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Steve Boese - Blog Week of August 21-27, 2011
 

Steve Boese - Blog Week of August 21-27, 2011

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Posts from Steve Boese's HR Technology blog for the week of August 21-27, 2011. Posts on change management, employment branding, recruiting, and more. See more at www.steveboese.squarespace.com.

Posts from Steve Boese's HR Technology blog for the week of August 21-27, 2011. Posts on change management, employment branding, recruiting, and more. See more at www.steveboese.squarespace.com.

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    Steve Boese - Blog Week of August 21-27, 2011 Steve Boese - Blog Week of August 21-27, 2011 Document Transcript

    • 28 August 2011Today’s TabbloidPERSONAL NEWS FOR steveboese@gmail.comSTEVE BOESE’S HR TECHNOLOGY Electric Vehicles Are So Fun To Drive, You Won’t Want To Go Back‘, that reported on the results of a study that provided test EVs to 450 drivers inRegenerative braking - maybe the United States. After becoming accustomed to the unique and different traits of EVs (like ‘regenerative braking‘, the way some EVschange isn’t always so hard can harness and re-purpose the heat energy from the vehicle’s brakes),AUG 26, 2011 07:10A.M. almost all the driver’s had managed to put aside their resistance to EVs. From the Fast Company article: But by the end of the trial, the drivers, a mix of high- performance junkies, environmental enthusiasts, and technology pioneers, were hooked: 100% of the survey respondents agreed “electric vehicles are suitable for daily use,” and two-thirds were more interested in buying an electric car. Only 9% said they were less interested. “Most households,” even those with several other cars, reported the study, “preferred to drive the Mini E,” admiring its clean, fun, and efficient attributes. So once the drivers had the opportunity to actually use the EVs and see first hand how the new technology could not only be more cost and energy efficient, but also improve the driving experience, then at least according to this study, almost all of them were hooked.A few months back I had a piece over on Fistful of Talent called ‘Rangeand Change Anxiety: Electric Cars are More Like Your Company Than Some simple takeaways for organiational leaders and change projects?You Think , that tried to make a connection between range anxiety, oneof the primary psychological barriers that drivers have toward more Don’t discount people’s imaginary barriers to change, but the best way towidespread adoption of Electric Vehicles, (EVs), and change efforts that combat them might be to allow more full participation in early phases ofso often prove tremendously difficult in organizations. The take - that change programs, whether it is in planning, early testing, or simplyleaders and systems implementors need to take into account both real forming communication plans. The best way for someone to trulybarriers to change, (cost, technical complexity), and perceived or even believe that their fears are unfounded is to put them to the test, in aimaginary barriers (range anxiety, the fear that the driver will be hands-on manner if possible.stranded somewhere even though almost all trips are far too short toactually drain the EV battery). And finally, if you are ‘selling’ your change based on some attribute or feature that your community does not care about, or is not directlyThe less than ground breaking conclusion - that change is really hard, applicable to making their live’s better, the old what’s in it for meand we make it harder by creating issues, problems, barriers, reasons to gimmick, then you’d better hope as in the case of the EV tests, thesay no that sometimes exceed the often practical barriers that most community finds some other benefits you didn’t even think wereprojects also face. Seems kind of depressing, no? I mean if change efforts important.inside organizations are going to be stymied by any amount of imaginedbarriers then why bother? Focus on making small, incremental, and low- I’ll close wikth the last line from the study write-up:cost, low-risk changes to systems, processes, technologies and at leastyou’ll have a reasonable chance for success. Then when it comes to have “The general public thinks that electric cars are allthat annual performance review with the boss you’ll at least be able to golf carts: slow and boring,” she said. “It’s not untilpoint to something tangible. they drive one, they hear one, that they open their minds that these cars be fun to drive.”Well maybe not all is lost. As a kind of follow-up to the Electric Vehicleadoption story this week Fast Company ran a piece called ‘It Turns Out Substiute ‘electric cars’ for whatever change project you are stuggling 1
    • Today’s Tabbloid PERSONAL NEWS FOR steveboese@gmail.com 28 August 2011with and see what happens. But whether or not the Employer Brand actually exists is still not a given across the HR profession. Yesterday, Brent Rasmussen writing onHave a great weekend! TLNT.com shared some of the results of a recent Careerbuilder survey that indicated nearly half of HR managers questioned reported they did not have an employment brand. So despite some evidence to theSTEVE BOESE’S HR TECHNOLOGY contrary - that same Careerbuilder survey also indicated that job seekers strongly take into account elements of ‘brand’ in their decision processes,The Employer Brand, New and the idea of organizations possessing a distinct employment brand from whatever face they paint on themselves on the consumer side still hasImproved (if it exists at all) not seemed to achieve widespread or mainstream acceptance in the hallsAUG 25, 2011 06:15A.M. of HR. Tonight on the show we will talk with Jake Dunlap from Glassdoor about the concepts of employer brand, whether or not it really does exist, (FYI - the Cubs last won the World Series in 1908), and more importantly whether debating about its existence is kind of a silly exercise anyway, and that sites like Glassdoor and a few little social networks you may have heard of called Facebook and Twitter can ‘prove’ the point of the employer brand advocates and end the debate in about five minutes. We will also discuss how smart organizations are using all available resources, both ones they can control, and ones they can only guide, to try and portray their unique value proposition to effectively compete for talent, both on the open market, and inside the enterprise. Employer branding is a great and interesting topic, I hope you can join the conversation tonight.Tonight on the HR Happy Hour Show, (8PM ET, if you don’t know what You can listen to the live stream of the show starting at 8PM ET tonighttime that equates to where you live, then you