by Janine Nicole Dennis | Nov 4, 2015 | Advice, Featured, Life
There’s lots of buzz lately about the effects of social media use on children as well as adults. In the span of 2-3 weeks, I have encountered two stories of social influencers who are no longer interested in “keeping up appearances” on social media. In both instances, social media drove two young women to do things that they felt they wouldn’t have done otherwise.
The first of two stories is coined by a young woman who goes by the name: “Jasmine”. The name of her article is: “My ‘Perfect’ Life On Social Media Is Putting Me In Debt”. “Jasmine” recently admitted to going into debt while attempting to maintain her social persona on Instagram. Although she cites that her life is rather mundane, she paid handsomely to portray a more luxurious lifestyle than she currently lives in real life. Her social exploits have gotten so out of hand that she expressed some trepidation in sharing what she has done with her parents.
In a more recent instance, Essena O’Neill makes a bold statement saying that social media is an “illusion”. Essena goes onto share that she was often consumed by the need to accumulate “likes and views” and as such began to measure her self-worth by these means. She is now launching a call-to-action for other teens and people to become “game-changers” instead of a bunch of made-up online personas.
Without giving away to much, my opinion is: there are key concepts that contribute to this illusion that social media is destroying lives. The first concept is: everything should be done in moderation- especially social media. To be fair, there is nothing “moderate” about being a social influencer. However, it is completely up to you to figure out what your cadence should be on social media. The second concept is: is it the tool or the operator of the tool who is to blame in this argument?
In this episode I will share the following:
- Is social media evil or is the operator at fault?
- The difficulty I have in understanding this new age of vanity.
- It’s time to separate fact from fiction with regard to social media.
- Getting social influencing right from the start.
I don’t know that we will reach a verdict on the evils of social media, but I am hoping to have some great dialogue on this topic. Join me on Thursday at 11pm EST/10pm CST/8pm PST for “Ask Czarina Live”.
A friendly reminder: I promised you that I would be posting the replays of “Ask Czarina Live” to “The Aristocracy of HR” You Tube Channel for those of you not ready to take the Periscope plunge. Unfortunately, Periscope has a bug that is preventing my broadcasts from properly being saved in my gallery, so I am currently unable to share my shows in both places. They are working on it and I will let you know when I am able to do it. For now, you can continue to view replays on Periscope, within the 24-hour window allotted,
As usual it will be fun, fresh, and insightful. I look forward to seeing you there.
Want more? Click here to watch the latest “Ask Czarina” episode. Subscribe to “The Aristocracy of HR” You Tube Channel to be notified when new episodes are published.
by Janine Nicole Dennis | Oct 27, 2015 | Career, Featured, Society and HR, Work/Life
I am coming at you from IBM Insight in Las Vegas. I promise you I will be back to churning out more than just Ask Czarina Live posts soon, but I am on the move a lot this month. Before I proceed, I want to thank everyone who joined me last week. It was great to have you and I am inviting you to join me this week and bring a friend.
Which brings me to our topic for this week’s Ask Czarina Live. This week’s topic is: The State of Working Parenthood.
I won’t spoil what I will share this Thursday, but I had a lot of hustling to do to be able to not only make it to Vegas for IBM Insight, but to be able to go to my speaking gig later in the week.
As a business owner, professional and mom of 3 who also happens to be in the midst of picking up steam as a speaker- my travel is picking up and responsibilities at home remain the same. I know all about the opportunities in front of me and I know what I stand to gain. At the same time, I am forever calculating the risks and cons to what I do. As such, I am calling all working parents and that includes stay-at-home moms and dads. I’ll explore the following:
- Why I stopped making a distinction between these two groups of parents even though society continues to drive a hard line.
- Whether it is easier now or in past generations to be a parent.
- What I do to release present day parenting pressures making life bearable for everyone involved.
- Is work-life balance attainable?
- Is the request for “more flexibility” new or are we in a time and place where it is more accepted?
