Archive for the 'Young Professionals' Category

08
Nov
16

No more learning silos

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Photo courtesy of Skillsoft via Facebook

I’m a self-professed word nerd. In college, I loved leaving classes with a new nugget of information. And now that I’m a working professional, I get giddy at the thought of attending conferences.

 

And, even better: My employers not only encourage professional development, but expect it.

Why? Because they know educated employees drive success.

According to Kieran King, vice president, global customer insight, at Skillsoft, currently there’s a “war for talent.” And many HR departments are losing.

Some HR departments have been pretty lax in encouraging professional development and education, because, quite frankly, it wasn’t deemed important. But with workplace dynamics changing and younger, better-educated professionals coming on board, that’s no longer the case.

“The demographic shifts, revamped business models, digitization of products, rise in big data analytics and new forms of competition require organizations to fuel perpetual skill upgrades,” King said in her new whitepaper. “HR must evolve to apply new paradigms toward talent attraction, mine for unrealized capability, build rapid development tactics, implement highly effective engagement strategies and unveil succession pathways with far more innovation than they have demonstrated to date. Old assumptions and stale practices need to be abandoned. Organizations that successfully compete for talent will exploit technology to achieve a smarter way, build a healthier culture and develop a more resilient workforce.”

How?

Break down the silos between talent management and learning.

Training employees, especially with an event-centric approach, isn’t enough, King said. Instead, companies should create an environment that fosters learning and employee development. It’s about much more than setting up educational programming in an LMS and conducting performance reviews. It requires HR to adapt new roles.

kieran-king

Kieran King

“Achieving this type of symbiotic relationship between talent and learning not only dissolves silos, it also creates competitive differentiation,” King said. “Organizations that apply this modern approach build superior employer brands, entice a higher level of talent to join their ranks and optimize the existing workforce in new ways.”

 

Enter a self-developing organization.

A self-developing organization allows individuals to control their own personal development and career trajectories, King explains. This involves making information available and actionable and connecting employees with the appropriate resources.

And it starts with the top. Leaders of self-developing organizations establish and monitor goals and stay abreast of industry trends and opportunities, passing that knowledge on to their staff.

However, King said, that’s only possible by leveraging smart technology – technology that customizes individual employee needs and delivers recommendations.

In short, in a self-developing organization:

  • Learning and talent management efforts and technologies should be coupled together.
  • High-quality, curated content delivered in the context of job performance is essential.
  • Fluid talent mobility is key to keeping employees engaged and it is a competitive lever.
  • Ubiquitous access to learning – delivery at the time and place of need – is critical to knowledge acceleration.
  • The user experience must be frictionless and compelling.
  • Technology provides the ability to manage talent and deliver learning in innovative ways.
  • The power of analytics provides insights that can predict demand and serve-up hyper-personalized experiences.

“Organizations that apply higher levels of talent and learning maturity will be better able to respond to business change and will be better positioned to innovate,” King said. “Their HR direction is highly purpose-driven, with clear objectives and multi-faceted strategy. They will be undoubtedly more successful in handling dynamics that will affect adaptation and ultimately, organizational competitiveness.”

Do you have questions for Kieran King? Connect with her on Twitter.

18
Oct
16

The communications struggle continues

2016-association-communications-benchmarking-report_page_04If you’ve been following this blog for the past five years (heck….even the past year), you know I’m a communications nut.

Seriously. It’s the center of everything I do – from my personal life to my professional life.

Without communication, both internally and externally, there’s no content, no strategy. Nothing.

But not everyone knows how to communicate, at least not effectively. That goes for businesses, too.

Last January, I wrote about Naylor’s 2015 Communication Benchmarking Study. Naylor has been conducting the survey for five years, and last year, the survey found most associations were continuing to struggle with communications. In fact, only 6 percent reported having a communications strategy.

Fast forward: Naylor recently released the results of its 2016 Communications Benchmarking Study. And….you guessed it. Associations are still struggling.

