Archive for the ‘6000_Talent Management’ Category

The Top Most Viewed Linkedin Profiles

February 12, 2013

Approximately 2 Millionen Users just received a message from Linkedin with the name and the message: “Your Name, congratulations! You have one of the top 1% most viewed LinkedIn profiles for 2012.” And probably you have seen messages on Twitter or Linkedin like: “Hurray! I Have One of the Top 1% most vied LinkedIn Profiles.”

If you want to know who are the top 10 Most Viewed Profiles on Linkedin – see List below.

There is one golden rule for views on Linkedin: The more views a profile gets the more likely this profile will generate a so called lead. A lead could be a proposal for a job, a proposal for a business or a partnership, or a new network contact that can open new doors, or an invitation to an event to present on your topic, etc. …

If you would like to get a feel who these top profiles are that made it into the Top 1% Most Viewed Profiles on Linkedin in 2012, I have compiled a list in slideshare presentation:
The top most viewed profiles on linkedin

I have created a Linkedin Benchmark survey with two questions to get a better feel how many views Your Linkedin Profile has compared to other Profile:
The Linkedin Profile Views Benchmark Survey

The Top 10 List of the Most Viewed Profiles on Linkedin:

1) Barack Obama: Current President of the United States of America.
526 270 Views in 2012. Reference

2) Wayne Breitbarth: Bestselling author, trainer and speaker on using Linkedin

3) Reid Hoffman: Co-founder of Linkedin

4) JD Gershbein: Expert on Social Branding for Linkedin Profiles

5) Jeff Weiner: CEO at Linkedin

6) Tim O’Reilly: Adviser at Code for Amercia

7) M. Taner Aktas: One of the top connected people on Linkedin and the first in the top 10 from outside the USA – he is from Turkey

8) Mike O’Neill: Speaker and Corporate B2B Linkedin Sales Trainer

9) Viveka von Rosen: Author of Wiley’s “Linkedin Marketing: Hour a Day”

10) Greig Wells: Jobsearch Sites

Further well-known Linkedin Users who are not in the top ten

11) Jason Alba: Author of “I’m on Linkedin – Now what”

88) Darren Rowse: Famous Blogger

Career Advise – Listen to the Wisdom of the Linkedin Crowd – Big Data and Hr

January 17, 2013

Who is more likely to become the next CEO in a company – the CFO, the COO or the CIO ?

Well, ask the Linkedin crowd. There are now more than 200 Million Profiles on Linkedin and even most of the Senior Executives of the Fortune 500 companies have setup their profile. Now is the time to use the wisdom of the Linkedin crowd and start planning your career.

Of the current CEOs on Linkedin:
No.1: 110 000 have been the CIO in the past
No.2: 46 100 were the CFO in the past and
No.3: 37 400 had the COO Role in the past.

Well, guess what you might want to consider studying before going for your MBA or EMBA ?

Lately there has been a lot of research on crowd wisdom or swarm intelligence.
And it is a key source for great insights and forecasts. Just lately the swarm intelligence research of Peter Gloor MIT helped to predict correctly the outcome of the US presidential election in 2012.

The Linkedin Crowd will also tell you what university or business school to choose if you aspire to be the next CIO, CFO or COO….

What else would you like to ask the Linkedin Crowd ? Leave a comment and I will ask the Linkedin crowd for the answer…

Linkedin Profile – Free Best Practice Course on Udemy

September 30, 2011

I have created a course on Linkedin Profile – Best Practice
Link to course.

In this course you will learn how to optimize your Linkedin Profile to attract more leads or job offers.  Also you will get an insight what the key vital behaviours are to increase your success on Linkedin.

Engagement and Nonfinancial Variables – what is the link ?

August 16, 2011

For the first time in history is a so called “knowledge worker” company (Apple) the most valued company in the world.

This intrigued me to a very, very brief pulse check (5 questions) on engagement and key nonfinancial variables as these two areas have a much higher impact on the value as well as business of such knowledge worker corporations.

So far the survey responses indicate already some very intersting relations between key nonfinancial variables and engagement.

Once you filled in the survey anonymously you will be able to see the results of the other responses and you can do your own analysis to which extend nonfinancial variables and engagement scores might relate to each other.

Link to survey: http://tinyurl.com/pulsecheckengagement

Is Linkedin helping you to find the next job or is it still a wishful thinking ?

March 4, 2011

I am asking myself this question after I have run some surveys. When I asked for the key purpose for being in Linkedin 38% wanted to attract a new job where 37% are there for networking. Link to survey.

When I asked the question on where you found your current job – dating back not more than three years: Link to survey.

