Search Results - difference

Blog Post: 35 Team Building Activities for Work (2022 Edition)

Companies actively endeavor to create a sense of teamwork amongst employees by connecting them to each other. With good reason.

‍…

Added by Phil Strazzulla at 6:30am on October 25, 2022

Blog Post: 11 Effective Customer Engagement Strategies to Boost Customer Loyalty and Profits

What are businesses really about? Some will say products, while others say profits. But you can’t have either without customers.

Customer engagement has never…

Added by Phil Strazzulla at 1:53am on October 19, 2022

Topic: Meet Susan (Kang) Nam, As Rare as a Pink Olive: ing and recruiting industry via utilizing social media, focused on exploring various industries. She is currently working for her sister's boutique, Pink Olive Inc. She is currently serving as a member of board of directors - a VP role at Harvard Club of Andover Inc. She is also actively participating in both on/off sites committees (i.e. Binghamton Planning Committee among other fundraising charity organizations) Previously, Susan held recruiting role at Harvard University. She holds a BA in Psychology from the State University of New York at Binghamton, and further explored and pursued graduate studies at University of Rhode Island (for Ph.D. program in Clinical Psychology), Columbia University - Teacher's college, Brown University extension programs, Harvard University - Harvard Graduate School of Education master of education courses, Harvard business courses and programs affiliates via extension. Both her senior thesis and masters thesis studies were in the areas of behavioral medicine and leadership. In the future, she hopes to extend herself in Asia (specifically in Korea and Japan) and to further promote open talent development outreach through utilizing various social media platforms along with emphasis on building positive personal/professional brand in corporate organizations. Q&A with Susan (Kang) Nam Six Degrees: Tell us of your home world. Susan: We reside in north of Boston for the past 10 years. My husband KJ (Kyung Jun Nam) is a design engineer and most of his extended family resides in South Korea and majority of his family members are educators. We have a very active social life as we love to spend our summers in either Cape (deep fishing) or Florida (of course, Walt Disney world ventures) and during winter months at Killington Vermont and various locations in NH to ski. Our family life revolves around many travels to NJ and NYC as my extended family resides there. My second sister Jenna's passion is in missionary outreach via Arab world missions and she has recently come back from a long extended trip from countries in Europe and Morocco lending her efforts to spread the word of gospel. My youngest sister Grace is the owner of 2 boutiques "Pink Olive boutique" in east village, NYC & Park Slope Brooklyn. We value each other greatly ~ and yes.. we do have our "moments" :) but love each other with all our hearts. As for Education ~ all of us sisters attended colleges for our undergraduate education in NY (me - SUNY at Binghamton, Jenna - NYU, Grace - Cornell) and we are quite different in so many ways and yet the same despite our various talents and interests. Prior to living & studying in the east coast, we grew up residing in Seoul Korea, Hawaii, Las Vegas, Northern California (San Jose & Cupertino). As the eldest daughter in the family my priority for anything in life goes out to being there for my family - both immediate and extended - as I strongly feel responsible to make sure all of their needs are met in a timely manner. My parents are consistently my primary role models as they continue to live to their fullest despite their recent health scare / obstacles. They continue to impact and shape my life. My dad, graduated from Seoul National University with a degree in Engineering, former mechanical engineer, entrepreneur and sales executive traveled worldwide prior to his retirement. My mom, graduated from Ewha Womans University with a degree in Korean literature, a stay home mom for us 3 girls and recently finished her Ph.D. in Theology and now an associate pastor at Flushing, Queens NY. My other extended family resides in Korea, Japan, Germany, Hong Kong and various states across the US. My background is somewhat unique as I continue to seek out my heritage and aspire to learn new information about my family. We value and honor family, faith, education, personal relationships and community. I talk about Education and Faith quite a bit because we value it probably more than anything else. Our daughter Katie is 7 years old and we hope to continue her languages in Korean & French. and yes.. we do have pets (our daughter's fish family - Aqua plus, Raymond, Gabriella and Hello Kitty) ;) My passion lies in classical piano as I have been playing this instrument since age 4. My other interests are providing nonprofit organizations with their fundraising efforts (in education, charity, esp. for missionaries and cancer research - esp in colon, prostate and breast cancer). I do admire creative people.. especially designers, entrepreneurs, and passionate individuals who work hard every single day to balance their lives. Currently volunteering