In addition, I will be exploring a few articles that summarize the state of working parenthood. Here are the links to the articles, should you be interested in checking them out in advance:
Kids of working moms are better off
How working moms define success
What workers around the world want: More flexibility
Stay-at-home moms are on the rise
Join me on Thursday at 11pm EST/10pm CST/8pm PST for my second “Ask Czarina Live”. Last week I promised you that I would be posting the replays of “Ask Czarina Live” to “The Aristocracy of HR” You Tube Channel for those of you not ready to take the Periscope plunge. Unfortunately, Periscope has a bug that is preventing my broadcasts from properly being saved in my gallery, so I am currently unable to share my shows in both places. They are working on it and I will let you know when I am able to do it. For now, you can continue to view replays on Periscope, within the 24-hour window allotted,
As usual it will be fun, fresh, and insightful. I look forward to seeing you there.
Want more? Click here to watch the latest “Ask Czarina” episode. Subscribe to “The Aristocracy of HR” You Tube Channel to be notified when new episodes are published.
by Janine Nicole Dennis | Oct 20, 2015 | Business, Featured, HR Innovation, The Aristocracy of HR
If you haven’t been bitten by the Periscope bug yet, let me coax you to join me this upcoming Thursday, 10/22 as I kick off my weekly Periscope show: “Ask Czarina Live”. This will be an opportunity for me to tackle topics both in the HR realm and some things that may be a little bit more mainstream. Either way, I’m looking forward to connecting with you (my readers) and others on a different level.
To date, I have braved my way through over 20 Periscope videos. I can assure you each have been recorded with the same spirit and heart as this blog. I’m not claiming to be a “guru”,”ninja”, or ” a professional who will teach you how to make a million dollars in one day”. What I can promise you is information and dialogue that is truthful and helpful. Sound too simple? Then, this may not be the show for you. That’s all I have. I am willing to share what has helped me to be successful in various aspects of my life- in the hopes that it may help you as well.
Whether it is sharing my thoughts on keeping it together during crazed days of parenting to the latest world of work headline, I will be spending 30 minutes with you every Thursday sharing my thoughts and taking your questions. There are so many topics and so little time to capture it all in blog posts. Sometimes you just want to chat with good people about ideas and things going on in your life in real-time.
If you like what you see here or even on The Aristocracy of HR You Tube Channel, you will enjoy this show.
Here’s an idea of the format:
1) 15 minutes of dialogue around my topic of choice.
2) 15 minutes Q&A on any topic you choose to probe me about.
This week’s topic is: What Would It Take For An Employer To Keep You?
There was a recent article by Inc.com called: “Do These 8 Things and Your Employees Will Never Want to Leave“. It simply lists 8 actions that employers should take to retain their employees. It’s an interesting read and worth exploring on Periscope to see if any of it matters a lot or just a little. There are many valuable points in the article and yet there is at least one that makes me uncomfortable. We will explore why and I hope to hear your thoughts and rebuttals as well.
Join me on Thursday at 11pm EST/10pm CST/8pm PST for the first ever “Ask Czarina Live”. In addition to viewing it on Periscope, within the 24-hour window allotted, I will be posting the replays of “Ask Czarina Live” to “The Aristocracy of HR” You Tube Channel for those of you not ready to take the Periscope plunge.
It’s going to be fun, fresh, and insightful. I look forward to seeing you there.
Want more? Click here to watch the latest “Ask Czarina” episode. Subscribe to “The Aristocracy of HR” You Tube Channel to be notified when new episodes are published.
by Janine Nicole Dennis | Oct 13, 2015 | Business, Featured, Guest Post, HR Innovation, Human Resources, Leadership
Today’s guest author is: Joanne Rencher, Founder of WGN in HR and Chief People Officer for Girl Scouts of USA.