53% found it through job search online (company website, job sites)

23% through professional networking (professional groups, colleagues)

and the rest through other classical channels.

What surprised me the most that none really none had attracted a new job via Linkedin.

What could be the reason ? Any success stories on your side that you can share ?

I read so much about strategies to find a new job via Linkedin and great advice but it seems the reality still looks different.

Related Posts:
The top job search strategies on Linkedin
The top profiles on Linkedin to learn from

Accelerating New Business Development Through Talent Management

October 22, 2010

New Business Development is at the heart of most company strategies these days. Failing on it means totally failing the company over time.   In an ever changing increasingly competitive environment new business development is key in driving growth and capturing new markets and market segments as they arise . One key aspect in accelerating new business development is the people factor. How to attract, manage, motivate, reward, retain and develop these increasingly critical talents ?

Dieter Herzog, Global Portfolio Leader Ventures & Busienss Development Dow Chemical and Peter Palme, Head of Learning & Development EAME Syngenta discuss the best approach of Talent Management to accelerate new business development within a company in the recently published book “Erfolgreiches Management”, Berndt, Ralph (editor), Springer and Lorange Institute of Business Zürich.
To read book/article online. Link.

The book contains several articles on a number of differnt related topics in English.

Overview on Research on Potential Assessment and Leadership Transition

September 1, 2010

“After decades of research on managerial derailment, researchers have concluded that managers who derail often share similar charecteristics:
They tend to have limited self-awareness.
In particular, they are less likely than successful managers to be aware of
– their styles,
– their strength,
– their weaknesses.
Equally important, they tend to be unaware of how they are perceived by others.
Furthermore, managers who derail often overestimated their abilities and overrely on strengths that served them well in the past. Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 4

Sydney Finklestein, professor at Dartmouth’s Tuck School of Business and author of the book Why Smart Executives Fail, explains that the highly successful executives he studied eventually failed “not because they couldn’t learn, but because they had learned one lesson too well.” By relying too much on a narrow skill set, they limited their ability to adapt when the environment changed and missed opportunities to learn different skills.” Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 4

Successful managers tend to have a more accurate understanding of their abilities (or may slightly underestimate their abiliteis), seek more feedback on their performance, invest more in continuous learning and self-improvement, and thus have a broader skill set that serves them well in a variety of situations.” Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 4

“In his book The New Rules: How to Succeed in Today’s Corporate World, Harvard Professor John Kotter descirbed his 20-year study of 115 members of  the Harvard Business School’s Class of 1974. He found “no possible correlation between their GMAT (Graduate Management Admission Test) score and how they’re doing on the job in terms of income and responsibility.” “Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 4

Study of MBA graduates by Standford professor Charles O’Reilly and Jennifer Chatman. Conclusion: high GMAT Scores that are designed to measure people’s analytic cognitive abilities are an insufficient predictor of success. People who a personality characteristic called “conscientiousness” – a combination of how ambitious, efficient, hard-working, and dependable one is – in addition to high GMAT scores tend to be more likely than other MBA graduates to achieve higher salaries and promotions early in their careers.” Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 4

Robert Sternberg, IBM professor of psychology and education at Yale University reviewed decades of research desgined to understand how well performance on cognitive intelligence tests, such as IQ tests, predicts success on the job. He concluded, that performance on cognitive intelligence tests predicts only between 4 and 25 percent of the variation among people in their job performance.” Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 4 f.

“Yet the kind of intelligence that predicts how well you handle your job and your life in gerneral is based, in large part, on characteristics that are not assessed on standardized intelligence tests. After all, real-live problems are ambiguous, have mulitple solutions (each with assets and liabilities), and must be solved and implemented in large part through talents most commonly known as “street smarts” or what Sternberg calls “tacit knowledge”. These talents include the flexibility to deal with ambiguity, the ability to think creatively, the willingness to take calculated risks, the desire to learn and adapt, the ability to build mutually supportive relationships, and the resilience to persist and bounce back from failure when situations don’t go as planned.” Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 5

Researcher Carolyn Dweck and her colleagues found that people who believe that intelligence is fluid are more likely to be successful than people who believe intelligence is fixed. Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 5

“People who believe that intelligence is fixed tend to tie their self-worth (and possibly the worth of others) too closely to what they perceive to be their innate intelligence”. This leads to becoming overly concerned about looking smart. “They are less likely to take risks,…,less likely to engage in new skills and more likely to underestimate the power of learning, effort, and persistence.” Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 5

People who believe intelligence is fluid are “more likely to believe that learning new skills and putting in more effort will pay off, are more willing to aks seemingly “dumb” questions, are more likely to seek out feedback, are more likely to take risks, are more likely to cope well with failure, and are more likely to stay motivated and persist in the face of obstacles.”Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 5

If you would like to test your fluid intelligence here is a link to a free test:
http://similarminds.com/int.html

What predicts success ?

