This document discusses the new role of HR in collaboration. It argues that HR can become leaders in collaboration by integrating collaborative tools and strategies into key areas like onboarding, performance management, learning and development, and retention. When employees are engaged through collaboration, it can boost productivity by 20-25%, unlock over $600 billion in annual value, and make people happier by reducing stress. The document provides examples of how HR can adopt a more collaborative approach in various functions to better support employees.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
I transformed is a concept created to help young leaders understand the meaning and essence of leadership by transforming its perfectives in views as a leader.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
I transformed is a concept created to help young leaders understand the meaning and essence of leadership by transforming its perfectives in views as a leader.
The Employee Journey: the Foundation of Employee Experience DesignBambooHR
At a time when financial capital is cheap and readily available, but human capital isn’t, there’s an urgency to increase Employee Lifetime Value (or eLTV). But to do that, we have to understand the employee journey. We have to know what brings them in and causes them to stay. We have to know what engages them and causes them to perform.
Armed with that understanding, we can begin to architect an employee journey that reduces time to value, increases time in value, and increases time in role (the core elements of eLTV).
In this session you’ll learn the fundamental elements of the employee journey and the building blocks of employee success. You’ll learn how to diagnose disengagement, how to detect emotional distancing, and how to architect intervention opportunities with analytics and “stay Interviews”. You’ll learn the importance of onboarding, and re-boarding. You’ll also learn how this employee journey becomes a core component of culture, and the gravitational pull your organization has on your employees.
As organizations seek their footing in a turbulent business environment, they require strong leaders at the helm. The rapid changes associated with digital disruption can be disorienting, so many of us assume the leadership handbook must be completely rewritten for the digital age.
Is it possible the leadership challenges of the digital world are more the same than different but we are overly focused on what’s different because we are so alarmed by the threats to the status quo?
Out of the success of some pilot (experiments) more and more organizations are stumbling on how to scale those experiments throughout the rest of the company. What most organizations end up doing is to reuse over and over again the same structures and the same rules they have been using for years, missing entirely the point about Agile. If you want to make it work for your organization, start from looking within a Team and understand what makes them Agile... look deeper into principles and values, not so much in practices, as those will emerge out of experience from your teams. Also understand the major difference between becoming agile and adopting agile. The latter encourage the wrong behaviour of looking on the market at existing models to adopt, and roll-out within your organization. Look at those model as a confirmation that is possible to solve your problems - as someone else apparently already did - and as inspiration. Also be vary of models which are not stemming out of experience, but of a lot of thinking, as that doesn't fit well to the Agile and Lean paradigm. Finally there are many factor you can evaluate in your journey toward becoming more Agile, there are level of complexity growing at an organizational level which you might not find in teams. Finally look at identifying metrics for tracking your progress in a way that reflects the outcome your organization is delivering and not the "work" is doing. In fact learning to work in an Agile way means learning to deliver more, by doing less. In the presentation I use the metaphor of an organization being a "car" rather than an organism, because of pure esthetic reasons, it would get rather bloody with an organic metaphor. I am aware like all models, has its weaknesses, and one of those is that it is mechanic, and predictable, unless it is a transforming car :-)
The score is tied, 3-3 and it’s the bottom of the ninth with two outs and you’re standing at the plate. Now that’s major-league, contract-dangling, pressure. Oops, wrong sport. It’s the start of Q3 and you’re down 2 recruiters with 78 open positions over 60 days old and you’re about to meet with the executive team. Now that’s boardroom-serious, job performance questioning, pressure. What are you going to do different to drive results?
Access the webinar with top recruiting panelists here: http://resources.rpoassociation.org/top-recruiting-challenges-webinar/
Growth of OD in global settings - OD process - Organizational Change and De...manumelwin
The rapid development of foreign economies.
The increasing worldwide availability of technical and financial resources.
The emergence of a global economy.
