There’s a fun event today, Wed May 16th – A Live Social HR Camp being hosted from Vancouver, BC Canada and six other locales spread across four countries. It’s the first-ever SocialHRCamp, an un-conference aimed at  helping HR professionals collaborate to determine what it takes to leverage and integrate social media within the workplace. Pretty cool stuff. Also, check out Hashcaster for the live tweets and of course your favorite Twitter client.

I’m also excited to play hostess, speaker for our Boston, MA event that will take place the first week of December here at Google Cambridge — Please stay tuned for more information on this event. This will be big fun and a hands-on social learning experience for all.

You can imagine, given my heart for social workplace and all things Canada (No, I’m not Canadian but sometimes I’m mistaken for – cue laughter), how much I’m looking forward to the event. Many of our community players will be here live. So many friends in fact that we’re integrating it into this week’s World of Work #TChat. As we Chat, we will be pulling in attendees from #SocialHRCamp from the cozy confines of Cambridge and around the globe. I won’t have to bring a sleeping bag or worry about spiders or outside showers, but I will be a happy camper, chatting about our philosophy:  Leaders need to be more active and hands-on in social media engagement and strategies. Regardless of your industries, roles, or belief systems, it’s critical, as leaders and HR professionals to be active in social media. Building trust with employees, customers and prospects through your brand, using social tools, is now a core competency. Together, we’ll also explore how (or maybe when) to combine personal and professional social as it relates to workplace and career to strike a fine balance, based on common sense and your own beliefs regarding brand humanization.

The theme for this week’s #TChat World of Work will be ‘Social HR: Engage the Humans for Social HR Leadership’

We’ll ask, and debate, the following questions:

Q1:  How should HR play authenticity and transparency when stepping into social for the first time? What tools should we use?

Q2:  How does social recruiting differ with Gen Y than other generations? Why or why not?

Q3:  Is LinkedIn just a job board pretending to be a social network? Why or why not? And should HR care?

Q4:  Should business leadership be blogging, tweeting and sharing on social? Why or why not?

Q5:  Should we combine the personal and professional in social? Should there be boundaries? Why or why not?

So grab your canteen and join us Wednesday on Twitter for #TChat. This is happening May 16th on Twitter from 7-8 pm ET (4-5 pm PT).  Please tune in from wherever you may be. I’ll be your moderator on Twitter @MeghanMBiro along with @socialmediasean and @brentskinner - We will be aided by our live Vancouver panel moderators @KevinWGrossman @SocialSalima and other community friends.

Think it’s almost summertime. Think camp. Think about how to use social media to engage as a leader or employee in your workplace or career role. Talk to you Wednesday!

1. Dotted Line

We’re always referencing the “fine line” between things. It’s never really fine, is it? I see it more as a dotted line — which is really a line with some leeway. Those small spaces between are silent permission for the negative to pollute the possibilities. Lines, especially when carelessly crossed, are adversaries to greatness (and happiness) according to this Forbes post, which came with powerful pictorials. They might as well be cave drawings — there’s centuries of wisdom in not leading between these lines.

The Trend: The lines that box you in are not always straight. Stop growing in circles.

2. On the Dot

Now that “The Oprah Show” is over, there are two shows that bring me to my emotional knees: “Extreme Makeover — Home Edition” and “Undercover Boss.” They tell the story of human potential; in the case of the latter, however, it’s not a true story.

If you need a disguise to learn the truth about your company, you’re doing something wrong.

#Schooled by Inc.com — it might as well be “Extreme Makeover — Workplace Edition”! Stories that matter don’t wear a mask and arrive late to the ball.

The Trend: Leaders tell the story; they don’t merely star in it. Real leaders show up on time.

3. Dot Dot Dash

At the end of my spelling-bee style made-to-order bliss some years ago, the barista asked if I worked for Starbucks. Uh…no — but it was great to know I had this star quality. Actually, all of us Starbucks patrons do. It’s by design that we speak in retail tongues — a result of a Starbucks customer boot camp. Now we’re walking, talking brand ambassadors that spread the word, all because we don’t like getting called out. This HBR video will fill you in on the magic of treating your customers like employees (there’s that fine line again). I’m looking forward to a White Mocha Caramel Coconut Frappuccino at half price today between 3pm and 5pm. Life is Grandé.

The Trend: The Tall Order – stop speaking in code and create ease in customer engagement.