“Conscientiousness and a belief that intelligence is fluid rather than fixed. People who are conscientious set high goals, are achievement oriented, focus on the task, work hard, and are dependable. People who believe that learning is fluid rather than fixed are more likely to take risks, learn new skills, persist when they face hurdles, and believe that effort will pay off. Other characteristics that predict success include proactivity, learning goal orientation, creative intelligence, pratical intelligence, emotional intelligence, and positive emotions. Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 9 f.

Researcher Lillian Eby and colleagues found that “people who are highly proactive are more likely than others to actively manage their careers, show political savvy, and take actions to influence their environment.”  Proactiveness “predicts professional success in areas such as salary, promotions, job performance, career satisfaction, and community involvement.” “They manage their careers by joining professional organizations, subscribing to industry trade journals to stay on top of trends and engaging in both self and environmental exploration on a continual basis, taking advantage of learning opportunities and stretch assignments within one’s organization, attending seminars and training, or going back to school to diversify one’s portfolio of skills” Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 10

“Researchers [Schibert, Scott; Maria Kraimer; Michael Crank] have found that people who complain about the way things are without offering solutions and taking actions to remedy situations tend to receive fewer promotions and lower salaries.” Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 11

Research by Judge Timothy, Joyce Bono, Remus LLies, Megan Gerhardt 2002: “People high in conscientiousness are achievement-oriented, organized, disciplined, dependable, committed persistent, hard-working, and focused on getting the job done well…. it is most powerful when combined with a characteristic called agreeableness, also known als likability. Agreeableness is particulary important in jobs that require cooperation with others. People who are high agreeableness are viewed by their colleagures as helpful, cooperative, tolerant, flexible, generous, courteous, and socially competent. … people who are high on conscientiousness yet low on agreeableness tend to receive lower performance ratings by their supervisors.”Reference: Caproni Paula J.: Management Skills for Everyday Life, Second Edition, Pearson Prentice Hall, 2004, Page 10

Critical Developmental Experiences to become a Senior Executive

“A survey conducted as part of McKinsey’s “War for Talent” study asked a sample of 200 senior executives to identify their five most important developmental experiences. The top overall responses all involved significant transitions into new roles:
– New position with large scope
– Turning around a business
– Starting a new business
– Large, high-profile special project
– Working outside home country”
Reference: Watkins, Michael: The first 90 Days – Critical Success Strategies For New Leaders at All Levels, Harvard Business School Press, 2003, Page 5f.

More research to follow ….

If you have any other intersting research on these topics to share, you are welcome to add in the comment section below. Thank you in advance.

My Learning Journey as manager of the Linked:HR EMEA group on Linkedin

July 6, 2010

These are my first few days as Group Manager of the Linked:HR EMEA group the largest HR group in this region on Linkedin. Linked:HR EMEA is the subgroup of the word largest Linkedin Group Linked:HR.

For quite some time I have to admit I was actually a non believer in social media. It took me some time to understand that this is a game changer in the way we work together in the future. My personal eye opener was in fact the book Wikinomics.

Learning from books and listening to others is not the best way I learn. I come from the school of action learning. Only by doing, trying and failing true learning happens. So what better opportunity could arise when I was asked by Lucy Cripps to take over the manager role in the Linked:HR EMEA group.

I have experimented a bit now with social learning. My best experience so far was with Toastmasters. This has changed my view on learning & development. Learning is social and happens best in a social setting.

While it is a hot humit summer evening I am sitting here and asking myself: What should I start doing, continue doing and stop doing as the new manager of this linkedin group. What would members expect from me, how could I best contribute to their learning and growth ? What is driving new members to join and participate, what will keep members engaged and what will turn them off ?

I am exited to be on this wonderful learning journey and I will be sharing my experience as I go along being the manager of a large international HR Linkedin Group.

What would you do if you were in my shoes ?

Quotes of the day on Talent

July 1, 2010

Talent hits a target no one else can hit; Genius hits a target no one else can see.
Arthur Schopenhauer (1788 – 1860)

We are always more anxious to be distinguished for a talent which we do not possess, than to be praised for the fifteen which we do possess.
Mark Twain (1835 – 1910), Mark Twain’s Autobiography

If you have an interesting quote to share please add it in the comment section. Thank you.

