Millions of young Americans are experiencing a “quarter-life crisis.” They understand that the economy and the nature of work have changed forever. Talent today want more bang for their buck. They want to leave a mark, make a contribution, have a purpose. In short, they’re seeking a calling more than a career. They crave meaning, autonomy, and exploration. Managing one’s vocation successfully is no different than managing a business. And that’s why the contingent workforce has the power to[...]
The impact of our nation’s workforce will be profound as we migrate into changing economic, social and technological spheres. With these shifts, business leaders are acknowledging the importance of grooming next-generation leaders to raise the talent family of the future. This is particularly true of contingent workforce program leaders. They will play a vital role as the population of non-traditional workers continues to grow. Just as parents seek fresh ways to bring up exceptional children who will thrive in the modern era’s evolving landscape, contingent workforce leaders look to develop the highest performing talent. In both cases, some old habits persist, especially in communication. As an interesting exercise, let’s see at how top psychologists advise us to speak to kids, and shape those practices to optimize interactions with workers. You’ll be surprised how similar and effective these tips are.
We live in era of interaction -- a time in which productive interactions tremendously influence performance. If there’s one leading trend that has defined commerce and employment in this century, it’s social media. We review companies, shop, recruit and perform job searches through increasingly sophisticated social platforms. So it surprised investors and analysts to learn that Twitter is stagnating. In February, the pioneering social network announced that its earnings fell four percent and its user base failed to grow.