This revision presentation provides an overview of the topic of change management in the context of business strategy. It highlights the main theories on change management including Lewin's Forcefield analysis as well as providing some examples of recent change management case studies
La plupart des organisations utilisent ou se demandent si elles se lancer dans de la gestion de compétences.
Bullshit.
Développez une nouvelle classe de leaders. Pensez KISSSS. Soyez un RH agile. Utilisez du SaaS.
Vous alley rendre vos leaders heureux, vos employés heureux, votre équipe RH heureux et donc plus performants.
Commitment is the bond employees experience with their organisation. Broadly speaking, employees who are committed to their organisation generally feel a connection with their organisation, feel that they fit in and, feel they understand the goals of the organisation. This presentation includes Definition and meaning of organization commitment, Types of Employee Commitment and Outcomes of Employee Involvement
The Employee Journey: the Foundation of Employee Experience DesignBambooHR
At a time when financial capital is cheap and readily available, but human capital isn’t, there’s an urgency to increase Employee Lifetime Value (or eLTV). But to do that, we have to understand the employee journey. We have to know what brings them in and causes them to stay. We have to know what engages them and causes them to perform.
Armed with that understanding, we can begin to architect an employee journey that reduces time to value, increases time in value, and increases time in role (the core elements of eLTV).
In this session you’ll learn the fundamental elements of the employee journey and the building blocks of employee success. You’ll learn how to diagnose disengagement, how to detect emotional distancing, and how to architect intervention opportunities with analytics and “stay Interviews”. You’ll learn the importance of onboarding, and re-boarding. You’ll also learn how this employee journey becomes a core component of culture, and the gravitational pull your organization has on your employees.
As organizations seek their footing in a turbulent business environment, they require strong leaders at the helm. The rapid changes associated with digital disruption can be disorienting, so many of us assume the leadership handbook must be completely rewritten for the digital age.
Is it possible the leadership challenges of the digital world are more the same than different but we are overly focused on what’s different because we are so alarmed by the threats to the status quo?
Out of the success of some pilot (experiments) more and more organizations are stumbling on how to scale those experiments throughout the rest of the company. What most organizations end up doing is to reuse over and over again the same structures and the same rules they have been using for years, missing entirely the point about Agile. If you want to make it work for your organization, start from looking within a Team and understand what makes them Agile... look deeper into principles and values, not so much in practices, as those will emerge out of experience from your teams. Also understand the major difference between becoming agile and adopting agile. The latter encourage the wrong behaviour of looking on the market at existing models to adopt, and roll-out within your organization. Look at those model as a confirmation that is possible to solve your problems - as someone else apparently already did - and as inspiration. Also be vary of models which are not stemming out of experience, but of a lot of thinking, as that doesn't fit well to the Agile and Lean paradigm. Finally there are many factor you can evaluate in your journey toward becoming more Agile, there are level of complexity growing at an organizational level which you might not find in teams. Finally look at identifying metrics for tracking your progress in a way that reflects the outcome your organization is delivering and not the "work" is doing. In fact learning to work in an Agile way means learning to deliver more, by doing less. In the presentation I use the metaphor of an organization being a "car" rather than an organism, because of pure esthetic reasons, it would get rather bloody with an organic metaphor. I am aware like all models, has its weaknesses, and one of those is that it is mechanic, and predictable, unless it is a transforming car :-)
The score is tied, 3-3 and it’s the bottom of the ninth with two outs and you’re standing at the plate. Now that’s major-league, contract-dangling, pressure. Oops, wrong sport. It’s the start of Q3 and you’re down 2 recruiters with 78 open positions over 60 days old and you’re about to meet with the executive team. Now that’s boardroom-serious, job performance questioning, pressure. What are you going to do different to drive results?
Access the webinar with top recruiting panelists here: http://resources.rpoassociation.org/top-recruiting-challenges-webinar/
Growth of OD in global settings - OD process - Organizational Change and De...manumelwin
The rapid development of foreign economies.
The increasing worldwide availability of technical and financial resources.
The emergence of a global economy.