via various club positions via my Alma maters and other non-profit networking organizations. I admire edgy, passionate, idealistic professionals who work hard to achieve their dreams. Lastly, I do have other various interests in so many however one I can say for sure ~ I aspire to race cars one day (not sure what my parents would say about this ;) Six Degrees: How many years have you been a recruiter? Susan: I am a newbie and continue to learn and exploring the industry as of this summer/fall of 2008. My last full time recruiting related position was 7 years ago. Six Degrees: How did you get started as a recruiter? Susan: I started out in the Harvard Central HR recruiting team at Harvard Employment office 7 years ago. I was working as a technical editing staff support for the Harvard Economics Department at the time after I left NYC (with Morgan Stanley Dean Witter, Institutional Consulting Group at the World Trade Center). I met the Director of HR via taking her HR course at Harvard and soon after the position became available so I applied for the position and honored to join the team. The Central recruiting team's duties included consulting with rest of the Harvard University recruiting community providing recruiting related information. My niche was in internet recruiting where I dealt with vendors, consulted with advertising executives, and Harvard recruiters to provide cost-effective recruiting strategies for Harvard schools. I was able to write up a grant proposal to cater to their requests, comments to provide additional funds prior to leaving the University to raise my child. I was also very excited about contributing to the diversity outreach by working along with TEAM Harvard organizations (i.e. NAAAP). In the past 7 years, I did have the opportunity to explore few options however I have not had the opportunity to seek out my interest in recruiting as a career until summer of 2008 for various personal/family reasons. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Susan: I would have to say when I first met the recruiter at Morgan Stanley Dean Witter. His positive & proactive attitude inspired me greatly and it helped me to refocus and started to explore the "idea" of recruiting full time - back in '98. Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Susan: Yes so far I would have to say my role model has been Polly Price, previously Chief HR Officer at Harvard University. I first connected with her after reading a Harvard Gazette article on Diversity at Harvard. I was quite taken away with her approaches, her immediate attention to personal connection and integrity. I aspire her not for her accomplishments only but her character is remarkable and I truly honor what she has to say (both personally and professionally). I seek out for other mentors as I continue to explore the recruiting industry. I would have to say Kevin Wheeler - interested in his international recruiting outreach & cultural difference information via ERE and sourcing strategists (so many out there however look forward to learning more about Shally Steckerl, and community builders, movers and shakers - I have to say Jason Davis. I am humbled by their leadership, ideas and vision on the industry. Six Degrees: Tell us about your job: Susan: I support my sister Grace's boutique - Pink Olive boutique - for various responsibilities but most importantly value her talent, her ability to expand her passion in unique products, vendor selection and talent development. I will help her out with whatever she needs. That goes 100% as well with my other sister Jenna's ventures in missionary support. Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples? Susan: For sure, Lockheed Strategic Sourcing Team information via Bill Murphy. I look forward to hearing more of their successes. I met Bill Murphy virtually via Jason Davis's Ning site - Recruitingblogs.com. Six Degrees: In what aspects are Lockheed’s Strategic Sourcing Team superior? Susan: Organization, Missions, Practicality & strategic sourcing focused approach. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Susan: I believe Social Media will have a very strong role in changing the recruiting industry as a whole. Also, along with the present state of Economy - very disturbing and yet I do believe there is lot to be done to transformed the world and anticipate a strong impact on recruiting industry near future(will elaborate as I continue to explore). Six Degrees: What is your next career goal? What do you need to do to get there? Susan: My next career goal is to extend myself to the world of sourcing and recruiting in a corporate setting - still exploring at this time. What do I need to do to get there? Well, I will continue to explore options, obtain further training and most importantly network and establishing a personal relationship using various social media tools, gadgets and platforms. I find it extremely helpful, not only valuable but also a great way to build the relationship to get to the next course in my career.…; Added by Dave Mendoza at 2:39am on September 29, 2008

Blog Post: When I Grow Up...: This post is part of a blog series on Brazen being sponsored by JobSTART101. They asked…; Added by Kirk Baumann at 9:05am on November 9, 2010

