo

Millennials call it forgetfulness or a memory lapse; Boomers call it a senior moment or a brain freeze. Source: AARP Research When boomers use these terms, are they subconsciously reinforcing out of date perceptions? #disruptaging

Courage can include Fear

#agreesharon
Life is filled with so many interesting moments that I decided to create a weekly conversation starter around one of the more entertaining observations made during the previous week. Nothing too complicated — fun to see how people answer the question.
Let me know what you think.

Nelson Mandela  is  credited with saying that ” Courage was not the absence of fear, but the triumph over it. Real confidence is acknowledging fear and moving forward anyway.”

It has been years since I went to a sketch class and so it was great fun and the awakening of many senses when I recently went to a Tuesday Sketch Night in NYC. I watched the rubenesque model take many poses with grace and sometimes sheer abandonment. And yes, she was nude. Talk about real confidence!!

michelangelo_libyan

The experience was a strong reminder that we must each get beyond the mind-chatter. To march to our own definitions of success…not the societal definitions of perfection.

Go out and do something courageous today!

Ask Me What I REALLY Mean

#agreesharon
Life is filled with so many interesting moments that I decided to create a weekly conversation starter around one of the more entertaining observations made during the previous week. Nothing too complicated — fun to see how people answer the question.
Let me know what you think.

Understanding the customer end goal vs. pushing your product and business interests. Check out the article  @DanielBurstein @MarketingSherpa

  • Customer-first means seeing that wanting a 1/4-inch hole – not the sameDrywall as a 1/4-inch drill
  • Customer-first means not confusing a type of shoe with a desire for shoes
  • Customer-first means having a liberal return policy —  customers will be grateful, not abusive of your good will

Are you confident that you were able to uncover an answer that reflects the source of the customer pain?

Red Light Green Light

#agreesharon

Life is filled with so many interesting moments that I decided to create a weekly conversation starter around one of the more entertaining observations made during the previous week. Nothing too complicated — fun to see how people answer the question.

Let me know what you think.

It is that time of the year and NYC traffic congestion is everywhere; the traffic guards working extra hard to move the traffic in an orderly fashion. The following story represents a great glimpse into human behavior: WTF.

Imagine this scene: The traffic guard was directing cars with every ounce of her voice and gesturing hands. A traffic light was also available to guide the activity. So when the traffic light changed color and the guard kept moving cars forward in the direction of the red traffic light, confusion appeared and impatience erupted. The horns were pounded and the car windows opened as drivers yelled at the traffic guard who was not facilitating the traffic flow in keeping with the traffic light colors. For what seemed like forever, I watched the traffic guard in a pseudo-aerobic exercise dance as she persevered in maintaining the traffic flow as she saw fit.traffic-jam

And then, it became obvious! Twelve black Escalade vans appeared, driving in the same direction that she was indeed facilitating movement. There was logic to her actions and the override of the traffic light messaging. For a nanosecond, the car horns and driver obscenities subsided. WTF?

Was there a small smirk on the face of the traffic guard as the caravan came to a close and she turned her attention to traffic flow in the opposite direction?

How often do we assume that someone is doing something wrong or stupid because it breaks from what we expect to experience?

feedback

The Gig Economy: Top Talent in a Temporary Role

balancing act photoPer a McKinsey and Co. report titled Independent work: Choice, Necessity, and the Gig Economy, some 162 million people in Europe and the United States—or 20 to 30 percent of the working-age population—engage in some form of independent work. Also known as freelancers, contractors, members of the gig economy or the contingent workforce, this employment style is real and it is here to stay. On November 15, members of an NYHRPS Forum discussed the impact this work model is having on the HR function and the workplace dynamics.
Technology is Enabling the Growth of the Gig Economy
Managing complexity. Being agile and able to quickly respond to change. A wider variety of workplace skill sets than needed in previous years. Companies of all sizes are looking at ways to maximize the blending of a traditional employee workforce and non-traditional working relationships. Technology is a big enabler in creating the gig economy, however, these workforce changes are no longer a nuance to the technology functions. Rather, technology is creating platforms by which to acquire, engage and keep track of the work requirements and work deliverables.
Appropriate Cultural Changes will Ensure the Success of a Contingent Workforce
Key to making such a culture successful is understanding the scope and requirements of the work to be done. From there, leaders can determine how to hire such talent and “the time to competency” for such hires. Competency, however, is not enough. In a team-based organization, the culture is equally critical and the ability of the team to truly succeed is based on levels of trust that encourage creativity as well as an understanding of the corporate brand that will resonate in the work output.
Talent Development – Who Owns What?
The Disney Corporation was mentioned as a company that devotes a lot of time to the orientation and on-boarding of all staff and all contractors. As such, they have achieved a level of consistency in their ability to deliver customer happiness, superior customer experience, and a global brand.
In an environment where job descriptions quickly become obsolete and new specialty areas are demanded, where can members of the contingent workforce be trained? Within the concept of hiring top talent for temporary roles, should people be hired for their aptitude or their proven experience? And, as talent is brought into the business for varied periods of tenure, how does the employer capture and preserve the corporate knowledge that has been transferred in the process? In other words, who owns the training and development functions for temporary talent?
The Evolution of the Workplace
As leaders, we acknowledged that never before has the creation of a workforce planning discipline been more important; the requirements of the work to be done can be approached in such a broad variety of ways. Likewise, never before has the team culture been more important with the C-suite serving as the chief cheerleader of the culture and the facilitator of a team focused on an aligned purpose.

The NYHRPS Forums aim to deliver industry knowledge and thoughtful business considerations to be taken back for debate within our employer and client circles of influence. In closing, we walked away from the Forum thinking about four major categories of conversation that will improve the integration of a contingent workforce.
1. The concept of good work vs good jobs expands the horizon for – who- delivers the outputs. (See John Boudreau article on the Employee vs Contractor Debate
2. A holistic concept of individual aptitude and time to competency presents new options in delivering a truly diverse workforce.
3. “Garbage-in Garbage Out” applies to the onboarding process of today’s contingent workforce. Embracing the contingent worker with the same level of orientation and an understanding of the company ethos is critical to getting the best outputs. Consideration should be given to what, if any, differential is made in the onboarding of employee vs a contractor.
4. Delivery models for health insurance, long term savings and overall benefit programs are changing; while the individual need for these programs remain strongly intact.

I invite you to keep the conversation going by responding to this post and telling me what you are doing to maximize your relationships with those working with you in a gig or contractor relationship.