Without connection we’re just a bunch of dots seeking meaning in the bigger picture of life. That’s what I say. …

image credit: Connect The Dots, by queefette

Attract quickly, hire slowly.

That sentiment comes from Dave McClure, venture capitalist and founding partner at 500 Startups, an Internet start-up seed fund and incubator program in Mountain View, Calif. He was part of a panel discussion on recruiting at the War for Talent event this week, in San Francisco.

For me, that phrase epitomizes how company brands are built and maintained, and how reciprocal the ebb and flow of concept to founding team to scaling a company truly are. What’s interesting is that most new jobs are created by start-ups, but most of the employed work for larger companies. So if a startup makes it and grows, they become a multifaceted brand. Facebook is just one exciting example: They’re about to go public, but just look at LinkedIn, as well as many others.

At whatever point in the growth stage of a company, each person added to the team, whether full-time, part-time or contract, incrementally changes the persona of the company, the internal and external brands, which are what make the company a multifaceted brand. The goal is to encourage hopefully happy folks’ individual brands to shine through and share the larger brand love — which in turn drives further visibility and growth.

Hence, we have McClure’s “attract quickly, hire slowly” formula. Even if we applied that maxim primarily to start-ups, I’d argue that successful larger companies apply it, as well. Whether you believe hiring for cultural fit is a reality or not — and I bet many of you believe it is — the great diverse yet loosely unified collective is what makes the brand shine inside and out.

And a really big marketing and ad budget, too — at least to shine outward, because management, marketing and recruiting still own the “expression” of the unified external brand. The figurative “half-life” of that depends on how unified the internal brand is. It is important to note, however, that more than ever — before that internal brand solidifies — many on the company team are loyal to the work, not necessarily the brand. Keeping your teams excited about the work helps productivity go up; revenue increases, and the brand equity increases, too.

And then you can have a bigger marketing and ad budget, as well as the organic brand equity, to attract new customers (employees and buyers) quickly, create more exciting work quickly, and let the brand simmer to a slow boil.

We enjoyed all your tweeting wisdom yesterday. Following is a slide show of this week’s #TChat’s choicest tweets. If you missed the preview, just click here.

image credit: The Tortoise and the Hare, by sajulo

#TChat
INSIGHTS: 10 Top Shelf Answers (Employers and Employees, Unite your
brands)

Storified by TalentCulture · Thu, May 10 2012
16:33:25

It’s a strategy not without risk: Some individuals have strong personal brands, which may dilute the employer’s brand. Yet, since most employees have ready access to social media, the strategy has the feel of inevitability. So employers need to be on the front foot by ensuring company culture, brand and employee experience are aligned or, at least, focused on common themes. It’s time for leaders to adopt social media or fall behind the curve.

The code word here is Brand Humanization, which requires employers to ensure that corporate culture is robust enough to sustain the goodwill of employees, your brand ambassadors.

Who has seen Klouchebag? It’s a tool for measuring how annoying people are on Twitter — definitely a sign of the times and a strong message to those who are not being thoughtful about their brands online. Before you tweet, blog or otherwise update, think about what you want to share with the world.

Not all employee messages will be consistent with brand messages, of course, so planning to unleash employee voices to support a brand demands careful consideration, diligence and a strong commitment from leaders and teams to be social. The key, as with so much else, is building and maintaining a strong workplace culture — one where you trust your staff and they trust you, and one in which customers also have trust. All of that extends into social media, of course.

For this week’s World of Work #TChat, please join us for a discussion on the intersection of employer and employee brands. That would be today, Wednesday, May 9, from 7-8 pm ET (6-7 pm CT, 4-5 pm PT, or wherever you are). We’ll be asking the following questions, and we look forward to your many tweets, in response.

Q1:  How can leaders harness the voices of their employees to shape, amplify & humanize the employer’s brand?

Q2:  Should a company express its employer brand as its employees’ many personal brands?

Q3:  How, why & when can or should your personal brand merge with your employer’s brand?

Q4:  How can employees’ unleashed online personal brands affect an employer brand when leaders neglect culture?

Q5:  What’s the present reality & future of our personal vs. professional brands’ dance with employers’ brands?