The top two communications challenges reported this year: communications clutter/overload and the inability to communicate membership benefits effectively. Both challenges have increased since 2011, with 69 percent and 67 percent of associations stating those are the largest obstacles.

At the same time, nearly 80 percent of associations said their members ignore their communications – up from 59 percent in 2015.

Also of note:

  • More than half of respondents recognize a serious or significant problem with the lack of revenue generated from their communication vehicles.
  • Most respondents believe they are good at creating relevant content, and more than half are conducting communication-specific surveys at least once every 12–24 months to stay on top of members’ needs. But, as stated above, those efforts are often being ignored.
  • Although 57 percent believe they could improve member engagement by improving their ability to customize for different subgroups, not many are actually doing it.

While under staffing remains a top concern among associations, especially in the communications department, some positive trends emerged in the 2016 survey.

communicateThis year, more associations reported success in helping their members find desired information quickly and keeping them informed about education opportunities and events.

While e-newsletters and print magazines remain top communication vehicles, associations seem to be expanding their communication vehicles. For example, according to the results, Facebook, webinars and online career centers have gained traction.

Finally, again this year, associations reported difficulty with communicating to young professionals. While integrated communication is paramount to success, segmentation and customization of communications is key to enticing young members. As such, Naylor advises associations to develop specific events, communications and mentoring opportunities unique to this group.

“In general, associations are doing a better job at organizing information and making it accessible to their members, as well as keeping their members informed about new events and education,” Naylor says. “It’s more critical than ever to make every message count. And while associations appreciate the importance of segmenting member data to provide tailored communications to combat the ‘overload’ challenge, a relatively small percentage feel they are leveraging technology available to do this effectively.”

13
Sep
16

Pay attention to what matters most

same-pageThis probably won’t come as a surprise to many of you, but it seems associations and their members aren’t always on the same page.

According to a recent report by Abila, what members want from associations vs. what associations think members want don’t always align.

For example, millennials just starting their careers often turn to associations for job opportunities and career advice. But baby boomers, who are winding down their careers, may instead rely on associations to provide industry news and trends.

The problem: A one-size-fits-all approach to association management and communication doesn’t work, but associations aren’t always good at segmenting their memberships.

Furthermore, many professional organizations take pride in providing numerous meetings and conferences when instead they should focus on job opportunities, credentialing and certifications, Abila found.

“Understanding generations and how they like to engage now is essential for any organization,” Abila said. “And acknowledging that an emerging generation will change the rules of engagement down the road – and planning for that – will help ensure success.”

Some key takeaways from the Membership Engagement Study:

  • Sixty-eight percent of members feel organizations are responsive to their needs, while 91 percent of organizations think they’re responsive to members.
  • Only 63 percent of members feel they’re getting good value for the membership fee, while 81 percent of organizations think they’re providing good value.
  • Seventy percent of members feel the organizations to which they belong are the voices of the industry, while 84 percent of associations think they’re the leading voices.

I alluded to it earlier, but segmented communication is crucial to member retention. In the survey, members said they most want to hear about industry news and trends, followed by professional meetings. Third: networking opportunities.

Perhaps surprising, however, was social media’s influence. While millennials indicated they’re much more willing to use social media platforms to connect with associations, email is still the No. 1 communication tool. Email messages were the most popular, followed by e-newsletters.

In terms of frequency, members said monthly communication is optimal. For social media, weekly communication is satisfactory.

career-journeySo what does this all mean?

“First and foremost, organizations need to have a sharp, well-defined understanding of where members are in their career journey and cater their content and communication strategy to address the needs and desires of their members based on age and/or career stage,” Abila said. “A ‘one-size-fits-all’ approach no longer works in the targeted, highly personalized and technologically advanced world in which we live.”