Blow up HR. Disrupt it. Embed it in the business. Outsource all of it. Move HR Operations somewhere else in the company. Don’t talk about it so much. Talk more about it.
This article is tackling none of that. It’s all about you, HR professional.
Twenty-three years ago I was thrust into the world of business with only a dream and a belief that I could change the world. One bond insurance company, global NGO, consulting stint and two iconic institutions later – I still believe that. My dream has always been to lead. I view it as the highest calling in business. It is a responsibility to take others where there may not want to go, but need to be, as Rosalynn Carter once said.
The HR Journey (the field, but not the person)
The field of HR itself is a televised revolution of sorts. It has moved from 20th personnel administration and compliance as its textbook definition, to acquiring different territory with 21st century character. ‘Strategic business partner’ and ‘change agent’ increasingly reflect the fine lines of this newer model. Dave Ulrich, a leader in business and champion of HR, continues to push the envelope around how the field must stay relevant. In discussing one of his more recent books, ‘HR from the Outside In: Six Competencies for the Future of Human Resources’, Ulrich noted that ‘for the last 20 years, we have been enamored with “strategic” HR where the strategy is a mirror that reflects what HR should focus on. We now believe that HR should look through the strategy to the outside world. Strategy becomes a window on both the general business conditions and on specific stakeholder expectations so that HR can connect their work to external factors.’
However, as this wonderful evolution continues and businesses come to realize the importance of data analytics in their HR functions, and the next wave of marketing-based talent acquisition – HR leaders seem, in a word….stuck. In fact, I fear that the dreams of HR leaders to aspire to new and different heights are being deferred. What happens to a dream deferred? Langston Hughes has already explored the possibilities: rotted dreams, dried up dreams, those which fester or perhaps explode. We mustn’t let that happen.
Our HR Journey (the person beyond the field)
With amazing talent and skills in organizational effectiveness, talent development, and transformational leadership – in theory and practice – there should be far more HR professionals moving through the ranks of senior leadership, within and outside of HR.
The dearth of leadership development focus and opportunities is supported by a global executive survey recently released by Korn Ferry. The study, which included over 700 executives, asked about the state of professional development for human resource managers within their organizations.
Roughly two-thirds said that development programs for senior HR leaders were not “as rigorous” as programs for leaders of other functions in their organizations.
More to the point, just over half of respondents said HR people were considered for high-potential programs, but nearly 60 percent said there was no succession plan for their organization’s CHRO!
From Shoemaker to Runway
HR is the classic case of the shoemaker’s children. We take care of everyone else to the neglect of ourselves. But, it’s more than just benign neglect. I believe it’s the need to break the paradigm….that, in fact, is the thing which must be blown up.
I founded Who’s Got Next in HR?, Inc. (WGNinHR) to do exactly that. We’re blowing up the paradigm that says how rare it is for HR professionals to go to higher heights – whatever that means. The vision of WGNinHR (www.wgninhr.com) is to create the tools, the soil and practical advice for the tired, innovative, ambitious and business-oriented HR professional looking for ‘what’s next’.
No one will do it for us. We must create and sustain this movement ourselves. In fact, I often describe WGNinHR as a ‘Movement’. The world of business needs more C-Suite leaders – including CEOs – who have rich HR backgrounds and can lead through the toughest of terrains.
So, as you’re waiting for the next new model or opinion on the field of HR, abandon the ‘seat-at-the-table’ conversations and start setting the table. Join the movement!
Joanne Rencher Biography
With more than 22 years of experience across the profit, non-profit, domestic and global arenas, Joanne brings a wealth of executive leadership experience to her roles. She currently serves as the Chief People Officer of the national office of the Girl Scouts of the USA – the preeminent leadership development organization for girls – and is a member of the executive team. With a passion for developing business leaders across the HR field, Joanne recently founded Who’s Got Next in HR?, Inc. (WGNinHR) to challenge conventional wisdom around career paths for HR professionals. Joanne holds a B.S. in Business, Management and Economics from the State University of New York’s Empire State College.
by Janine Nicole Dennis | Oct 7, 2015 | Featured, HR Technology Trends and Tips, Human Resources, Talent Management, Work/Life, Workforce Planning
Why does your entire workforce need to be seen in the flesh? Can you provide three reasons why you need to have your staff physically present themselves to work that doesn’t begin with “Our internal customers” and end with “need facetime”? Among the other excuses for why flexible work arrangements can’t happen are:
1) How will I know they are truly working?