Join us on the Twitter stream! See you there.

image credit: Harmony Day, by DIAC images

1. POWER PLAY

In late February this year, Inc posted an article on qualities that make an employee remarkable. To date, it’s been shared 17k times on LinkedIn and generated 16k likes on Facebook. Pretty impressive right? I thought so, especially since I contributed in part to this data. Last week Inc really outdid itself with its post on 8 Signs That You Have an Extraordinary Boss. It’s one for the walls of the classroom, the bull-pen and Pinterest pin-boards alike with 13k LinkedIn shares and 27k Facebook likes in just 4 days and counting. Good, you’re listening. Let’s get to it. If you’re not leading the way, you’re not leading today. It’s about engaging with eccentricity in an ecosystem, serving for success, partnering for potential, and playing for performance as a community.

Extraordinary bosses… inspire people to see a better future and how they’ll be a part of it…see their company as a collection of individual hopes and dreams, all connected to a higher purpose.

Sit with this. Then do something about it.

The Trend: Extraordinary leads different. The #LeadExtraordinary movement starts today.

2. PLAY IT UP

The Terms “Adulescents” and “Choicists” have recently emerged to be synonymous with the term Gen Y. Perhaps because the 20s has become known as an era of personal search, where younger people take time off to “find themselves.” Does this still hold true? In a recent Forbes article, Meg Jay, a Ph.D. clinical Psychologist specializing in adult development, tells us why this laissez-faire approach to life in the 20s doesn’t fly:

These 20-somethings think they are keeping their options open, but they are actually closing doors.

Sounds like taking the decade off may actually lead to finding yourself having a lot more time while you look for employment. If you’re employing Gen “Whys” in your organization and are nodding, motivated by an “I knew it” or aha moment, you’re not off the hook. Says Dan Schwabel of Millenial Branding in this article:

Gen Yers would rather work for smaller companies, and they want flexibility and to do work that has an impact.

Employers, you are still responsible for fostering the next generation of fearless leaders. For organizations and individuals, the moral of this story is to play it smart and fertilize your freedom by choosing to use it for good rather than ego. If you’re waiting for an open door, this is it.

The Trend: The 20s really matter in the World of Work, big time.

3. PRESS PLAY

My most recent ultimate light-bulb moment was when I realized that I am the “aha” — yes, me. Well not me, per se, but the self — you. You are the big idea, and recently Harvard Business Review gave voice to this notion with an article on making your job more meaningful:

…people with callings are different. They see their work as a positive end in itself. They feel good about what they’re doing. They give more to their work. They get more from it.

Jobs are tasks you complete that leave you thirsting for more, the next best thing, and the next big idea. When you discover your calling, your search becomes focused on new ways of igniting your strengths and of being more of who you already are. You shift from careerist to creator of your best life. People with callings have a different way of being in the workplace. They cultivate career craftsmanship. They sculpt their success by producing nothing short of excellence. They serve, and not just in the workplace, but in places where leadership is in greater abundance than money. People with callings are rooted in their values, purpose and lead with a truth that is more powerful than the penny:

Identifying your own outlook toward work can help you define what you need — or want — in your professional life.

I want to empower authentic leadership in business, the workplace and beyond. Maybe that’s my calling. What’s yours?

The Trend: Find YOUR double meaning – experiencing real success means finding fulfillment beyond the dollar sign. Consider this your wake-up call.

4. PLAY IT SAFE

So you’re an introvert. You’re the person who would rather be at home reading a book than the last leaving the company party. You see more than you speak. Your way of leading is by listening, but you may not get noticed for this critical contribution. You show up when it matters, and it matters that you show up — a lot. The notion of introverted leaders is a trend, and it’s gaining visibility. Recently, I was drawn to an article on Networking for Introverts where Lisa Petrilli adds to the discourse on the idea of quiet leadership. Perhaps the emergence of this subject matter is fueled by the rise of the era of the entrepreneur, a term generally associated with extroversion and networking. So you’re an introvert and an entrepreneur, and you have to network. Now what? You can take up space with your presence instead of your voice. Chances are you’re a great listener, so show up and take note of what others may be too social to see. Plan your engagements instead of doing the impromptu thing. This will help you stay grounded in what you know you can influence with your quiet power of perspective. Better safe than sorry, so if you’re more effective one-on-one, then find a favorite place to meet for coffee or a drink. There’s a gold nugget in here for extroverted leaders, too: there may be a high potential waiting in the wings. Whether you’re an I or an E, listen out loud.

The Trend: You have to work it, to make it work. Embrace your innerpreneur and say hello to success by using your strengths.