Abila offers some tips:

  • An association should explore data within its AMS to identify new segments of its membership. Doing so will help associations tailor communications and think strategically.
  • Paying special attention to members who are just beginning their careers will reap great rewards – especially in terms of members retention. More than any other demographic, millennials (and in some cases Gen Xers) need career guidance and networking opportunities.
  • When it comes to programs, education and professional development, associations should offer a variety of choices, from hybrid to online to traditional conferences, and they should explore a spectrum of content delivery options. Simply put: Determine members’ career needs and meet those.
  • All the above is moot unless associations know their members. To learn more about their members, associations should engage in dialogue and survey them about their membership preferences.
30
Aug
16

Associations play an important role in higher education

Higher-EducationWhen I graduated college 16 years ago, times were different. I had a job before graduation and I never questioned the value of my degree. While I had an internship, the focus then on skills (vs. education) wasn’t nearly as strong. Today, students need internships before entering the workforce.

And then comes the price tag. My son is a freshman this year and soon, we’ll be looking at colleges. As some of you may know, I work at a university (in addition to my Event Garde role), so I live and breathe higher education. Yes, it’s expensive. And yes, it’s worth it.

But when I see students struggling to make ends meet and their parents sacrificing to pay tuition, it’s a scary thought: What will happen?

We’re facing a student debt crisis. Recent college graduates are saddled with thousands of dollars in debt and many can’t find a job, let alone start a career. So what should we do?

The answer may lay in associations, according to Elizabeth Weaver Engel, chief strategist for Spark Consulting, and Shelly Alcorn, principal for Alcorn Associates Management Consulting, who just released, “The Association Role in the New Education Paradigm.”

Educators should develop a better understanding of what students need to be learning, and then connect those learning outcomes to employment, they said. According to their research, students and employers agree on the skills necessary to succeed in the workplace: critical thinking, problem solving, oral and written communications, teamwork, ethical conduct, decision-making and the ability to apply knowledge.

However, there’s a huge divide in the readiness of such skills. Many employers report not finding such skills in recent college graduates because earning a degree doesn’t necessarily teach them.

But with credentialing programs, MOOCs, conferences and other online offerings, associations can fill the skills gap.

“With an education system that is being disrupted, college students graduating with degrees that fail to provide them practical job skills and more adult and nontraditional learners than ever, associations stand at a crossroads,” Engel and Alcorn wrote. “There are enormous needs we can meet: creating high-quality, competency based education; fostering social learning; and providing clear pathways to employment for students, the long-term unemployed, returning veterans or those individuals who are about to see their jobs significantly affected by the rise of automation and artificial intelligence. It’s a big opportunity and a big challenge.”

CBEOne example: competency-based education. Students drive their own pace of completion through a program’s curricular courses or modules by demonstrating competencies through learning exercises, activities and engaging experiences. CBE creates opportunities for digital badges, certification and micro-credentials to visually demonstrate ongoing growth and professional development for adult learners who seek career opportunities and advancement without waiting for completion of a terminal degree as the only signal of qualifications for employment.

“CBE offers the flexibility that could bridge the job-skills gap between employers and those who seek employment in professions that are rapidly evolving,” said Tracy Petrillo, chief learning officer for EDUCAUSE. “Because the learning can occur in varied settings and forms, individuals are not restricted by course schedules and access to programs. New business models are emerging, focused on making CBE programs affordable and on filling needs that are not currently well served through traditional post-secondary models.”

In addition, associations represent every industry and therefore can offer college graduates a pipeline to employers. Associations provide niche education – via credentialing and certification – something most grads won’t have entering the market.

But associations should move quickly, while the landscape is changing, Engel said.

“We have a rapidly closing window of opportunity here,” she said. “For-profits and venture capitalists see a $1.23 trillion market (the current level of student debt in the U.S.) and they aren’t going to sleep on that opportunity forever. (Indeed, the whitepaper covers some of the early moves companies are making into “our” space.) We have other advantages they’ll have a hard time duplicating, but we shouldn’t use that as an excuse to waste our first-mover edge.”

