People who design software or websites care a lot about "user experience." Or they should, anyway. I know from the user perspective, that if I have to struggle to use your product or navigate your site, I will give up very quickly and go to a competitor. I have no patience for that, since it's so easy to switch. But do our organizations care about that?
In social media (and other places, of course) we have constant "relationship transactions." There is an expectation of trust depending on quality of our social media activity. Beyond brand-to-customer/user/potential customer engagement, social media is used as a vehicle for content promotion. The content is related to your brand, and so is your ability to deliver that content. Your social media audience expects something from you, and you should be working to meet those expectations. So, you have to deliver with assumption that people in this relationship are able to make a quality assessment equally. And if they can't make that assessment, they have to trust that you can.
HR can no longer sit on the sidelines, watching others play the game. Time for change is upon us. Human Resources must evolve as a serious partner in the business, one that links values and value-creation with people and practices. HR must emerge as a fearless leader. HR Reinvention is a gathering of inspired HR leaders committed to charting a new course for the future of Human Resources. There will be speakers; there will be discussion; there will be discourse; and there will be cocktails. We will dialogue, discuss, and perhaps even bicker a little. At the end, we will be different. HR will be different. You are invited to be a part of something unique and important. Human Resources needs you. Business needs you. Are you up for it?
We need to bring our whole true selves to work. Human-ness has value for the organization. Our best work is at the intersection of what we like doing, what we are good at doing, and what we get paid for. Our goal is for those three things to blend more. Flow has value for the organization.
By 2025, Millennials will comprise 75% of the global workforce. A vast majority of these Millennials want to work for organizations that foster innovative thinking, develop their skills, and make a positive contribution to society. More than previous generations, Millennials are ready to work independently if their needs go unmet by a traditional organization. The organizations up for the challenge of meeting these higher expectations will have the prospect of developing innovative products and services that benefit society, while attracting the most talented next generation workers needed to thrive tomorrow.
You need to learn more, and you need to learn faster. Your organization's health depends on it. You need to see how things are changing BEFORE the change is beaten to death in the main stream press. You need to be aware of the failings of your own internal processes BEFORE half of the marketing department quits. Your strategy and your culture, and even your key financial metrics are going to be changing more frequently in today's world. That's why your pace of learning is so important, and you can't learn quickly if you only stay at the high level.