Do you ever think about the kinds of people who get promoted in your organization? Are different personality types – both extroverts and introverts – represented in that group, and made to feel like they belong? New research shows that introverted leaders, in some cases, are actually more effective in inspiring and motivating people.
Building trust may be the decisive factor for success in business management in the future, in HR as well as in sales. Trust constructs are shifting from personal/in person relationships to digital connections and, this alone, is creating a new dynamic environment which may inspire insecurity, fear and suspicion from many.
Did you know that as much as a third to half of people are introverts? That means potentially half of our workers require time alone to recharge and autonomous environments to be their best selves at work.
In 2016, I wrote about the transformation happening in human resources and I called it the “Consumerization of HR,” referring to how companies create a social, mobile, and consumer-style experience for employees. Now, as we enter 2017, the next journey for HR leaders will be to apply a consumer and a digital lens to the HR function creating an employee experience that mirrors their best customer experience.
You’re on board with the idea of creating a more human workplace, but you’re wondering what exactly you’ll get out of the experience? We’ve outlined the top five reasons WorkHuman is the must-attend HR event in 2017.
I spoke to Eric Mosley, the CEO and cofounder of Globoforce, about why employees want more regular feedback instead of annual reviews, why we need to start treating employees as people and not “human capital,” how to maximize the human experience, his predictions on the future of work and his best advice to you.
Why do we WorkHuman? Simple – how else could we possibly work? We are human, after all. And yet, our workplaces or work experiences often aren’t structured to honor, support or encourage the very humanity we bring to the office.
General Electric Co. is getting rid of ratings. The industrial giant’s salaried employees will no longer be given one of five labels—ranging from “role model” to “unsatisfactory”—as part of their annual performance review.
In an era of viral negativity where clashing political candidates and nameless cyber bullies rule the web, conversations about positivity and happiness seem few and far between. Americans are working harder than ever and continually finding themselves more and more stressed out.
At the WorkHuman conference this spring, I took a very Zen approach to connecting with people. It worked out beautifully. Over the course of three days, I met several fascinating people who had interesting things to share about their world. In turn, I was able to share my knowledge as well, providing information that would be useful to their areas of interest.
Last week I had the distinct pleasure of attending WorkHuman 2016, hosted by Globoforce in Orlando, FL. The conference – in its second year – was action-packed, engaging, and fun. While there were many exciting, fun activities, speeches, and breakout sessions, I would be remiss if I didn’t address my favorite part: experiencing Michael J. Fox.
Last Wednesday, Michael J. Fox bounded up the stage stairs to thunderous applause and a standing ovation. Then he settled in to a club chair on the stage (his first words: “This is a comfy chair!”) and proceeded to school the nearly 1,000 people in attendance on what it means to be human.
A week ago today, I was at the WorkHuman Conference, hosted by Globoforce. Today, as I was facilitating a workshop on Leading Innovation and Change, I was still basking in conference afterglow. Workhuman was packed with insights with some of today’s best thought leaders.
“I can’t believe how lucky I am to be here,” Michael J. Fox told us on Wednesday. We can’t believe how lucky we are to have one of the most beloved actors and dedicated philanthropists join the WorkHuman movement.
Over the course of three days, we heard from educators, researchers, business leaders, and human resource officers who presented on a wide range of approaches to the goal of having a more “human” workplace. The thing is, it sounds great—by all means, human workplaces for everyone! The alternative is a nightmare, right? But what is this human business really all about?
Jennifer Miller from The People Equation explores the life lessons shared by Michael J Fox at WorkHuman 2016, including thoughts on optimism, choice and circumstance, doing your best life’s work, and finding gratitude.
I’ll admit it, I was already sold on Globoforce’s WorkHuman 2016 conference before I ever set foot in Orlando. Word of the inaugural event in 2015 had spread like wildfire in my HR community, with many of my conference-weary colleagues proclaiming this event one of the best—if not the best—conferences they ever attended. High praise indeed.