Blog Post: WhatsApp Group Chat – Impact of Joining Goodies on Branding: There’s been so much talk about branding especially Employer and Employee Branding including Individual Branding. We’ve even spoken quite a lot about the measures to boost the offer to joining…; Added by Sourcing Adda at 1:01am on December 28, 2016

Blog Post: The 10 Worst Ways in the World to End Your Email Signature: Added by Sean Pomeroy at 9:24am on October 6, 2015

Blog Post: 11 Tech Talent Relocation Trends In 2018

Job relocation is hardly anything new. 2018, however, brings lots of…

Added by Andrew Stetsenko at 4:40am on May 15, 2018

Blog Post: Interview Like Ya Been Somewhere: One of my best friends in High School was King Davis and…; Added by Kevin Womack at 2:06pm on October 11, 2010

Topic: Talent Talk Cafe - Chat Transcript for Generations....Myths and Realities: h each Generation what we really found out is that its more about connecting and establishing best practices for all. Following is the transcript from the Chat and please share your comments here as well. Hi Susan, Maren and RB community!~ looking forward to the chat! 2:04pm The Talent Hunter Hello every1 2:04pm Susan Burns Hi Maren - how are you? Any thoughts to share on Generations - now that you've qualified as Gen Y 2:04pm Susan Burns Hi Susan! Hi Mike - Talent Hunter - did i get that right?? 2:05pm The Talent Hunter sure did 2:05pm Susan Burns Great to see you again Mike 2:05pm The Talent Hunter 2:05pm Susan Burns So what do you think are the biggest myths around generations 2:06pm The Talent Hunter If you offer an ipod as a sign-on bonus all Gen Y'ers will come running to your company 2:07pm Maren Hogan Well there are certainly a lot of sterotypes and they definitely exist for a reason. Myths? 2:07pm Susan Kang Nam how true.. 2:07pm Susan Burns Wow - is that all it takes Mike? What do you offer an Xr or BB? 2:07pm Maren Hogan Haha TH that is so true. I was at a conferenfe where EVEYRONE was offering an iPhone 2:07pm Susan Burns Maren - what are the main stereotypes for Gen Y? 2:07pm Susan Kang Nam curious to hear about the Xrs...lol 2:08pm Maren Hogan Gen Y. . .we need constant feedback, which is not true for all of us 2:08pm Maren Hogan I know xers do get ignored, like they don't matter 2:08pm Maren Hogan I've done it myself! 2:08pm The Talent Hunter Xers rock 2:08pm Maren Hogan I hate that people think Yers have no work ethic, personally I feel like I get a TON accomplished when allowed to work in the way that is most suited to me 2:09pm Susan Kang Nam I wonder why that is.. I agree with Mike - Xers rock! (of course..I'm biased 2:09pm Susan Burns Xers seem to be missing from the dialogue - everyone talks about Gen Y and BB in the workplace but what about Gen X? 2:09pm Maren Hogan I think that is excellent advice for most people actually, it is when working with others and trying to mesh style that we get our pants in a bunch 2:09pm MN Headhunter (I am back) 2:09pm Susan Burns Maren - are u the typical Gen Y Susan Burns Maren - are u the typical Gen Y 2:09pm The Talent Hunter I think Xers are kind of looked at to get things done...being led by the BB's 2:10pm pam claughton What is the cutoff between Gen Y and X? Age ranges? never sure of that 2:10pm Susan Burns Susan and Mike - I've been really surprised to see that as well. In most cases don't Gen Y report to Gen X but its always about BB and Y 2:10pm Maren Hogan no I am on the edge, which I think is why I hate the stereotype stuff, we;ve done some cool stuff at HCI trying to combine talents and work styles 2:10pm Susan Burns Hi Pam! Hi Paul 2:10pm The Talent Hunter and you have the Yers coming in who may be more savy on the tech side (as a whole) 2:10pm Maren Hogan 78-80 is what I have heard 2:10pm Susan Burns Pam, Y is usually born before 1980 2:10pm Maren Hogan birth year, sorry should have clarified 2:11pm Susan Kang Nam I see that with Gen Ys.. yes.. more tech savvy.. 