This revision presentation provides an overview of the topic of change management in the context of business strategy. It highlights the main theories on change management including Lewin's Forcefield analysis as well as providing some examples of recent change management case studies
La plupart des organisations utilisent ou se demandent si elles se lancer dans de la gestion de compétences.
Bullshit.
Développez une nouvelle classe de leaders. Pensez KISSSS. Soyez un RH agile. Utilisez du SaaS.
Vous alley rendre vos leaders heureux, vos employés heureux, votre équipe RH heureux et donc plus performants.
Commitment is the bond employees experience with their organisation. Broadly speaking, employees who are committed to their organisation generally feel a connection with their organisation, feel that they fit in and, feel they understand the goals of the organisation. This presentation includes Definition and meaning of organization commitment, Types of Employee Commitment and Outcomes of Employee Involvement
The future of work is about more than technology. It’s about employees, managers, the company, and technology. This presentation takes a look at all of these areas from the past and compares them to what the future should and will look like. Leaders at organizations around the world are exploring how the changes in behavior and technology are impacting the way we work and this provides some context around those changes. Chess Media Group works with and has relationships with some of the world’s largest and most forward thinking companies. This presentation is based on observations and discussions with those companies.
Infusionsoft Socially Enabled Internal Communication ProposalKimberle Morrison
We're growing and needed a more effective and scalable way to communicate internally. This presentation outlines our process and the rationale behind how and why we decided to go with a socially enabled system for communication and collaboration
A short presentation on some of the key shifts we are experiencing over the past few years, their impact on how work, learn, collaborate and the future of work.
How to transform personal development for professional in a disruptive age.
This manifest is based on previous work which we created and shared earlier. This second edition is enhanced with more suggestions on how to apply such an approach in practice. In this second edition we are introducing the Personal Productivity Grid to support personal development for professionals.
Use this link to access the first edition of this manifest:
https://www.slideshare.net/JeroenSpierings/professional-development-for-teachers
You must learn to see the world a new. We learn from the emerging future and utilize the wisdom of crowds This needs to be the mindset for transformation.
In general the flow of knowledge will activate the continuous optimization process.
A circular process where we constantly seek for and access knowledge, from feeling, observation, demonstration and challenging we are able to apply the knowledge in practice. We create deeper understanding and new ideas for adoption will emerge. We reflect on the application and learn so that we can curate new knowledge and share this with a wider audience. We focus on empowering teachers to make a difference. Important element is the sharing of knowledge, expertise and experiences so that we collectively learn from the emerging future. Each teacher can use the flow of knowledge to build their personal productivity grid to drive personal growth.
You step into the future to shift your frame of reference.
Should social learning skills be part of our organisation toolkit?
Welcome to the overview results of our second snapshot survey. Social learning is fast becoming a topical issue. We chose this topic for our second survey because we believe that social learning may hold some of the keys to creating the flexible, responsive and insight driven ethos that’s essential for surviving and thriving in our complex and changeable economic context.
Our Performance Hub Survey Series is about uncovering touch-points for further discussion and debate - rather than trying to gather a mass of empirical data on the state of play. We’ll be taking these discussions further on LinkedIn over the course of the year.
Take a look at the results and join our discussions on LinkedIn: The Performance Hub LinkedIn Discussion Group.
Presentation to Enterprise Collaboration Techfest (March 2016) on the need for Intranets and ESNs to deliver consumer-quality user experiences in order to drive business value.
How to Develop a Simple and Nimble Content Strategy - Webinar 01.16.14BizLibrary
Join Chris Osborn, VP of Marketing with BizLibrary, for a webinar about rethinking our learning content strategy. In this webinar we'll discuss:
The evolving role of training and development and critical competencies essential for today's professionals.
How learning content is changing and what you can do to harness that change.
