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First part of three set, including the changes triggered by the connected world in which we live. We’ll underline there all that is described by “way of doing”, now, considering things we can’t stop and have to cope with.

Did you ever live, the incredible speed of information spreading, as you first have an idea, start to tell to a friend…and what becomes next: the one tells to a friend, who tells to a friend…six degrees later world knows all about it. That shapes what is to be said: living in a connecting world allows us to save time, moments and whole phases in building innovation. You can now make work a huge diversity of people, around the clock, in a single project, getting insights from the best of them, challenging everything from seeds to concrete plan. And it changes the vision we have on anything is possible or not: speed of sourcing, evaluating and throwing an insight, our ability to get information on marketplaces, competitors or competition in a larger view. Branding or modeling prototypes and viewing them in “real” second world (3D, social games, virtual environments…). Thrilling isn’t it. Not at all but a strong opportunity.

And if it’s for us, it’s for competitors, too. Competition keeps us awake (must?), and dangers come faster than ever: from stakeholders to suppliers, or even closer partners, anyone can, without having it in mind, leak on important secrets. And for a time-based competition, connectivity might probably change the game: speed of renewal cycles, defining, correcting and sourcing make markets more demanding on the service level and innovation. Being faced in daily life to digital shift, consumers have to adopt, learn and make them, the opportunities of technology.

In production fields, the reduction of wastes, mistakes or return, driven by a more accurate forecast of volumes, needs and trends go directly on the bottom-line. Engineers can have a close feedback with marketers, for model design, duplication, customization…and on-the-go modifications. That’s an incredible change in the process, always wired, and the ability to evolve, on ongoing periods, and raise the sustainable facet of production: less wastes, less energy, less stress, as it takes part of the whole shipment way of delivering goods or services.

Don’t you know that in poor areas (like described in BOP markets with books like), 7% on the income of poors is dedicated to connectivity expenses, often before cleaning, safety water, health or food…? The only step for isolated zones to be linked, bankable and start a tiny commercial activity is to be…connected. Connectivity changed the way farmers for example, can set their prices for their crop, because they’re connected (e-choupal system) with bid marketplaces and stocks for the raws they have: they can choose quickly to do or not and with who, they are going to deal.

Hold on for the second part and “connectivity effects on resources”. Stay tuned, and meet the following part soon, here…

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At this point of my career, I’ve used so many times help of HR resources, to find gold members for my several teams, pay attention to them, pay them (!), training, coaching…and fire them!
At-a-glance, the daily lifetime of nowadays corps, with bunch of tasks, questions, answers, chilled by M&A and crisis waves…I must admit that, HR teams, whose we know for often hard jobs for hard times, are quite all the time, considered as suppliers more than strategic units, to serve corps strategies, find bests resources and keep them by their side. And I don’t really know, in fact, what came first:
– bored with HR function which don’t give me nothing relevant in my career?
– HR function bored itself by no consideration at all, from board and shareholders, forgetting strategic and relevant skills it has?

One thing I know for sure: times have changed. And for HR best practices and careers too. When was the last time your corp said to you “oh you’re such a talent, we make anything possible to keep you with us, at any price”. Maybe in the last movie you saw at theatre? your dreams?

Considering that, nothing will ever surprise me when, you see billions of users for social networks, searching…searching what?
To be considered, as a human link, skilled, motivated and find a corp that wants such profiles.
New generations just want to express themselves with new technologies, but bring new value, corps have to care. Working with several windows, listening music, chatting on IM, twitter and networking on Facebook or myspace., everything at a time. That is, in working hours of course, while working…No matter, times have just changed and corps have to adapt their perception and behaviors, if they want to get the best from their best resources. I’ve already posted something on it, describing the necessary evolution for corps, facing 2.0 behaviors and fans. But in the same time, they show their rights and duties, bringing new kind of conversation, confrontations and relations with their management. There’s a time for new ways of communication: social apps. Considering time is faster and realtime a daily tool, they gear up the way we work, speeding HR by the way…They know how to handle with their career, in increasing their times online. Once I was cruising among social apps, some of them can really be useful to find the perfect job and for targeting the best talent or expert.
I mused about several apps, I discovered along my web travels, encounters and social friends recommendations. It gave me the idea of a whole matrix, trying to mix corps skills and HR needs with employees graal quest for their carrer.

hr20

In this matrix one can find employees opportunities to raise their career (find a job, change, give some voice, post and appear like an expert, raise a network, write and give advises, shine your brand reputation, last but not least, get a digital trip for your profile): settled in X axis…Then for corps, the ability to detect, track, find rare and targeted talents, skilled resources and experts they need to recruit and keep as human assets: on Y axis…

Obviously I wasn’t able to figure out all apps that exist in the web circles, but main and one we talk about now. Maybe I forgot some (sorry for VC and founders, I may add them later!) but we can underline some remarks about the matrix layout:
– size of network matters obviously, but more targeted and participation counts more than size itself
– target your audience first, starting from your personal goals (advise to employees or corps, any of them has some goals isn’t it?) before collect friends from everywhere; “friends” or “contacts” are like you: human not machines, they don’t like noise or spams…
– jobseekers or headhunters give you lots of informations, but no really surprises: classical methods, classical ads, classical profiles. Mainstream…By the way, competitors may learn a lot each form others (eg for HR strategy), and on your business goals thoughout your HR ambitions; however, they are on the 2.0 market by direct approach of employees, simply by the fact employees life is clearly and free published on the web…Considering that:

  • nothing is easier to search and find good ones…for headhunters
  • how corps can keep their secrecy about talents and skilled people anymore?