2:11pm Susan Burns Biggest difference is that X surivied by being fearlessly independent and Y gravitates towards team 2:11pm pam claughton Thx Susan! You know I've heard the myth that gen Y are lazy, entitled, but I haven't seen that 2:11pm MN Headhunter I think that most perceptions of Gen Y are true but highly overblown 2:12pm Susan Burns Also, used to see X as the tech geniuses so wonder if they feel slighted by Y being even more tech saavy 2:12pm Maren Hogan I think that is applied across the board, I get Gen Xers and Boomers that say they are tech savvy and . . .are. . .not 2:12pm MN Headhunter tech savvy, consultants, socially aware, a little into themselves, have been hand held 2:12pm Susan Burns Are most perceptions of a generation overblown? 2:12pm MN Headhunter I really do 2:12pm Susan Kang Nam well.. I am trying to convince the BB crowd to go more tech savvy.. and it has been a hurdle.. 2:13pm MN Headhunter think they are 2:13pm The Talent Hunter i think it's just a "big brother-little sister" mentality...i think gen to gen goes through the same thing, calling the younger sister lazy 2:13pm Susan Burns Susan - what is the resistance? 2:13pm The Talent Hunter back in the 90's the Gen Xers were labeled as renegade and anti establishment...things have changed a bit...like anything else 2:13pm Susan Kang Nam I think ... and this is just a guess..and assumption (bad on my part) but it's ignorance.. 2:13pm Maren Hogan Paul, I am WAY into myself 2:13pm Susan Kang Nam they are just used to their ways... Maren Hogan gotta run, tell me which generation will rule the world! 2:14pm Susan Burns Mike - same was true with BB - so each generation goes from being idealist and rebel to conformist? 2:14pm Susan Kang Nam not all are that way I don't believe. 2:14pm MN Headhunter and let's blame thise responsible, their parents 2:14pm Susan Kang Nam see you later Maren!~ 2:14pm Susan Burns See ya Maren - thanks for dropping by and have an AWESOME event! 2:14pm MN Headhunter they wanted to be friends with their kids and not their parents 2:15pm The Talent Hunter Susan-I think so to an extent...kind of like that one commercial out today... 2:15pm The Talent Hunter ..the middle aged guy saying, "dont trust anyone over 80" 2:15pm Susan Kang Nam lol 2:15pm Susan Burns Paul - very true - was just talking with @kwheeler and @eileenclegg that we couldn't wait to express our independence and move away 2:15pm pam claughton I think gen y has less of a solid line between work and play, they're wired 23/7 w/technology 2:16pm pam claughton oops meant to say 24/7 2:16pm MN Headhunter Being an advisor to a fraternity of 35 guys gives me a front row seat to the Y'ers 2:16pm Susan Burns Mike - great example. Remember the gen X commerical about using technology - red headed guy...which company was that - classic 2:16pm pam claughton google and facebook are tapping into that, with catering dinner, so people stay longer at work 2:16pm Susan Burns Pam - that's a big point and they want to have the flexibility to get it done how, where they can because technology enables 2:17pm Susan Kang Nam hmm. really.. 2:17pm Susan Burns Paul -bet that gives a front row seat to a lot! What do u see that is the most different from when u were in school? 2:17pm pam claughton I think you see more x's telecommuting these days though, so they're working more but at home Susan Burns Pam - that's a big point and they want to have the flexibility to get it done how, where they can because technology enables 2:17pm Susan Kang Nam hmm. really.. 2:17pm Susan Burns Paul -bet that gives a front row seat to a lot! What do u see that is the most different from when u were in school? 2:17pm pam claughton I think you see more x's telecommuting these days though, so they're working more but at home 2:18pm The Talent Hunter if the work ethic is there, it is a recipe for success, but I don't think the majority of the workforce can be looked at or trusted to succeed or produce in a virtual environment, i think it leads to less efficiency 2:18pm The Talent Hunter and longer hours 2:19pm Susan Burns Much of the change we see in today's workplace came from appealing to Gen X - what will Gen Y influence the most? 2:19pm MN Headhunter they work harder, play harder, most are more invested in what they are doing 2:19pm Susan Burns Mike - do u mean with telecommuting and flexible work schedules...hard to monitor results, productivity? 2:19pm The Talent Hunter Susan - exactly 2:20pm Susan Burns Paul - do u think that transfers to the workplace? Or, what they're passionate about? 