The role of technology in meeting the needs of today's learners.
www.bizlibrary.com/webinars
The Tools You Need to Build the Learning Culture You WantDavid Blake
Most business leaders say they want a culture of learning. But less than one third of corporate learning leaders believe that their organization has one. Part of the problem is that many employees are already looking beyond their employers’ training and driving more of their own development. And the traditional tools of the trade just aren’t enough anymore – not for these hyper-connected, hyper-kinetic workers.
Webinar – Engaging a multi-generational workforceKNOLSKAPE
About the Webinar: We have multiple generations working together and contributing at the workplace today. Given this reality, building intra- and inter-generational engagement is an imperative for people managers.
A webinar by Subramanian Kalpathi (Subbu) Senior Director, Centre of Expertise (COE) | Author, The Millennials: Exploring the world of the largest living generation
Leveraging SharePoint 2013 & Yammer for Social LearningJoel Oleson
The way people learn is dramatically changing to “point of need” as the trend of social media continues to influence access to information. As SharePoint and social media adoption grows within your organization the ability to assign value to knowledge transfer becomes increasing acute. Learning processes must be deployed that can respond to decreasing product and service cycle times with higher quality. Informal Social Learning is complementary to the effort of your Learning and Development organization’s use of a Learning Management System (LMS) for structured course offerings.
Informal learning is the unofficial, unscheduled,
impromptu way most people learn to do their jobs.
Informal learning is like riding a bicycle:
the rider chooses the destination and the route
SASUG April - Building Social Networks and the Social JourneyDavid Broussard
A review of what an Enterprise Social Network is, why we needs them, and how to embark on a Social Journey that will actually get you to your desired destination.
The Future of Work Forum - April 29, 2015Jacob Morgan
The brochure for our first future of work forum happening in San Francisco on April 29, 2015. We have great speakers including executives from Linkedink Unisys, Elance-Odesk, PwC, and others. It's an all-day event including breakfast, lunch, and dinner. We will also be getting a special tour of the new Airbnb offices.
Huge thanks to our sponsors Udemy for the venue and lunch and Polycom for the dinner!
Your Official Guide to The Future of WorkJacob Morgan
The Future of Work was released in September of 2014 for Wiley and I wanted to create a little summary of the book with the key concepts/visuals. This guide lays out the foundational concepts of the book around the future employee, the future manager, and the future organization. Make sure to check out the actual book to learn more!
20 Quotes to Challenge Convention on The Future of WorkJacob Morgan
These are 20 quotes taken directly from Jacob Morgan's newly released book, The Future of Work. It features some of the world's most forward thinking business leaders and thought leaders.
The Collaborative Organization ManifestoJacob Morgan
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
A presentation I did for Awareness Networks around what organizations need to consider for successful collaboration initiatives. Several concepts and models are included from by book, The Collaborative Organization (which talks about these concepts in far greater detail). Overall the presentation should help guide viewers on understanding where they are in the collaborative spectrum and what they need to do to move forward (based on the maturity model).
State of Enterprise 2.0- Online Information SummitJacob Morgan
I gave a keynote presentation in London at the Online Information Summit on the State of Enterprise 2.0. The presentation data came from a research study Chess Media Group conducted which included responses from 234 practitioners and executives from around the world. Enjoy!
This was my closing keynote session at the Sales 2.0 Conference on October 18, 2011. In this presentation I draw upon the philosophy of Bruce Lee and apply it to how sales professionals can sell without selling and build trust with customers in a digital world.
I recently gave a keynote presentation in Slovenia on the business value of using social and collaborative tools to solve employee facing business problems. This is that presentation, enjoy and feel free to share!
There has been a lot of discussion around social business, but what exactly does that mean and how do organizations actually become "social businesses?" This presentation examines some of these questions and looks at some frameworks and approaches to solving business problems.
From Fans and Followers to Customers and Advocates: Social CRM Presentation a...Jacob Morgan
Brent Leary and I had the opportunity to present the first ever session on Social Customer Relationship Management (Social CRM) at Blog World Expo 2010 in Las Vegas. The session is not about social media but instead looks at business applications of customer strategy and the evolution of CRM to Social CRM.
