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#NEXTCHAT RECAP: The Inescapable World of Office Politics

On November 7, SHRM We Know Next chatted with Steve Browne (@sbrownehr) about The Inescapable World of Office Politics.

They’re a reality in the workplace and a necessary skill. Whether you know it or not, you engage in office politics, every day, and they're impossible to avoid.  Many wonder why they are necessary; what does it take to be successful and what are the biggest mistakes?  Nextchatters agreed that when it comes to politics, as long as employees respect each other and maintain honest communication, a healthy culture...


Structuring Coaching to Make Experiential Learning Successful in Global Leadership Development

In last month’s blog, we discussed the importance of providing skilled coaching during experiential learning activities to produce desired developmental results.  It is essentially an insurance policy for making experiential learning successful.  Since these activities typically involve a high degree of personal and organizational investment of time and resources, their design is critical for return on investment.  So let’s examine how to structure coaching throughout these experiences.

Coaching should begin prior to the developmental experience to help leaders understand the developmental objectives of the experience.  Especially in global leadership development, where experiential learning can introduce people to new...


#NEXTCHAT: The Inescapable World of Office Politics

#NEXTCHAT: The Inescapable World of Office Politics

Office politics.  They’re a reality in the workplace and a necessary skill.  Whether you know it or not, you engage in office politics, every day, and they are impossible to avoid.  Even if you choose not to interact with others, you are still engaging in politics and it’s probably not helping your career.

It’s not about being dishonest, calculated or two-faced.  It’s not about jockeying for an advantage, or sucking up to those who can help you.  It’s about communication.  It's about building relationships, creating allies and understanding the positive...


SHRM: November LINE Report

In November, more HR professionals in the manufacturing and service sectors say their organizations will be hiring compared with a year ago, according to the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment (LINE) survey for November 2012.  
Hiring rates will increase in November. More than one out of three manufacturers (33.6 percent) and service-sector companies (33.7 percent) will add jobs in November. The layoff rate will fall in both sectors in November 
compared with a year ago.
Recruiting difficulty was mixed in October. Difficulty in


A supervisor has a romantic interest in a subordinate colleague.  What can go wrong?  Let me count the ways!

  • Scenario 1.  Supervisor asks the subordinate for a date.  Subordinate says, "No."  Supervisor asks again.  Problem:  "No" means no.
  • Scenario 2.  Supervisor asks the subordinate for a date.  Subordinate says, “I’m busy.”  Supervisor hears, “ask me another time,” so the supervisor asks again.  Problem: Subordinate meant “I’d rather die a public and  painful death."
  • Scenario 3.  Supervisor asks the subordinate for a date.  Subordinate says, "No."  Supervisor does not ask again.  However, supervisor subsequently takes adverse action
  • ...

#NEXTCHAT RECAP: What Does Work Ethic Look Like?

On October 31, SHRM We Know Next chatted with Sharlyn Lauby and Eric Chester about "What Does Work Ethic Look Like?"

Is it 90% perspiration and 10% Red Bull?  Does it depend on how your parents raised you and does it look different according to your generation?  What if you have a solid work ethic, but you're in a toxic workplace environment?  Regardless of how Nextchatters defined work ethic, they agreed that a positive attitude and a solid work ethic are connected, and that great employees possess both.

In case you missed it, here are all the great tweets from the...


Engaging and Developing a Multi-Generational Workforce - Multi-Gen Summit 2012

The Talent Management Alliance held its first Multi-Gen Summit in mid-October in Atlanta to discuss workplace challenges being creating by a changing workforce. Baby Boomers are retiring; Gen Y and Millenials are entering the workforce with new skills and at a pace slower than boomers are leaving, the GenX leadership style and “sandwich managers”, as well as the unique aspects of a multigenerational workforce.

 “Age considers; youth ventures”- Rabindranath Tagore

It’s clear that our world is changing at a pace more rapid than ever. Radical advances in technology, global political shifts, worldwide socio-demographic changes and...


The "Gray New World" is Changing Human Resources

It’s no surprise that, as a nation, we’re getting older. What is surprising is how quickly. The U.S. National Institute on Aging, says the population of people between ages 75-85 is 17 million. They predict that number will be 30 million by 2050.

Contrast those numbers with the UN estimates that the percentage of children will drop. Today, half of Latin America is under fifteen years old. By 2050, half will be over 40 years old.

So the trend is fewer kids and more old people.

This is the premise of Ted C. Fishman’s...


$$$ reasons to have a second-language anti-harassment policy

When an employer is faced with a sexual-harassment lawsuit, one of its best defenses is that the company took reasonable care (e.g., policy, training) to prevent sexual harassment (and then addressed complaints in a manner that is reasonably designed to end the sexual harassment)

In EEOC v. Spud Seller (opinion here), the employer had an anti-harassment policy that detailed what constitutes sexual harassment and how to report it. Further, it specifically advised employees that, "You can feel state that your complaint will receive immediate attention and if the facts support your complaint, the offender will be disciplined."



3 Steps to Upgrade HRs Role in Enterprise 2.0

Over the last few years, social and mobile technologies have proven to be powerful tools for sourcing and recruiting talent. More recently, we’re beginning to see consumer tech--social, in particular--being leveraged in other HR functions. While research shows these next generation tools have the potential to improve communication and collaboration across the enterprise, business leaders are left with one question: “Who takes ownership of these tools?”

Call me crazy, but... why not HR? By teaming with IT, and driving the adoption of these next generation tools, HR could upgrade its role in Enterprise 2.0. There’s just one problem:...