2:20pm The Talent Hunter I think Gen Y wants that, but doesnt have the fortitude to do so successfully, as a whole, at this point in their careers 2:20pm Susan Burns Mike - sounds a lot like commitment and trust issues? Do you need to see the work getting done or just need it done? 2:20pm The Talent Hunter Susan - I think it needs to get done, but with a sense of urgency 2:21pm MN Headhunter Susan, I have a disconnect once they graduate and in my recruting start around year 3 in experience. I am not a good person to answer that 2:21pm Susan Burns Mike - def could interfere with Gen Y development - there are benefits to working together and touching base during a project - could that be worked in to the distance process? 2:21pm Susan Burns Paul - it would be interesting to see how that drive translates to career - you would make a great mentor for emerging talent 2:22pm The Talent Hunter Susan - I think it could be but I think that relying too much on conf calls and IM's can lead to lower production levels 2:22pm The Talent Hunter Susan -- especially when you are talking about work being done between different generations 2:23pm Susan Burns So, given an average project - what would be a good balance of time to work independently and collaboratively for learning 2:23pm Susan Kang Nam I think that all depends on the project 2:24pm The Talent Hunter Susan - It depends on the role 2:24pm Susan Burns Thinking of a junior role reporting to a manager. Working on a project of average difficulty and scope. 2:25pm Susan Burns What would the Gen Y person feel is a good balance between autonomy but make the manager happy with providing leadership, guidance and feedback 2:26pm Susan Kang Nam Susan - I would have to say 70/30 (coming as a Xer) 2:26pm The Talent Hunter Susan - I think its very important for a good amount of collaboration or status updates to occur b/t the two 2:26pm Susan Burns Susan - 70% independent for the Gen Y? 2:26pm NMarie Attaining productivity "MOJO" can happen when work environments provide a base of trust and offer the right tools and keep getting feedback from all parties... 2:26pm The Talent Hunter I would say 70% for collab 2:27pm Susan Burns Hi NMarie! 2:27pm NMarie Hi Yoga Lady! 2:27pm Susan Kang Nam Susan - no I meant Xers.. for Gen Y - 60/40 in my opinion 2:27pm Susan Kang Nam I do agree collaboration is important.. 2:28pm Susan Burns Got it - so Susan, you would work 60% independently and 40% on collaboration/updates/coaching... 2:28pm The Talent Hunter Susan - I have seen first hand that a career is looked at more as a Job to Yers though 2:29pm NMarie Quotas are guidelines not absolutes...for depending on the energy of the project...some projects take off like "ROCKETS" and others are like "Are you kidding me?" 2:29pm Susan Burns Mike - 70% of time spent on coaching/feedback and collaboration? 2:29pm Susan Kang Nam Yes. however it all depends on the situation at hand..as well.. 2:29pm The Talent Hunter Susan - ya, I think that Yers need to first be guided and shown correct processes and work ethic and earn the opportunity to work outside the box 2:29pm Susan Burns Mike - can u share more about the "job" vs career 2:29pm Susan Kang Nam Mike - interesting - would like to know more. 2:29pm Susan Burns NMarie - yes - each project and person is different. I think the "formative years" the first 5-10 yrs on the job become critical to a persons long term success 2:30pm The Talent Hunter Susan(s) - definitely...I see a lot less buy-in to a company culture, a lot less development of expertise, almost coasting through the day doing the minimum... 2:31pm The Talent Hunter ...of course, i may just be lucky enough to have seen a bunch of slackers....I am sure that there are Yers out there who take their career seriously, but I dont see a lot of it 2:31pm Susan Burns Too often when someone doesn't experience good management, coaching, feedback, guidance during that time it inhibits their growth 2:31pm The Talent Hunter ...but i think that comes with experience too 2:31pm Susan Kang Nam interesting.. that defies what I "perceived" as Gen Y's.. 2:32pm Susan Burns Mike - agree on the company culture piece - think this is where Gen Y can really have a big impact - sort of like how Gen X has done and the BB before them 2:32pm Susan Burns What concerns me most is when companies just dismiss that their expectations are unreaistic rather than identify what/how to incorporate 2:32pm Susan Kang Nam Susan - agree with what you just commented.. 