Chess Media Group in collaboration with Mitch Lieberman developed a guide for businesses and organizations that want to understand what Social CRM and how it is applicable to their business. This guide is also complete with images and visuals that explain various Social CRM concepts. We hope you enjoy it asocial crm, crm, socializing crm, understanding social crm, understanding please share!
This is the presentation I gave at PRSA which talks about where PR fits within Social CRM and how as well as what is needed to make that fit work. Feel free to share it around and provide feedback!
This is the presentation from the online keynote I did for Social Media Tools Week. The presentation addresses what ROI is and isn't, the social business process, the business and technology challenges for enterprise companies, and requirements for enterprise companies that want to get involved in the social business space.
2. Slides, Case Studies, and Strategy
Resources
ChessMediaGroup.com/Resources
• Around a dozen in-depth case studies
• State of Enterprise 2.0 Collaboration Report
• Unique strategy resources to help you with collaboration efforts
• Updated Regularly!
3. • Principal, Chess Media Group
• Author of Amazon best-selling
book “The Collaborative
Organization” (McGraw Hill)
• Traveler and Chess Lover!
• Blog:
SocialBusinessAdviser.com
• Twitter: @JacobM
4. The Collaborative Organization
• Published July 2012 (McGraw Hill)
• First comprehensive guide to emergent
collaboration in the workplace
• Includes real-world examples, hard data,
and contributions from practitioners, and
unique models and frameworks
• Amazon best-seller
• Endorsed by leaders such as the former CIO
of the USA, CMO of Dell, Chair of the MIT
Sloan Management Review, CEO of Unisys,
CMO of SAP, and dozens of others
• SocialBusinessAdvisor.com
5. What Is Collaboration?
• Collaboration isn’t new, it’s been
around for many years
• All about two or more people
working together to create
something or achieve a goal
• Technology and culture have
changed
6. Easy to find
information
Join/create Learn and
communities grow
You control Live a more
technology public life
YOU
Engage with Use multiple
others devices
Easy to learn
Connect
and teach
with people
others
7. Your Future Workforce
• Cultivate passions
• Engage with communities
• Find and share information
• Learn and grow at will
• Always connected
• A teacher and a student
Are you ready for him?...
8.
9. Common Collaboration Problems
More specific to HR Broader collaboration problems
• Employee engagement • Find subject matter experts
• Onboarding • Hard to find information
• Too much time spent in email
• Performance management
• Cross-boundary
• Work-life balance communication/collaboration
• Incentives, rewards, and benefits • Duplication of content
• Growth and development • Department and organizational
• Employee experience alignment
• Retention (people and information)
• Build trust
10. The farther apart we are the lower the
probability of communication
Source: Professors John Carroll and Li Tao, Managerial Psychology, Massachusetts Institute of
Technology: MIT OpenCouseWare, Fall 2006, http://ocw.mit.edu, accessed January 19, 2012.
Used by permission of MIT OCW. 1977 T. J. Allen, “Managing the Flow of Technology”
14. 20-25% improvement in knowledge worker
productivity possible
$900 billion-1.3 trillion (annual value that could be
unlocked via social technologies in 4 sectors)
2/3rds of that value comes from
communication and collaboration between
and across enterprises…
That’s almost $600 billion-900 billion
Source: McKinsey, The social economy: Unlocking value and productivity through social technologies
15. “Human resource practices that foster strong
connections between employees and employer
generally sustain a social climate within the organization
that facilitates the exchange and combination of
knowledge necessary for innovation and growth.”