2) If I allow one person to a flex work arrangement, everyone will want it.
3) I need my people here doing the work.
The Supply and Demand of Flex Work and Collaboration
According to GlobalWorkplaceAnalytics.com , 50% of the US workforce holds a position that is compatible with at least a partial telework arrangement. GlobalWorkplaceAnalytics.com goes on to report that 80-90% of US workers would like to telework or flex their schedules at least part-time to allow for concentrated work at home and in-person team collaboration via the office. Technology has made it so that we can be productive whether we are sitting in an office or at the doctor’s office. You need to check emails- our mobile devices make that possible on-the-go. Is there an online meeting coming up that you need your staff to attend? Most online meeting platforms have an or mobile optimized site for people who need to a join meetings from where ever they are. Many years ago, we could say “no” to telework, because the technology wasn’t there. Now that we have virtual workspaces, cloud storage, and video technology that allows us to collaborate and remain connected with our teams- what is the excuse?
The Telework and Flexwork Challenge
Image courtesy of Unsplash.com
If we are honest with one another, the nature of work is changing. It’s changing at an uncomfortable pace that appears to threaten our traditional way of doing things. Change is both uncomfortable and inevitable. However, the case of telework and flexible work arrangements seems clear. The workforce wants it, the technology is ripe for facilitating it- yet organizations are still relying on antiquated ways of thinking to approach this topic.
As Human Resources professionals, it is key that keep a pulse on what is needed by our workforce versus constantly campaigning for what the organization needs. No one wins when there isn’t some compromise. The issue around telework isn’t with the employees wanting it, but with our reluctance to evolve with the times.
Let’s be clear, not everyone in your workforce will want to work from home. Working from home requires discipline. There are employees that will naturally prefer to come to the office for a more structured environment. This puts to rest the idea that if you offer one employee a flex arrangement that suddenly a stampede of employees will be outside your door. For those that either need or want to telework or flex work, it is as simple as sitting down with them and figuring out a schedule that not only helps the employee, but compliments the needs of the business. After teleworking two days a week for two years at my previous company, I can tell you that my internal customers were well taken care of, interviews conducted and projects were on target. Granted, my then employer had me filling out work plans to show “proof” of my work from home; but they could never deny the fact that I was productive. Which brings me to the point of trust. Much of the challenge with managing a virtual or mobile workforce has to do with a lack of trust. There is a lack of trust with the collaboration tools and technology that make these arrangements possible and in some cases not semblance of faith in your employees. Think of it like this, if you are asking for a telework arrangement and you choose to abuse that privilege by not working as you would in the office- who loses? In some regard, the employer loses due to lack of productivity. However, most people who ask for flexibility need it more than it being a “want”. That said, the egg is on their face if they fail to work to standards and do what is expected of them.
What’s my Call-to-Action?
Cease the excuses for why telework and flexwork arrangements can’t happen. Instead, look at all of the instances where it is possible. Use a mix technology to keep your team engaged and connected. The need for face-to-face interaction isn’t going away yet. In the meantime, look at the endless possibilities on-demand video technology provides. Video not only makes it possible for teams in different parts of the world to meet and collaborate, it allows candidates to record an interview without missing a day of work and tipping off their current employer. I’m certain that some dedication to helping people work smarter and more flexibly can only help your talent management efforts. It’s all about adapting to what makes sense for your workforce while getting things done.
What will you do to kick the telework and flexwork excuses to the curb?
