I came across this post on the Orlando Sentinel website that inspired me to offer up a different view on why working mothers are desirable talent. The post “Have demands of motherhood made women undesirable employees?” points out how the strain of motherhood may have a negative impact on the perception of women in the workplace. It begs the question of whether employers should extend special treatment to working mothers vs. employees without children.

Financial Impact? You Bet!

I can spew out a bunch of opinions since I am a working mother, but let’s take more of a scientific approach. According to an article from USA Today, women make up half the American workforce. That is certainly a talent pool that cannot be alienated without seriously comprising productivity across the board.

That being said, what do working mothers have to offer the business world? Plenty! From a financial perspective (from U.S. Census Bureau’s latest Survey of Women-Owned Business Enterprises), women owned businesses:

• Make up 26.0 percent of the nation’s 20.8 million non-farm businesses
• Employ 7.1 million paid workers
• Generate $818.7 billion in sales

Talents of the Working Mother

Not too shabby ladies! Working mothers also have enhanced talents and skills that have developed due to the mass of responsibility we take on in our daily lives. Some areas where working moms tend to excel are:

• Being way super organized (balancing home and work gives us plenty of practice to do more with less)
• Queens of collaboration (creating a support network is a working mother’s best friend)
• Not afraid to take risks (conventional rules of engagement don’t tend to stay us)

What Working Mothers Want

When push comes to shove, working mothers are valuable members of the business community. Women will drift towards certain types of employers though. Companies that are family friendly will win the talent war every time when it comes to working moms. Employers that attract the working mother variety usually:

• Offer flexible work schedules (telecommuting full or part time is big)
• Have gyms and/or child care on site (save us time and convenience eases our minds)
• Provide career development and access to growth opportunities (we want career growth too)

Does that mean we should get special treatment vs. our child free counterparts (and the men too)? Of course not! Accountability is key. These policies should be available to all employees. Fair is fair!

Believe it or not, there is an application on the iPhone for coaching. Jason Alba, noted author and social networking rock star, brought iPocketCoach by Tony Deblauwe to my attention. At first, I was skeptical. How can an iPhone app that costs $0.99 teach someone how to coach another individual?

iPhone Can Do It All

Of course, I had to check out iPocketCoach for myself. A few clicks and $0.99 later, I am faced with a screen with 8 different options to choose from as seen in the app’s screen shot here. Interestingly enough, iPocketCoach is a good reference point to get started or as a quick guide to help someone out in a pinch.

Just In Time Learning Has A New Meaning

After playing with iPocketCoach a little more, I came to the conclusion that this one app is a true game changer for “just in time” or informal learning. How cool is it that I have a quick reference guide to leadership and coaching at my fingertips? Think of the implications this has on the training profession! Think about:

• How supplemental training materials are designed and delivered
• Quick reference guides are delivered electronically to a mobile device
• Learning happens instantaneously at the learner’s whim
• Updates are easy to get to with devices like the iPhone

iPocketCoach Is A Must Have

As an unsolicited endorsement for iPocketCoach, I believe it is a must have for any person in a leadership role (iPhone is a must too!). This is the only the beginning in a world where we have the information we want, when we want it and where ever we want it. That’s the beauty of mobility! Here’s why this app is so great:

• Simple reference guide for just about any topic under the talent management umbrella
• Fantastic supplement for leadership training and development
• Pragmatic examples that can be used immediately in the real world
• It only costs $0.99

I recently saw a question on LinkedIn that I had to share. It is the question that has plagued HR professionals and hiring managers every time they post an opportunity!

The Question

This is the question that has sparked a rather long discussion on LinkedIn: Hire employees with the skills or behaviors? There is some debate on whether you hire the person because the right attitude for the company and you can train them to do the work. Or, hire those who already have the skills and orient them on the company culture. What do you do? And, would your answer change based on the level of the person being hired?

My Response

What a thought provoking question! This is a dilemma that continually plagues hiring managers. From a talent management perspective, I’d hire who ever will get the job done. This requires both skill and behavior.

First, is the corporate culture clearly defined? If not, it should be. Even from department to department, the culture will change. Make sure the the attributes you are looking for are worked into the job description. Remember, attributes can’t be taught! This will attract the right talent and make the hiring manager/HR person’s life easier from the get go.

Second, are the job responsibilities clearly defined? Make sure the opportunity is written for the right level of talent the company needs. Writing a job description for a VP is obviously different than writing one for middle management or early career level.

Third, is the initial selection process mapped out? Being able to sift through the hundreds (if not thousands of resumes) piling in for an opportunity. Look for the ones that go out of their way to reach the decision maker. These are the hungry ones who want the job. Plus, it shows their networking skills and resourcefulness.

Fourth, who will interview the candidates? Having the right questions asked by the right people is crucial in determining fit, skill and behavior wise. HR recruiters can normally handle the initial screening which will weed out the best talent. Interviewing with the team, individually or together, others they will work with and the department head is a targeted approach to zeroing in on the right person. Don’t forget to compare notes!