The whitepaper offers seven keys to the shift in thinking, which I encourage you to read in detail (page 28) and offers suggestions for conducting workplace analysis (pages 28-29).

At the same time, Engel and Alcorn offer some tips for associations to take the next step in the educational spectrum:

  • Clearly define educational competencies needed, including soft skills
  • Clearly define career pathways
  • Consider alternative delivery methods and new technologies
  • Offer micro-credentialing and badging
  • Offer blended learning environments
  • Professionalize content development and delivery
  • Provide quality certification programs
  • Create effective alliances

“The education-to-employment system is broken and we need to understand why and what we can do to help,” Alcorn said. “There is a symbiotic relationship between education (acquisition of knowledge and skills), employment (economically rewarded activity) and living a ‘good life’ (an ethical, spiritually rewarding existence as individuals and as a collective). After all of the research we have done, we believe the current system may have been sufficient for the 19th and 20th centuries, but not the 21st. We can do better.”

Finally, some advice for millennials reading this:

Shelly img 26 large“You have personal power and more options than you have ever had. You are just at the beginning of an exciting and accelerating lifelong learning process. Focus on developing competencies required by a new employment sphere. Mix and match educational opportunities. Maybe a formal degree will give you the competencies you desire, maybe not. Maybe a certification can get you working while you pursue other educational avenues. Try MOOCs or coding camps. Try it all. The most important thing is to find and maintain a balance between education broad-based enough to help you build the trans disciplinary muscle you need to understand the interplay between systems, and education designed to help you develop a deep expertise in an area you find compelling or personally rewarding.”

– Shelly Alcorn

Elizabeth Engel

“Don’t discount the value of higher education, but also realize that it’s not job training (and it’s not designed to be), and it’s not necessarily the only way in to your desired career field. Consider all your options, including the education and professional development associations can provide. And if the association in your desired career field isn’t meeting your career and professional development needs, don’t walk away – kick a fuss! Get involved! Agitate for change!

– Elizabeth Weaver Engel

30
May
16

Bonus content – Event Garde e-news – June edition

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Shana Killips, sales manager, The James B. Henry Center for Executive Development

Q & A with Shana Killips, sales manager, The James B. Henry Center for Executive Development, Michigan State University

Q: Learn: What’s your favorite part about learning something new?
A: The people and our relationships are what I enjoy the most about my job. Learning something new allows me to be creative in finding solutions for my clients and it helps me to see new perspectives and better relate to my clients and my world. It enriches my relationships.

Q: Network: What’s your No. 1 networking trick?
A: I ask a lot of questions in an effort to learn about the person with whom I’m networking. I like to learn about their interests, their challenges and their passion projects and then relate them to my experience by asking questions and sharing stories.

Q: Transfer: How do you think mentorship aids in knowledge transfer?
A: I have had formal and informal mentors who have helped me at each stage of my career. The experience, stories and advice they share are a transfer of knowledge. The goal is to learn from each other so that we don’t have to learn every lesson ourselves. Imagine how long it would take to collect enough experiences to learn every lesson independently!

Q: What’s your favorite summer vacation spot?
A: Anywhere I can glide across a lake on my stand-up paddle board.

Q: Chocolate, strawberry or vanilla ice cream, and why?
A: Yes! Why limit yourself?

17
May
16

Creating Conscious Meetings

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Holly Duckworth

This month’s guest blog post is by Holly Duckworth, a keynote speaker and consultant. She’s the author of the award-winning book, “Ctrl+Alt+Believe: Reboot Your Association for Success.” Follow her on Twitter: @hduckworth.

As you look around it doesn’t take long to recognize the world of business is evolving. What used to be “woo woo” spiritual practices like meditation, essential oil and choosing holistic foods, is becoming more main stream.

As such, “same old” meetings will no longer work. Now, participants demand a deeper connection to self and to the experts in their field. And CEOs must create companies that reflect what they believe in order to keep the highest levels of talent.

At the same time, hotels and venue partners are struggling to create open spaces that support connection in this new way.