I’ve been researching and writing about the WorkHuman conference speakers for many months now. And I’ve always been fascinated with Gary Hamel’s title—iconoclastic business thinker. The word iconoclastic means, “characterized by attack on cherished beliefs or institutions.” After seeing Gary deliver the closing keynote on Wednesday, I think the word attack is spot on!
We know that everyone likes to feel appreciated. But how can you ensure you’re getting the most from your recognition program? Here are a few tips Traci Pesch shared to make your “thank you” extra powerful.
Agile workplaces give us the freedom to choose where and how we work. At KPMG Australia, space is shared, not owned. They even have an Everyone Agile Policy that states, “Agile work focuses on performance and outcomes rather than presenteeism, embraces innovation rather than bureaucracy, and creates trust-based relationships rather than hierarchies.” And get this, there are no offices in their building!
In HR and the business world, we've been so focused on how generations should be treated differently, that we’ve missed the universal truth – our need to feel socially connected and appreciated. In Wednesday's WorkHuman for the World session, Brenda Pohlman, senior recognition strategist at Globoforce, shared some common generational myths and stereotypes.
The remote workforce has grown 80 percent in the past seven years and will grow by 21 percent in the next year alone. And these colleagues are hard at work. On average, remote workers log four hours more each week than their non-remote colleagues. How do we keep our remote workforce engaged?
Did you know that companies using multiple employee listening methods have 24% higher organizational performance than average? Echoing Eric Mosley’s thoughts on re-imagining performance management, Duke Daehling from IBM’s Smarter Workforce shared tips for tapping into employee voice in the last WorkHuman for Your Company session on Wednesday.
What is the true cost in incivility in the workplace? And how do we turn toxic workplace culture into a positive, enriching environment?
Those were some of the questions that Christine Porath, associate professor at Georgetown University’s McDonough School of Business, addressed in her concurrent session on Wednesday.
What can HR and business leaders learn from the world of sports? Lots—according to Don Yaeger, inspirational speaker, writer, and longtime associate editor of Sports Illustrated. In the third WorkHuman for Your Company session on Wednesday, Don shared findings from his in-depth study of 110 sports teams. What he found is that great teams have one thing in common—they are all hyper-focused on culture.
“You can have it all!” Or can you? For Catherine Flavin of Thrive Leadership, the question is simplistic and shortsighted. For the truth is, integrating work and family is difficult, complicated … but ultimately worth it. And some do it better than others.
For the past three days, I’ve been immersed in Globoforce’s WorkHuman conference. Have you ever been to a conference that was so amazing, you feel like you’re literally bursting at the seams with all the ideas? Yeah, that’s how I am right now, two hours after the conference wrapped.
One of the key ambitions for many of our clients is transforming the power of thanks into something that is second nature as a part of the company’s core fabric. That transformation can sometimes require a new perspective on enabling a culture of recognition, revealed by some of the first-hand stories shared this morning in a customer panel I had the opportunity to host.
We’ve all been in situations that we approach with fear, execute with anxiety, and leave with regret—perhaps in a job interview or on a first date. Bestselling author and researcher Amy Cuddy opened her keynote by sharing a story from when she was a graduate student and fumbled her way through an elevator pitch (in an actual elevator).
Research shows that most people’s natural reaction to uncertainty is physical nausea (I can relate to this one!). What does that mean for the business world? How do we plan for a future that is most certainly uncertain—without getting sick? Enter Yvette Salvatico, a futurist who shared her expertise working with Disney in the session, “Breakthrough HR: Building the Workforce of the Future.”
How attentive are you? If you like most people, the answer is a resounding, “Not very.” But here’s good news. According to Ramus Hougaard, you can train your mind to be more focused. In his view, the mind is like a muscle. We can exercise and strengthen it – and make it better able to overcome the many distractions constantly swirling about us.
What’s top of mind for the senior people leaders at some of the world’s most admired companies? In a word - culture. The panelists I had the opportunity to chat with in the CHRO Spotlight pointed to the ever increasing complexity and diversity within their organizations as a major driver, as well as the need to continue attracting and retaining talent as key business priorities.