Want more? Click here to watch the latest “Ask Czarina” episode on this post on “The Aristocracy of HR” You Tube Channel.
by Janine Nicole Dennis | Sep 28, 2015 | Featured, HR Technology, HR Technology Trends and Tips
Image courtesy of Canva.com
A common concern in the workplace is communication and how we utilize technology to facilitate it in a way that is useful to everyone. When I started in HR 10 years ago, it was fairly common to see drafted memorandums being sent within organizations to inform department and even specific people about important matters. We moved from memos to email for important and immediate messages and that has now taken precedence. Fast forward to 2015 and we have not only email, but we have instant messaging, social media, texts, communication apps and workforce platforms like, Podio, Yammer and even Evernote.
So much technology… very little commonsense.
With all of the various modes of communication that we have available, I find there is still confusion around when we should be using technology to enable efficient communication and when we simply need face-to-face contact. For instance, something like sending your team’s schedules would probably be best sent via email or communicated in person. Of late, I have heard multiple complaints by employees in a variety of industries that state they are texted their schedules and sometimes miss it depending on their WIFI signal. I get most of my texts, but I have also missed plenty of texts as well due to kinks in service and the airwaves. It isn’t a perfect technology yet, so I remain perplexed as to why something as important as someone’s schedule would be sent this way.
Another scenario that keeps cropping up is the text to let your manager know you will be absent. A phone call or even an email would suffice in a case like this. Texting that you will be absent is hardly a reliable or reasonable way of communicating that message.
Let’s talk about email…
Email is both a business necessity and bane of evil. We all receive way too many emails. Worse yet, we barely read the contents of the emails we receive because of competing demands and time constraints. If your email is longer than 2-3 small paragraphs, you may want to get up and have a conversation. Additionally, if your question or commentary contains confidential or sensitive material, you may also want to think about having a face-to-face conversation. Some of this is commonsense, yet the endless availability of technology for the purpose of communication colors our ability to make sensible judgments in how we use these resources.
The Social Smackdown
Social Media is a groundbreaking technology in the context of communication. Nevertheless, there isn’t a week that goes by where someone hasn’t abused the immediacy and permanence of Twitter’s 140 characters or Facebook’s never-ending text box with everything from random thoughts to bigoted rants. There have been several articles written and many PSA’s on how you use these platforms to communicate. Many people listen, but still others opt to communicate the wrong messages without regard for it’s immediate impact.
Thank you for applying…
In this discussion of ways that communication and technology are at odds, we can not forget the automated templates delivered to candidates during the recruitment and selection process. I will be transparent in saying I appreciate the templates that live in the average ATS. Before you throw tomatoes- here is why:
1) It allows a recruiter dealing with high volumes of candidates to get a tailored message out in a timely fashion.
2) It is great for record-keeping since each is time-stamped and attached to candidate’s profiles.
3) It gives the recruiter back their time and eliminates a ton of phone time traditionally allotted for corresponding with candidates.
That said, you actually have to take the time to ensure the message is tailored. Some of you out there are just rolling this feature out with no effort and it is destroying your brand each time a candidate receives a template that hasn’t been configured- but I digress. This automation doesn’t absolve recruiters from having any interaction with candidates- it just automates a portion of your process. To that point, there are many other instances in the hiring process and beyond where an automated message will not suffice and may even be seen as discourteous.
When we talk about technology and how it helps us to communicate; we have to remember that in all things that help us there is a limit. I firmly believe that teams need to establish communication guidance, so that everyone is aware of how they will be expected to communicate in a variety of situations. This is not a policy, but rather a standard operating procedure or living agreement for communication. In establishing this sort of guidance, I believe we can eliminate unnecessary email, texting for inappropriate reasons and overall misuse of technology when communicating.
Want more? Click here to watch the latest “Ask Czarina” episode on this post on “The Aristocracy of HR” You Tube Channel.