2:32pm The Talent Hunter Susan - each generation goes through growing pains with the younger.....hate to run, but I gotta hit the phones...it was a pleasure!!!! 2:33pm Susan Burns See ya Mike - THANKS! 2:33pm MN Headhunter Off on a tangent. if companies were loyal, family friendly, career path oriented, I think the Y'ers would be more energetic. And i will say that most all generations are starting to fall into that thinking of a job is a consulting gig and not a career Susan Burns Are companies too resistant to learning from each rising generation? Do they stifle innovative practices rather than embrace new ways of learning, engaging and collaborating? 2:34pm MN Headhunter YES!!! 2:34pm Susan Burns Paul - totally agree - this is cascading rapidly across generations - which is why I'm getting hung up on the response to Gen Y 2:35pm The Talent Hunter I think Gen Y has a habit of giving the problem, but no offering the solution 2:36pm MN Headhunter rather than stifle anyone at any age I suggest the long leash idea. Give enough rope without letting someone hang themselves or the company 2:36pm MN Headhunter Look, there are companies doing this and they are recruiting and retaining better tan average 2:36pm NMarie Right now our economical outlook is murky and industries are outsourcing work product...which is not building up our confidence in corporate america... Thus, I feel that the work model is starting to shift from "At Office" to "Virtual - SOHO" 2:36pm Susan Burns Mike - interesting since Gen Y sees themselves as excellend problem solvers due to their technical expertise and resourcefullness 2:37pm Susan Burns paul - which companies do u see doing this very well. have u checked out what BestBuy is doing? 2:37pm MN Headhunter I think that too goes back the parents. They asked their kid, what would you do, and then did it for them 2:38pm Susan Burns NMarie - what is Virtual SOHO? 2:38pm Susan Burns RE problem solving - maybe its that they need to solve problems as a group rather than individually 2:39pm NMarie Virtual at home - Small Office Home Office 2:39pm MN Headhunter In Minneapolis, the kids (term used loosely) want to work at Target first. Best Buy is in the top 5. 2:39pm Susan Burns There's also the idea of leveraging their "network" to solve problems. Although, love Josh's IBM video that he shared. I'll find the link and add to the chat in a few 2:39pm Susan Burns Got it - thanks NMarie 2:39pm MN Headhunter The ad/pr firms turn kids away daily. They are seen as innovative. 2:39pm Susan Burns Paul - why Target first? Development program?? MN Headhunter Part online, part retail (new and cool things), part give them the keys company mentality 2:40pm MN Headhunter They also lose most of them by 30 as they have ventured off to do their next best thing. 2:41pm Susan Burns Target had an excellend reputation for developing talent and wonder if this is still attractive for launching a career 2:41pm MN Headhunter So the company is very young (used loosely) and sometimes a moat between them and senior execs who do not "get it" but let lower management look over it 2:41pm Susan Burns Here's the link Josh Letourneau shared - great video on the value of social networks: http://tinyurl.com/5jgsl7 2:42pm MN Headhunter It is but launching a career and then at 30 taking off 2:42pm Susan Burns Paul - we used to call it training for the "street" 2:42pm MN Headhunter And it does work for Target. A constant supply of energy, talent, new ideas. 2:43pm Susan Kang Nam will need to check that out. p.s. I know someone just joined Target Corporate team in CA - will need to follow up and see his views on this. 2:43pm Susan Burns Ooooh Susan - get the inside scoop ;-) 2:43pm Susan Kang Nam lol 2:44pm Susan Burns Development programs are really valuable. Companies could do more to provide exposure to difft aspects of the biz 2:44pm MN Headhunter That and it shows no intent to invest in their peopler 2:45pm MN Headhunter those that do not 2:45pm Susan Kang Nam definitely.. that goes saying further for retention.. 2:45pm Susan Burns Could companies engage and retain more talent if they would balance the core work with exposure and opportunities to work on projects and interact with more execs? 