5. PLAY FOR KEEPS

Welcome to “Talent Ed.” Today’s lesson is on developing high-potentials – advanced. And it’s a wake-up call of sorts, one that is resonating with leaders in this article on The Paradox of High Potentials:

To retain high-potential employees, the conventional wisdom is deceptively simple: Identify, develop, and nurture them.

The challenge is connecting the dots between talk and true talent incubation. The article suggests that the source of the struggle organizations face with high-potentials is discomfort. In a world that’s focused on pluralism and diversity, how do you single someone out without guilt? We’ve all experienced this – creating focus without favoritism. The other discomfort is around the complexity of dialogue:

… senior executives need to focus not just on the high-potential programs, but the underlying anxieties of managers who have to execute them.

It takes a village to propel high-potential talent – a community of leaders who can intervene with precision to stretch, challenge and coach their talent to the top.

The Trend: Leaders are servants of high potential. High is only mighty when it’s managed effectively.

image credit: Press Play, by Dylan Cantwell

Yet leadership is an elusive trait for many people. Not everyone is a born leader, and some leaders make their teams weaker, not better, stronger or faster. You can learn leadership skills, you can read books, and you can work with coaches. Some people who aren’t natural-born leaders are fortunate and find the coach, the book, the point of view that helps them make the transition. This can work for people who are open to learning and creating behaviors that nurture this kind of career path and calling. The rest of us struggle and, occasionally, shine. Leadership is a daily walk and no two days are alike.

Of course the team is just as important. Some teams are electric; everything works. Some teams are an effort; everything is work. And some teams never click. Culture and people dynamics are flawed, inspiration is absent, management comes in too close or is absent, or (and?) matrix management fails yet again.

Oh, and we have the technology, yes. These are great tools unevenly implemented and realized, and they might not always help with team building and leadership. Let’s be honest: Most HR technology ostensibly for leaders is optimized for candidate-hunting and sourcing talent, not necessarily team building and employee engagement. That has got to change. We are getting there.

So, in an effort to address the questions we continually field from you, our community, this week’s World of Work #TChat takes on two tough subjects — teams and leadership. Please join us on Wednesday, May 2, from 7-8 pm ET (6-7 pm CT, 4-5 pm PT, or wherever you are). KC Donovan will be our moderator as Kevin W. Grossman, Brent Skinner and I (@meghanmbiro) work the back channel from Washington, D.C., where this week we’re attending the exciting HRO Today Forum and participating in the event’s iTalent Competition. Also on the back channel will be Sean Charles and Salima Nathoo. Following are Wednesday’s questions. We look forward to your tweets!

Q1: Teams that are great on paper might still fail in reality. How do you hire a successful team?

Q2: How do leaders remain their teams’ leaders even as they work with and in those teams?

Q3: How do leaders know what to inspire in their team members and what to leave alone?

Q4: Tech can help teams, but what are team technologies’ blind spots? How does tech slow teams down?

Q5: What are the team dynamics that repel top talent? How can orgs retain talented teams?

image credit: Six Million Dollar Man 41, by tohoscope

At least, that’s the way it felt as I walked through Cruzioworks from my co-working office to the restroom and past the packed day-long classroom on covering HTML5. Or maybe it was jQuery. Or C#. Or PHP. Or Ruby. The times I went past the classroom when they were all on break I heard the buzz of “open source” and “cool new idea” and “the next big thing.” This is all happening in the heart of Santa Cruz, the laid back little surfing community in the backyard of traditional Silicon Valley. Remember hearing “Silicon Beach” back in the dot-com day? That tide pulled back and supposedly never returned. Not true. I live and breathe it almost every day.

Now according to one of my favorite tech columnists at  the San Jose Mercury News, Chris O’Brien (San Jose once being the heart of innovation):

After years of drawing a sharp circle that included Santa Clara County as well as southern San Mateo and Alameda counties, this newspaper is expanding the geographic boundaries that it considers to be part of Silicon Valley to include the five core Bay Area counties: Santa Clara, San Mateo, San Francisco, Alameda and Contra Costa. This is recognition, perhaps overdue, that the kinds of entrepreneurial companies and industries once tightly clustered in the South Bay can now be found throughout the region.

Just a smidge over an hour-and-a-half drive time (as long as it’s moving), the new heart of SV innovation is San Francisco. In fact, in 2011 companies in San Francisco raised $2.87 billion in venture capital, and San Francisco has led the world in venture capital since at least 2009. But I’d still argue that Silicon Valley proper should extend as far south as Santa Cruz and Monterey, and it will someday.