Top 10 Largest Groups on Linkedin

April 7, 2010

In my last poll on Linkedin the top priority for the participants was Networking. One important part of networking which is very obvious is to join the right groups. If size matters what are the top 10 largest groups on Linkedin currently ? 
October, 25 2012:
1) Job Openings, Job Leads and Job Connections!
Job Openings made it into 1st place with 1,029,492 members and no surprise 3,963 job offers up from 4th place in 2010.

2)Linked:HR (#1 Human Resources Group)
Currently it has 746,104 members and currently 64 jobs are offered.

3.) eMarketing Association Network
Marketing follows the Human Resources crowd in third place with 473,859 members and currently 202 jobs are offered.

4.) Social Media Marketing (newcomer)
Was about time, wasn’t it. Now this group has 463 345 Members and 130 Jobs.

5.) RecruitingBlogs (up from 9th place!) – Are there now so many jobs to recruit for ?
There are a group of 389,976 recruiters on Linkedin! A lot of good friends and helping hands. Currently they have 1,365 compared to 106 jobs in 2010 on offer.

6.) Project Manager Networking Group (up from 10th place)
There are now more project managers than entrepreneurs and telecom professionals. 365,191 project managers have joined this group and they offer 605 jobs currently.

7.) Telecom Professionals
Wow, I never thougth we would have more telecom professionals than entrepreneurs . This group brings together 316,848 people and offers 160 jobs.

8.) On Startups – The Community For Entrepreneurs
Becoming the owner of your work is in a 4th place to jobs. It has 301,574members and offers still 227 jobs. Are these jobs for those who had enough of enterpreneurship ?

9.) Finance Club (newcomer)
276 743 Finance Professionals have joined there. If you do not know how to invest your money, hint, hint, hint….. Currently 260 jobs – what a surprise.

10.) Harvard Business Review (newcomer)
Learn about the latest research in business on how not do it, joke, joke, joke.
273 942 well educated members with only 31 jobs to offer.

11.) Executive Suite 
And here the executives follow the marketing people. 256 912 US based executives.

12.) Digital Marketing
There are 247 911 digital marketing professionals in this group and 203 jobs on offer.

13.) Consultants Network
If you are not seeking employment, or wanting to start a new business here in a close six place are the consultants with 235,000members and a 501 jobs.

The Job Board (No. 7 in 2010) is not anymore active on Linkedin. The Group has been deleted.

Top 10 Largest Linkedin Groups in April 7, 2010:

1). Linked:HR (#1 Human Resources Group)
Currently it has 258 840 members and currently 107 jobs are offered.

2.) eMarketing Association Network
Marketing follows the Human Resources crowd in second place with 227 897 members and currently 35 jobs are offered.

3.) Executive Suite
And here the executives follow the marketing people. 181 929 US based executives with currently 94 jobs.

4.) Job Openings, Job Leads and Job Connections!
Job Openings made it into 4th place with 159 757 members and no surprise 461 job offers.

5.) On Startups – The Community For Entrepreneurs
Becoming the owner of your work is in a close 5th place to jobs. It has 135 851 members and offers still 32 jobs. Are these jobs for those who had enough of enterpreneurship ?

6.) Consultants Network
If you are not seeking employment, or wanting to start a new business here in a close six place are the consultants with 119 319 members and a 110 jobs.

7.) The Job Board (Find A Job, Post a Job)
Another place for job seekers. They have 108 802 members and offer 264 jobs.

8.) Telecom Professionals
Wow, I never thougth we would have almost as many telecom professionals as consultants. This group brings together 102 257 people and offers 98 jobs.

9.) RecruitingBlogs
There are a group of 96 299 recruiters on Linkedin! A lot of good friends and helping hands. Currently they have 106 jobs on offer.

10.) Project Manager Networking Group
There are less project managers than telecom professionals. 94 634 project managers have joined this group and they offer 59 jobs currently.

Further Reading:

The Fastest Ways To Learn Any New Language

Related Posts:

The Top Profiles on Linkedin to Learn From

Top 10 Largest Groups on Linkedin

Linkedin How to Hide Your Job Hunt From Your Current Employer ?

Linkedin Endorsements – Performance Indicator for the Attractiveness of Your Linkedin Profile

The Top Job Search Strategies on Linkedin

Is Linkedin helping you to find the next job or is it still a wishful thinking ?

12 Ways to Use LinkedIn Today

Top Eight Linkedin Learning Resources

My Alltop on Linkedin

Linkedin Profile – Free Best Practice Course on Udemy

My Learning Journey as manager of the Linked:HR EMEA group on Linkedin

Continuous Job & Career Development


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