Have you ever worked somewhere that treated people like “cogs” in a system? Eleni Pallas, co-founder of Leaders for Good, empowers leaders to solve problems that stem from this legacy industrial model of leading. To succeed, we need colleagues to be creative and collaborative, and in order to do that, they need to feel appreciated.
We are living in a VUCA world – filled with volatility, uncertainty, complexity and ambiguity. Workplaces are global, virtual, hyper-connected, multigenerational, and diverse. Dr. Shirley Davis shared with us a few of the changing demographics that are impacting the workplace and the world.
Keith J. Weber’s eyes were opened when he was diagnosed with a brain tumor and realized that what he felt wasn’t fear, or worry, but actually a sense of relief. Relief from a job that was stressful and unfulfilling. And Keith is not alone. According to the 2015 Conference Board Job Satisfaction Survey, less than 50 percent of Americans love what they do for a living! How sad is that?
When we think of the word “grit,” images of athletes or soldiers often come to mind. But for Caroline Adams Miller, grit is something else. To her, it’s the passionate pursuit of long-term goals. It’s about persevering and working towards something for years – not just days – while inspiring those around you to become better people.
Research shows that recognition—and a culture of appreciation—is the first step toward creating a more human workplace. So what lessons can we learn from companies that have been there before and embarked on their recognition journey? Chris French, vice president of customer success at Globoforce, kicked off our WorkHuman for Your Company series on Tuesday, by sharing the two “silver bullets” of recognition, based on years of experience implementing recognition solutions.
In the first keynote on Tuesday, Globoforce CEO, Eric Mosley, shared with us the unsung power of humanity at work and the ability it has to positively fuel the future workplace. Here are my top 3 takeaways from his session.
Whoever said positive psychology researchers couldn’t be funny? Shawn Achor returned to the WorkHuman stage this year—and brought the laughs—while he continued the conversation on the connection between happiness and success. And actually, Shawn suggested that most of us have it all wrong when it comes with what we think makes people happy.
Striving to create a human workplace makes sense intuitively. But what is the business impact? Is there a tangible ROI to implementing human workplace practices? Derek Irvine, vice president, client strategy and consulting, at Globoforce assured us that there is. He kicked off Tuesday morning by sharing new findings from the WorkHuman® Research Institute at Globoforce.
Have you ever been to a conference where you felt moved and inspired? Monday's pre-conference started with speakers Michelle Gielan and Steve Pemberton, who made compelling cases for why we should join the #workhuman movement. Here are my takeaways.
You would be hard pressed to find someone who hears Steve Pemberton’s life story and is not immediately humbled and moved to tears. With a feature film currently in the works about his life, Steve Pemberton is the vice president, diversity and inclusion and global chief diversity officer for Walgeens Boots Alliance.
Did you know the average person is bombarded by more than 11 million bits of information per second? How can you focus on the positive and change your personal broadcast?
WorkHuman 2016 kicked off on a positive note Monday with an interactive session led by bestselling author Michelle Gielan. She shared research-backed tips for creating a success mindset.
It all began with a picture of Rob Lowe. It was 2015, and my company was sending me to the WorkHuman conference to hear the dreamy actor speak—and be among likeminded, human-loving professionals.
My eight years at The Motley Fool have been infused with a passion for putting people first in the workplace, so naturally, I was delighted to attend—but little did I know that Rob Lowe, as amazing as he was, wouldn't even be my top highlight of the conference.
As part of the WorkHuman movement, we often talk about the notion of authenticity—of creating a work environment where our teams and our employees feel comfortable bringing their whole, human selves to work every day. What does that mean in practice? And how can leaders make this a reality in their organizations?
Negativity can have a profound impact on our work lives, whether it’s incessant complaining from a cube mate or the overall mood of an organization. But new research from positive psychology can help. We recently spoke with WorkHuman speaker Michelle Gielan, bestselling author of Broadcasting Happiness and founder of the Institute for Applied Positive Research.