Startups abound across many industries, and if the upcoming HRO Today Forum iTalent Competition and the Recruiting Innovation Summit Startup Competition are any indication of how hot the HR and recruiting technology spaces are getting, then the world’s going to catch fire.

We can only hope.

Sure there is intense competition for the right combination of folks, but let’s stop calling it the war for talent. Really. Again, this is a mobilization of innovation and motivated minds — the leaders, the builders, the doers, all the combined skills that make up rocket soup and of course the money that make it all happen. These are the job creators, whether they be full-time, part-time or freelance (and just check out how tech is pulling up the Bay Area).

Innovation is the heart of job creation. Let’s make it happen.

Did you miss this week’s preview? Click here — and check out the slideshow below of yesterday’s #TChat tweets. Thank you for joining us. We’ll see you next week.

image credit: Silicon Beach, by Lachlan Hardy

#TChat INSIGHTS: The Five
W’S of Innovation

Storified by TalentCulture · Wed, Apr 25 2012
22:54:27

A5 Why not TRY tech as a lever, eg
whitebds everywhere? If it fails u learn something. Ur applying innovation to the inno process
#TChatExpertus

Very often, leaders believe a company’s brand is just a marketing tool, and that it doesn’t have to do with the people working for the company. That’s exactly the opposite. The best talent will be attracted to your business because of its appealing brand, the image it conveys to the public, and your employees will want to stay and give their best because of your workplace culture.

The big tech companies understood that very early: The talent war is rampant in technology, and engineers are now attracted not only by financial aspects, but mostly because of a brand’s name, and when they do join these companies, the workplace culture is so strong, every little detail embodies what the company stands for –  that employees all feel part of a kind of family.

Now I’m not saying you need to build a cult or anything like that, but workplace culture and the employer’s brand go hand in hand, becoming the best ways to attract and retain talent that is slipping away.

And that leads me to my second tip: If you have both, great, but it’s incredibly important for the employer’s brand benot only to be appealing, but also to genuinely reflect “what it’s like” to work there; otherwise, after a few months or weeks, employees will feel fooled and start looking elsewhere.

In the same manner, when a company “oversells” their employer brand in the recruiting process, leaders run the risk of losing talent in the long run due to poor communication in the recruiting, hiring, on boarding process.

So how to avoid that? As a company, build a brand that is true to you, to what the company is really about, nothing more, and then LIVE your brand. It will be that much easier if it’s genuine, and workplace culture will get reflected in everyday life at work.

It’s a little bit like the story of a pet store that wouldn’t allow employees to bring their dogs in. Not very authentic. But if the pet store’s brand promise is the love of dogs, then everybody working there should feel that love: The company can even have a dog sitting system, or employees’ dog contests, to truly live the brand.

Build a workplace culture that is consistent with the brand displayed to the public. You can win!

That’s my take. For more on these topics, join us tomorrow with Libby Sartain, HR expert and employer branding guru, at 2pm EST and 11 am PST – Register here! Share your story and join the conversation to build the future of work!

In any organization or workplace community, even one with a less-than-ideal culture, you can often find one person, sometimes more, who can contribute to a culture of innovation. That person might not be who you’d expect. It might not be the CTO, tasked with understanding the affects of technology, or the VP of HR, responsible for building and nurturing culture. A leader must be prepared to look beyond the usual suspects to find the person who can galvanize the organization to choose innovation. It might be the person sitting in the corner who never talks. Stay curious and listen and you may just find out.

Of course, innovation requires more than the efforts of one person; the organization (AKA Workplace Culture) must provide an environment with the conditions to spur innovation. Location, technical systems, and access to information, mentors and coaches rather than micromanagers — all are important. Innovation happens when the right conditions come together. This can be a very exciting and rewarding experience.

While leaders must be willing to create conditions to encourage innovation, and able to hire people with the skills to innovate, it’s not always a leader’s job to be the innovator. Sometimes you have to step back, stop micromanaging and let success happen, with a few deft nudges in the right direction.

Naturally, too, there are always obstacles to innovation. Some are cultural, some are organizational, and some have to do with timing. We’ll discuss where obstacles tend to crop up, and also what to do about them.