have bigger issues than here, or by calling in on 646-378-1086. You can also follow thecatching a recruiting podcast to worry about), we will welcome Jake backchannel conversation on Twitter on hashtag #HRHappyHour.Dunlap, VP at Glassdoor.com to tackle the always interesting andoccasionally controversial topic of Employer (or Employment) Brand.Glassdoor is the leading destination for employee and candidate STEVE BOESE’S HR TECHNOLOGYauthored company reviews, salary information, interview experience,and a whole lot of ‘What’s it really like to work here’ Need better information fortestimonials.Cubs legend - Mordecai ‘Three Finger’ Brown business decisions? It might notControversial in the sense that Bigfoot, unicorns, or a Chicago CubsWorld Series title are controversial - some folks are adamant and be a technology problempassionate that these things exist, attempt to point to (at times) AUG 23, 2011 08:41A.M.circumstantial evidence to prove they are right, and eventually end upresorting to the ‘nyah, nyah, nyah‘ line of argument to cement home Recently the MIT Sloan Management Review in partnership with thetheir intellectual triumph. IBM Institute for Business Value released some preliminary results from a project called ‘The New Intelligent Enterprise‘. The MIT and IBMLike unicorns, we want to believe the Employer Brand exists as more researchers conducted an inquiry into how organizations are usingthan just a concept, but rather an almost tangible, manageable, and analytics for competitive business advantage. The study was comprisedpotentially leverageable (I know, I hate that word too), component in our of a survey of more than 4,000 executives, managers and analysts fromHuman Resources and recruiting strategic toolkit. The idea that the way around the world and across a wide range of industries.the organization presents and helps shape their brand message - thecollection of what the organization values, represents, promises, and Understanding how peers and competitors are leveraging analytics andrewards its employees, (and by extension its candidates), can help that new tools and technologies to increase competitiveness and make betterorganization achieve superior results in recruiting, retention, and business decisions has long been a concern of leaders across theemployee performance is certainly quite compelling. organization, certainly in process-heavy aspects of the business like supply chain management, but increasingly in the Human Capital 2
    • Today’s Tabbloid PERSONAL NEWS FOR steveboese@gmail.com 28 August 2011Management space as well. And while there are lots of tools andsolutions that are on the market that can help organizations in theseefforts to better capture and assess analytical data, some of the MIT/IBMstudy results suggest focusing on the technology alone may be a mistake.While the full report and analysis of the research findings are still to bereleased, several of the study’s raw data points were shared by theresearchers, and I think the most interesting results were the first andlast chart from the piece on Sloan Review site:Figure 1 - Access to Data Needs Improvement Source - MIT/IBM This chart is a little busy, but essentially says that when considering the deployment of better analytics solutions in the enterprise, the survey respondents felt organizational and company culture issues were perceived to be twice as hard to resolve as technology issues. Or perhaps said differently, finding and purchasing a technology solution might only ‘solve’ about a third of the overall problem. Perhaps not ground-breaking findings, but worth remembering no matter what workplace technology solutions we try to apply to help solve business problems. We can recognize we have a problem, buy a solutionSource - MIT/IBM to address the problem, but until and only when the organization is committed to making the kinds of important changes that these projectsNice. Most of your key players, the ones you are counting on to make the often require, we will not realize the full potential of the technologies andright decisions, and make them quickly, and often under pressure more importantly, of our people.probably don’t have easy access to all the information they need. andalmost 20% claim limited or no access to the data they need to success.Ouch. But you know that right? And that’s why you are trolling the web, STEVE BOESE’S HR TECHNOLOGYattending webinars, talking to consultants, and hitting the trade shows tofind a software solution to address this problem. Sounds simple, get theright tools in, get them in the hands of the right people, and bam! - Hate your Job? Maybe being aproblem solved. little foolish is the best advice toExcept it might not be that easy. take AUG 22, 2011 04:28P.M.Figure 2 - Technology is not the problem 3
    • Today’s Tabbloid PERSONAL NEWS FOR steveboese@gmail.com 28 August 2011I was simply going to ‘retweet’ this piece from Matt Stillman on theconsistently outstanding Stillman Says blog, but I want to link to it fromhere in hopes maybe a few more folks might take a few minutes andcheck it out.Matt recently talked with a lawyer, one who expressed disenchantmentwith her chosen field, and the conversation and eventual advice Mattoffered to the unhappy lawyer is in equal parts fascinating and fantastic.Go check out the entire piece here, but if you can’t spare the five or tenminutes it will take you to read the story, I will share the money linehere: Having the itchy feeling of dissatisfaction with the current state of affairs is standard. But to truly have an open door to following your bliss there is a requisite level of fearlessness that must be taken on. The fearlessness to disappoint or to be foolish are two of many that can be featured.If you read the piece you will see that Matt doesn’t advise the lawyer tosimply quit her good and probably high-paying job to crazily chase somewild dream, but rather to simply think about the situation in a slightlynew and creative way, and that by taking a small, non-dangerous, butstill positive step in the exploration of something new and exciting, thelawyer could start to see what might actually be possible.I think that is super advice, we tend to not want to believe somethingcould be real or even possible when it seems so big, or represents such amassive shift or change in what we think of as safe or normal that we cansimply get intimidated or frightened into inactivity. Permitting ourselvesto make the first step in a new direction is possibly the hardest part. Mattoffered the lawyer a way to make the scary step seem very safe.Nice one Mr. Stillman.Postscript - Matt was a recent guest on the HR Happy Hour Show, andit was absolutely one of our most interesting shows of 2011. You canlisten to the replay of that show here. 4