~ILR Impact Brief - Pathways to Success: Human
Resource Practices Do Matter (Cornell University)
16. Where does HR fit in?
• Unique opportunity to be collaboration leaders
• Integrate collaboration into: onboarding, rewards, benefits,
talent management, and other areas
• Employees are the most valuable asset
17. • 72% of US workers are not engaged in their
work. Defined as essentially sleep walking
throughout their day. (Gallup)
• Gallup estimates disengaged workers cost U.S.
businesses as much as $350 billion a year
18. What most people What today’s HR
think HR does should do
Recruitment Enterprise pulse
Vision and goals
Discipline Engagement
Rewards Experience
Retention
Staffing
Growth
Payroll Value
19. M
Recruiting
(using external Onboarding A
T social tools)
N
A
A
L
Performance Learning & G
E Management Growth
E
N
M
T
Employee
E
Retention
experience
N
T
20. Collaborative Onboarding
• New employee collaborative scavenger hunt
• Connecting with other new employees
• Public recognition when training is completed
(badges, leaderboards, etc)
• Collaborative training
– Get access to materials via platform
– Share ideas, feedback, insight, questions, etc
• Help & support
• More accurate and up to date information
21. • Only 31% of employees say their senior
managers communicate openly and honestly
• Only 42% think senior management
encourages development of talent
• Only 42% think their leaders inspire and
engage them (Towers Watston)
• 32% of team doesn’t know their next move in
the company (HR Employee Engagement Stats, from Slideshare)
22. Collaborative Performance
Management
• Real-time feedback to employees
• Easy for executives and managers to encourage and support
• Peer support and recognition
• Quickly identify problem areas
• No longer need to wait for bi-yearly performance review
23. • 78% of U.S. workers said being recognized
motivates them in their job (Workforce Mood
Tracker Survey.)
• 69% of employees would work harder if they
were better recognized (Workforce Mood
Tracker Survey.)
• 46% of new hires leave their jobs within the
first year (HR Employee Engagement Statistics,
on Slideshare)
24. Rewards and incentives
• Translate rewards programs into collaborative environments
– Leaderboards
– Badges
– Public recognition
– Status
• Unique opportunity to
“talk” to your employees
– Ask about benefits
– Get feedback on new policies
– Develop collaborative programs
25. Learning and Growth
• Identify employee passions and areas of
interest
• Employees can be become teachers
and students
• Path is chosen not determined
• Discoverability
26. Retention
• Working for a modern “cool” company
• Allowing for pivots to other areas
• Work in “passion” areas
• Work always feels “new”
• Greater fulfillment & sense of purpose
• Community
• Understanding of individual impacts
27. Collaboration Makes the
World a Better Place
• U.S. companies spend over $400 billion on stress-related
issues
• Work is one of the leading causes of stress
• Collaboration can:
• Make it easier for employees to get work done
• Allow employees to feel more fulfilled and engaged
• Feel a greater sense of purpose
• Allow for flexible work environments
• Reduce stress at work
• Give employees more personal time
• Improve work-life balance
• MAKE PEOPLE HAPPIER!
28. What HR needs to do
• Understand the tools
– What they are, how they work, what they do
• Understand their application
– How they can be integrated into various roles
– Use cases
• Understand and develop the vision
– Long term goals short term goals
– Strategy to get there
• Be a part of a team to drive collaboration
31. Questions?
Jacob Morgan
Principal, Chess Media Group
Author, The Collaborative Organization
TheCollaborativeOrganization.com
Jacob@ChessMediaGroup.com
SocialBusinessAdvisor.com
@JacobM
“…Jacob's book guides leaders on how to develop strategies to
build this type of a 'Collaborative Organization.‘
Vivek Kundra, Former Chief Information Officer of the United
States of America
“…Jacob’s book is a valuable strategic guide to help leaders
deploy emerging collaboration technologies and strategies to
"get there.“
Jonathan Becher, CMO, SAP
"A valuable strategic guide for organizations looking to tap the
power of new social and collaborative tools to create more
connected, engaged, and successful organizations."
Ed Coleman, Chairman and CEO, Unisys Corporation
32. Slides, Case Studies, and Strategy
Resources
ChessMediaGroup.com/Resources
• Around a dozen in-depth case studies
• State of Enterprise 2.0 Collaboration Report
• Unique strategy resources to help you with collaboration efforts
• Updated Regularly!