Given that I’m a happiness researcher, you might think I’d strive to help people eliminate unhappiness in their careers. But unhappiness actually serves a crucial function, signaling the need for change, prompting us to switch companies or fields, or even just motivating us to secretly update our resume at home (just in case). Unhappiness is what motivated me to jump from computer engineer to national CBS news anchor to now, happily, a positive psychology researcher.
While most of us aren’t professional actors, managing the emotions that we express to other people at work is par for the course. It can also be exhausting. What kind of toll does such emotion regulation take on well-being? How does it impact team functioning and culture?
Harvard psychologist Amy Cuddy's TED Talk in 2012 on the significance of body language on confidence shows that assuming a "power pose" actually changes the hormones in our brains--after just two minutes--to leave us feeling stronger, less stressed, and more confident.
In this week’s edition of HR influencer Q&As, we chat with Laurie Ruettimann. You may know her by her blogs, The Cynical Girl and Punk Rock HR, which was named a top 100 website for women by Forbes. Laurie is a well-known speaker and a consultant, and writes regularly on her blog at laurieruettimann.com.
As life and work gets busier and more distracting, companies like Google, Target, and General Mills are all investing in mindfulness to improve productivity and corporate culture. Even Seattle Seahawks coach Pete Carroll encouraged players to meditate daily before their Super Bowl win.
What makes someone “gritty”? Is it possible to build more grit into our workplace? And how can we raise performance standards while building compassionate, human-focused work environments? These are some of the questions we asked WorkHuman speaker Caroline Adams Miller, a positive psychology coach who’s worked with senior executives, professional athletes, and politicians.
Work life balance is defined as a “concept including proper prioritization between career and lifestyle.” I realize some people will say work life balance is a myth. Some might say work life integration is a much better term.
Curious what’s trending and top of mind in HR today? We’re kicking off a Q&A series with some of HR’s biggest influencers—people who have been in the trenches and know what it’s really like to work in HR.
As a long-time business executive, it’s a no-brainer to see the value in creating more human organizational cultures. Whether it’s called WorkHuman, work-life integration, employee well-being, or employee engagement, the research is pretty compelling.
I’ve worked with a lot of leaders. A few are card-carrying members of The Bad Boss Diaries, but most of them are decent people. In the workplace, I’ve found that even good people sometimes make really stupid leadership decisions. And this sucks the humanity out of the workplace.
Harvard psychologist Amy Cuddy is perhaps best known as the creator of the “power pose.” As she described in her 2012 TED Talk, power-posing is about taking advantage of the body-mind connection: You adopt the body language of powerful people so that you feel and act more confident.
Okay, what the hell is WorkHuman? I get asked that a lot as I talk about it. WorkHuman was a concept started by Globoforce, a recognition and rewards technology solution for your employees. Last year Globoforce held their first WorkHuman Conference with the focus on how do we make our workplaces better for ourselves and our employees.
A meta-analysis of the relationship between pay and job satisfaction shows that there is only a small correlation between the two, and that there is much more to the high performance equation than merely income. We know that recognition and intrinsic motivation are important to our success, but the key is finding ways to effectively operationalize them.
What will it take to make our organizations more transparent and more collaborative? Are we focusing on the right skills to develop the next generation of leaders? How can we finally move beyond the 100-year-old, top-down—inhuman—management model? These are some of the challenges that WorkHuman 2016 speaker Dr. Gary Hamel is most passionate about.
It's a drastically different outlook from the generations before who are used to the more traditional hierarchy of large corporate firms - staying at the same firm and working a set number of years in a particular post before progressing.
But as this group grows as a proportion of the workforce, employers will have to shift their working practices to attract and retain staff from this generation.
Forty-three-year-old psychologist Amy Cuddy is an Internet sensation. It all began when she was tapped to give a prestigious TED Talk in 2012. "We make sweeping judgments and inferences from body language, and those judgments can predict really meaningful life outcomes, like who we hire or promote, who we ask out on a date."
The banner ad cut through the online clutter and caught my eye.
WorkHuman 2015 - unlocking the future of the human workplace.
Two of my favorite words, work and human, had been joined at the hip, pulling me into its orb, inviting me to see what unexplored online world lay behind the ad.