– friendly apps (Facebook, myspace…) can raise your imagination, creativity and original profiles; yes they are useful for original and creative ones, but drive sometimes too crap behaviors. Be careful, for pleasure use but not really for professional networking, I think (tip: doesn’t mean that we can’t find several interesting informations, of course…)
– Blogs, communities for experts, consulting databases online are in the middle of the matrix…perfect way to  mix corps and employees to get in touch: communities like SMT, Customer Collective, sustainable development and lots of others, are really rich of experiences, and generally hit by trust, interest and improvement in other’s knowledge. Clever leverage for professional meets and know-how methods, for the two players of the game
– internal apps at upper-left corner, means corps are equiped with such systems, but serve only their internal needs: wages, contracts, training programs, competences contingency…layoffs; how will it value my career?
– corps that ignore such apps, are in dangerous situation:

  • “nothing is more dangerous than be blind about market, customers or competitors strategy”: worth also with ability to wake up each morning with all HR assets and talents, escaped for competitors!
  • take time to mesure which one for which use: but take time for sure, stopping considering such tools only for gen Y and playing moments…gen Y (and X) change the future of relations (managers / employees)
  • allow and encourage practice and training for professional use; several corps today started blogs sessions with official spokemen to keep relation and timeline with PR, customers and partners; corps that think it’s a wasting time are wrong…and risk others to take the speach for us, with sometimes tough effects…

Times are changing. There’s no doubt about the fact that corps must change too, because employees (particularly younger ones) already did…And if you’re not able in your HR function to understand their moves and these new behaviors, you’ll be “out of the market” for them, leading you to fights, misunderstandings, and desertion. Human resources like stocks? No. But like assets, yes, and the ability to move with them empowers your role and the trust they’ll have, to drive their career (tip: zapping behavior is normal today, there’s no “career plans” anymore, in long term, by crisis and unknown situations). Even if you’re dealing with this, let’s consider it IN the corp, vs moves to competitors. Could you accept giving assets for nothing to competitors? No. Why would it be different with executives…?

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Next step for awesome travel with web buddies, here we are in the third cut: saying, writing are two other ways to show you who you are, and share what you think. The same rules are here, don’t forget respect, chatting, open mind oriented, and you’ll get more other friends next.

You started, everybody begins to know some things, some personal things about you, but you only “showed” people, these things, without any comment or two ways relation. It’s time to choose other places to grave your destiny, your digital picture into real facts. Express yourself, tell it to the world, get into new applications, to spread your life, your thoughts, advises, shouts, reactions. You’re more alive…

Right. You jumped what you considered as alien lands, unknown realms, managed your fear and shiness, there’s nobody really dangerous or rude. Life gives you what you are, what you gave, invested in each other. You can push the limits in hiring energy in nature, elements and behaviors. You are, in a kind of way, master for your doom, choosing the path you decided, in the speed of your learning face.

Choose between, write, draw, speak or post…there is a solution for everybody, each of these ones, shaped to your personality, surrounding and feeling. For more “lazy” people, short mood or informations, micro-bloggings like Jaiku, Twitter, Plurk or Pownce. Collect your contacts, hearing them, say what you think, from web or mobile, and when you’re ready, get into your personal dairy: your blog. If you find something you want to share, let’s make it in front window, to catch the attention of timeline. Make it real, don’t break the world voice and the spirit of humanity. Get your kicks ready for foolish ventures, you’ll never forget anymore. Don’t forget to put links to other’s masterpieces to complete your subjects, and get other visions of your favorite topics. While you learn and are active in some communities, you can link your blog to other communities, and post, comment directly too. Use socialmediatoday, social networks around the world, mybloglog, share your favorite subjects and get advises from the best bloggers or contributors in social life. You will never regret, if you do the job and respect the rules of social media. There’s nothing to hide, be yourself, be nature. Reading and writing stories, about you and your life, interest for sure lots of people, don’t be doubtful. It’s just a matter of time to leave your fingerprints – no no, not hollywood boulevard place yet! -, in the PR rates, and quickly, your story will appear in SEO results…

When you provided enough contents about you, invite your friends to discover it…you’ll have so much surprises, and your friends too…So many personality dark faces you hide until this moment, suddenly appear by light, to everybody. Yes, you succeed too, to make your own strip-tease…A kind of real life psychology exercise for yourself. With lots of fun, entertainment and meets. when you’ll be a must contributor, you’ll be able to track the next applications and widgets, that improved your “juice” on social fields…

Ready for the next session ? don’t miss #4 “who I know and who know me”, on Evidencesx’s network, of course !

And for those who missed the first episodes, you’ll find them on recent archives, there#1 and there#2

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