I have been active in the meetings industry since 1999 so I’ve had a front row seat to watch this happen. The most successful meetings now reflect the societal evolvement toward mindful business, and that’s where I step in. I use spiritual tools (meditation, visioning, affirmations, intentions, essential oils) to shift the consciousness in meetings/business from fear to faith.

Time for a New “Woo & Wow” Conversation

By spirituality, I don’t mean religion. Instead, I approach spirituality as a broad concept with room for many perspectives — a sense of connection to the wholeness of life. Meetings are a universal human experience —something that touches us all. How can we get conscious about co-creating more mindful, meaningful and powerful soul-connecting meetings? First we must give permission to connect to our own soul.

Try this “woo woo” on for size:

Accept the authenticity of your feelings in the moment. Feel your feelings fully and allow yourself to recognize this is how you feel in this moment, without self-judgment. Ask for help. Don’t assume people around you are too busy or unwilling to help. A two-minute closed-eye meditation at your desk can help you get more clear about who you are, what you need and what your meeting attendees desire.

Breathe in and out. Focus on feeling the air come in your nose and out your mouth. Repeat this several times. This can center your energy on what is truly important. Have you tried essential oils? Simply putting a little lemon essential oil on your wrists can elevate your mood; a little lavender can calm you.

Choose compassion toward yourself. When you take a moment to realize just how wonderful, capable and amazing you really are, you inspire others to show compassion toward themselves and it becomes reciprocal. Use an affirmation to focus in a positive direction. My favorite saying is, “Success is all I see; success is all I feel; success is all I know in my business and life.”

I believe it’s time to have a new conversation in the meetings business. Meetings are a key contributor to conversations and social change and we are living in an era when social change is rampant. The illusion of a division between church and state is that — an illusion. Equal rights, marriage equality, globalism and technology are all working to evolve the consciousness of the planet. Younger employees require bringing their heart and spirit to the work they do — and the meetings they attend.

My work as a CMP, meeting professional, CAE, association executive and licensed religious science practitioner trained in using spiritual tools and traditions positions me to be a clearinghouse for this new conversation.

30
Mar
16

Bonus Content Event Garde e-news – April edition

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Emily Thomas

Q & A with Emily Thomas, assistant director and membership manager, Association of Outdoor Recreation and Education

Q: Would you rather sky dive, bungee jump or climb to the top of the Golden Gate Bridge, and why?
A: Bungee jump. It’s a bucket list item of mine that gives me butterflies just thinking about it!

Q: If you could live someone else’s life for a day, who would it be, and why? 
A: Being a fan of taking risks and not afraid of pressure, I’d choose the president. For starters, it would be a humbling experience understanding what the president and his team are tasked with on a daily basis and the obstacles in their course. And due to my curious nature, I’d also be very interested in learning “behind the scenes” tidbits about being president.

Q: Learn: What’s one subject you’d like to learn more about?
A: Coding. HTML, JavaScript, C++, all of them.  

Q: Network: Social media or face-to-face? Which form of networking is better and why?
A: I prefer face-to-face but in today’s world with associations serving communities far from their home office, social media is the way to go.

Q: Transfer: Tell us about an experience in which you learned something new and then applied it to your personal or professional life.
A: I immediately think of the various Stephen Covey courses I’ve taken (think: “Seven Habits of Highly Effective People.”) One course in particular, “Speed of Trust,” taught me 13 specific behaviors that, when implemented, will promote trust and in turn lead to lasting change within an organization. After the course, I brought the materials back to my office and led my department in focusing on one new behavior each week to build a more cohesive and trusting team. I still look back on the trust cards today for dealing with tricky situations.




meet aaron

Association learning strategist & meetings coach. Founder & president of Event Garde. Passionate about cooking, running, blogging, old homes, unclehood & pet parenting (thanks to Lillie the pup).

meet kristen

Writer, editor, public relations professional. Digital content manager. Proud mom of three. Total word geek. Spartan for life.

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