Finally, lots people believe you can’t have a culture of innovation without technology. I’m unclear this is true although it certainly fosters easier adoption. While we think technology facilitates innovation it seems unlikely to be the whole story.

And we haven’t even gotten to how!

So join us for this week’s #TChat on Wednesday, April 25, from 7-8 pm ET (6-7 pm CT, 4-5 pm PT, or wherever you are). Joining me (@meghanmbiro), as I moderate, will be Kevin Grossman, KC Donovan, Sean Charles, Salima Nathoo and Maren Hogan. Following is the list of questions that’ll kick-start our conversation:

Q1: Who among an organization’s many stakeholders can contribute to a culture of innovation?

Q2: What are the conditions that give rise to actionable workplace innovation?

Q3: When should leaders help bring together innovation’s bits and pieces – and when should leaders let go?

Q4: Where do teams and leaders encounter obstacles to innovation? Why?

Q5: How does technology help to facilitate workplace innovation?

image credit: Newspaper fire orange, by Jon S

1.         A bookstore is one of the only pieces of evidence we have that people are still thinking – Jerry Seinfeld

Enterprise Investment in Social Media

Social media is the digital brain that lives, breathes and thinks through multiple, globally situated minds. This thought in itself could be the imperative for adoption, yet many businesses are still undecided. An article at Inc.com gives a 007-style breakdown of the basic business case for enterprise social media engagement: information gathering, trend reconnaissance, target profiling, and making contact. If you’re still not convinced, SocialMediaToday.com does a fine job of outlining the tangible and intrinsic definitions of social media success. Yes, enjoyment is one – at the end, of course (business before pleasure).

The Trend: Grow social or go extinct – or a bookstore will truly be the only evidence that YOU are still thinking.

2.         To me, if life boils down to one thing, its movement. To live is to keep moving. – Jerry

Mobile Technology

Harvard Business Review did some serious schooling this week on toddlers and tech: Twenty-five percent of 2 – 5 year olds use the Internet, and 33 percent of 4 – 7 year olds have used an iPhone or iPad. These are Re-Generationals “… the first unconscious participants in an era when everyone has access to everything, everywhere, at every time… the generation of mobile technology, wireless communication, and clouds of constant content.” We are indeed moving, and across generations, too. In a survey of adult tablet users, 50 percent said their tablet makes them feel happier and 40 percent stated that their tablets bring out the best in them. You can’t make these things up, folks.

The Trend: Mobile is literally on the “grow.” Better get moving in the right direction.

3.         A two-year old is kind of like having a blender, but you don’t have a top for it. – Jerry

Born This Way in the Business World

Q: When does it help to be a little nuts? A: In today’s world of work. This week we read about the business case for crazy. According to the article, what it takes to win big “…is a commitment to originality, a willingness to challenge convention and break from standard operating procedure…” This popular post on the qualities of remarkable employees lists being eccentric as a success factor. Listen to your unhinged childhood imagination. You have to be original to lead original.

The Trend: Different is a catalyst for development and success; dare to be it.

4.         “You know what they say, ‘You don’t sell steak, you sell the sizzle’” – Kramer, in The Bizarro Jerry

Personal Branding

People either dismiss this term or don’t know how to define it. What it means is opportunity: the chance to give potential employers, clients and the world itself the very words to describe you. In the absence of a personal brand, you’re giving your power away to the public (like Google search results), to talk about you on their terms. Building your personal brand is influencing, inspiring and integrating your personal values with your identity. It’s owning who you are and what you want to be known for.

The Trend: You don’t have to have your name in lights to be an iconic brand; you just have to shed positive light on your authentic self.

5.         “It pains me to say this, but I may be getting too mature for details.” – Jerry, in The Deal

Business Etiquette

If you want to be memorable, make courtesy your calling card. That’s what this surprisingly popular post told us this week. It teaches us a few simple lessons: buy cool stationary, express gratitude, remember people (real people not screen names or twitter handles), and if you don’t have anything nice to say, it’s better not to say anything at all. Yes, that’s very “Leave it to Beaver,” but also clever and current. Details in professional connections never go out of style.

The Trend: If you want to stand out, be thoughtful, it’s where the magic really happens.

What hot’s and happening in YOUR world of work? Tell us here:

Listly Link: http://list.ly/list/15t-top-trends-in-the-world-of-work-april-20-2012

image credits:
Seinfeld - The Complete Series, by Mikael Johansson
Seinfeld!, by Lauren Manning