Your Thoughts

Hiring for skills or attributes will always ignite debate. I am interested to get more opinions! Post your thought or join the discussion on LinkedIn.

Retiring with a company after working there for 30 years? One income family? Pension? Those older and wiser have told of such experiences. Gen Xers and generations to follow will be hard pressed know such a life! While this may be perceived as a good or bad thing, that all depends on one’s outlook.

An Employee’s Market

Although 2009 has not been exactly friendly to the employee, the market always changes. Due to the over abundance of people on the hunt for those elusive opportunities, the perfect storm for lack of talent is coming. Employers beware! Employees will have the luxury of picking the best job and company for them. Here’s why the pendulum is swinging:

• 25% of U.S. companies have not prepared for Baby Boomers retiring
• Today’s employees will have 10 to 14 jobs by the age of 38
• 1 in 4 workers has been with their current employer for less than a year
• 1 in 2 workers has been with their current employer for less than 5 years

What Should Employers Do?

Companies need talent to run effectively! It would be great if everything could be automated by robots, but the chances of that happening are slim to none. Businesses must have a plan to combat the challenges they will be facing in the near future. Some suggestions on how to prepare for the talent shortage:

• Have a plan for succession at level of the organization, including a sound knowledge management strategy
• Don’t be afraid to empower employees, see what shakes out of a more self-directed workforce
• Solid benefits, including training and professional development and flexible work schedules, to attract and keep employees
• Communicate, communicate, communicate! The younger generations will look for transparency.

What Should Employees Do?

While the job market will favor the employee eventually, the employer still has its pick of the litter. With the U.S. unemployment rate reaching a scary 9.8% in September 2009, job seekers are fighting for job opportunities. Regardless which way the pendulum is swinging, its important to be mindful of one’s career management efforts. A few tips to keep relevant, marketable and valuable are:

• Network and maintain relationships (use social networking sites like LinkedIn, Facebook, Twitter, etc. to keep in touch)
• Resumes should be updated every 6 months
• Start a blog that personifies one’s professional experience (most blogging sites offer a free version like Wordpress or Blogger)
• Take any relevant training, certifications or degree programs (staying educated shows employers dedication and sincerity)

What is the Facebook generation (a.k.a. Generation F)? This is the new generation of people who live, learn and laugh using social networking sites. Facebook is one of the more well known social networking communities where people are connecting, sharing and exchanging knowledge all around the globe.

The Generation F Personality

What does Facebook (and social networking in general) have to do with learning? Plenty! Let’s start with some general personality traits of Generation F:

• Likes working independently (telecommuting huge draw for this talent)
• Works in spurts to accomplish tasks instead of dedicated 8 hour day (flexible work day a must)
• Drawn to and can learn new technology easily
• Wants freedom of choice (prioritizing their own days, working on projects that ignite their passion)
• Collaborative and self-directed (let the team assemble and run relatively autonomously, see what shakes out)

Preparing for Generation F

How can a learning professional prepare for Generation F? Professional development is a big part of keeping these talented resources engaged and happy. Training and development has its work cut out for them. Here are some suggestions on how to prepare for Generation F in the learning arena:

• Beef up your self-paced learning offerings (this generation will eat up online courses)
• Virtual training instead of classroom based courses (they will like the convenience of taking training virtually)
• Good variety of professional development (offer lots of topics in professional development, survey employees and give them what they want)
• Train management to engage Generation F (communicating with, motivating, and engaging this generation is different than others. Give management what they need to be successful.)
• Collaborative learning is huge (Generation F learns as much from others as from a course. Give them the opportunity to share knowledge with each other in an online setting.)

Meet the Needs of Generation F

It’s no surprise that many will ask “why must we do this?” Bottom line, Generation F will be in the talent pool in full force before we know it. It’s important to keep them satisfied, well-trained and have no thoughts of leaving the organization. Their knowledge and skills will go right out the door with them. Here’s a few facts to show what companies will be facing:

• The top 10 most in-demand jobs 2010 did not exist in 2004.
• Students in 2009 are preparing for jobs that don’t yet exist.
• According to the U.S. Department of Labor will have 10 to 14 jobs by the age of 38.
• 1 in 4 workers has been with their current employer for less than a year.
• 1 in 2 workers has been with their current employer for less than 5 years.
• 59% of the U.S. workforce is either ready to leave or “stuck” in a job.  Only 14% of employees are completely engaged.

What does all this mean? Companies will be fighting more fiercely than ever for skilled talent. If investing in Generation F’s professional development and future keeps them, it’s a win-win for all!

I was recently involved in GOOD’s half day class where I facilitated a break out session for “external consultants” in the organizational development (OD) profession. Essentially, these are the folks who handle HR, professional development and performance improvement initiatives as an employee or consultant for companies. Think of OD professionals as the much needed “grease” to your organization’s “squeaky wheel.”

Social networking is permeating every facet of business. Whether you are an employee or small business owner, you are definitely impacted. For the small business owner, social networking can be your best friend. How do you harness its power to your advantage? Take a look at the presentation below for some answers.