2:46pm Susan Burns I think part of what is happening is people get bored - so much stimulation from other sources that work seems boring 2:47pm MN Headhunter Yes, local company, Carlson Companies does this with emerging leaders 2:47pm Susan Kang Nam I know at least this one particular Biotech company does that.. very efficient. 2:47pm MN Headhunter they call it something else but essentially a pool of top people get exposure within the company 2:47pm MN Headhunter The question companies need to ask someone 25 or 55 is this, do we provide an environment where you want to stay here? 2:48pm @_@ @susan of course; this aint nuffin new ... Top Talent is ID'd and then gets 'special projects' (usually with sum kewl name like Tiger Team) and it helps give them more stuff to do outside their core function to mitigate boredom. Many issues can come up 2:49pm Susan Burns Is this something that could be expanded to engage more people - collaboration and community! 2:49pm Susan Burns Hey Jeremy...new Daddy!!! Great o have you join us! 2:49pm Susan Kang Nam yes! 2:49pm Susan Burns Paul - they need to ask that daily ;-) 2:49pm @_@ hey Susan ... 2:50pm Susan Burns Rotational programs are also good 2:50pm Susan Kang Nam agree 2:50pm @_@ i agree BIG TIME with 'rotational' programs for all workers & even more intense "tours of duty" for Execs. 2:50pm Susan Kang Nam but there is always "politics"... enough said. 2:50pm Susan Burns So last question - what do u think will be the most significant change we see in the workpalce over the next 3 years? 2:51pm @_@ the teenagers will be old enuff to have a say 2:51pm Susan Kang Nam BB retiring.. etc. 2:51pm @_@ the boomers have been 'retiring' for years -- nuffin new there IMO 2:51pm Susan Kang Nam true..but more.. 2:52pm @_@ but Gen Y actually having some exp under their belt & the street cred morphing into real biz value = P O W E R 2:52pm Susan Burns What would be the most radical change to undertake if there was NO budget constraints? 2:52pm @_@ 100% virtual workforce. 2:52pm MN Headhunter training, schooling, mentoring 2:53pm MN Headhunter paid for with no strings attached 2:53pm MN Headhunter if no constraints 2:53pm The Talent Hunter Susan -- virtual workforce will never happen, but I do see a lot of the design roles and such turning over to contract work as healthcare costs increase and su GenXers start handling the budgets 2:53pm @_@ lol Paul ... although all that stuff is good ... how is that really "radical" as Suan posed ?? 2:54pm @_@ agreed Mr TalentHunter 2:54pm MN Headhunter do it for everyone at every level 2:54pm Susan Burns Mike - check out some of the cool stuff Best Buy is doing with virtual work 2:54pm The Talent Hunter Susan -- in a nutshell, more contractors and less full-time employees 2:54pm @_@ ....thats what makes the concept radical ...at 100% 2:54pm MN Headhunter Best Buy, ROWE 2:54pm @_@ yah ROWE is nice. and as of a couple years back it was working well -- haven't scoped it lately though ....any IT companies doing it right this moment that ya know about ? 2:55pm @_@ ROWE, or Results-Only Work Environment, (also known as Results Oriented Work Environment), is a management strategy created by and pioneered by .bestbuy 2:56pm Susan Burns Thanks Mike! 2:56pm MN Headhunter Latest article I have seen: Forbes.com "Viva La Workplace Revolution" 2:56pm MN Headhunter ~link~ 2:56pm Susan Burns Thanks everyone for a great chat today! Lots of cool ideas to explore 2:57pm Susan Kang Nam Paul - thanks - will need to read this.. 2:57pm Susan Burns Paul - aka MN Headhunter will be leading Talent Talk Cafe for the next 3 weeks!!! Join him and have a blast!!! 2:57pm The Talent Hunter Thanks susan...always a pleasure 2:57pm Susan Kang Nam Thanks Susan as always and for everyone 2:57pm Susan Burns Thanks for the article Paul 2:57pm @_@ thx susan 2:57pm @_@ 2:58pm MN Headhunter ANy ideas for upcoming chats send to paul@mnheadhunter.com 2:58pm Susan Burns Paul - I'll send u some info and give u a buzz Thursday - So glad your doing this!!! 2:59pm MN Headhunter Sure 3:00pm MN Headhunter Let's see what is left upon your arrival before you thank me 3:00pm…; Added by Susan Burns to Talent Synchronicity at 11:32am on July 9, 2008