Employee Development in the Era of Screen Time
By Bill Hall
Tap, look, feel rewarded. Tap, look, feel rewarded again. All of this happens within a few seconds. We all know what it refers to: the physiological rewards of “screen time.” The corporate leaders of tomorrow have entered adulthood with this technology and research indicates that anything less is physiologically unrewarding. As far back as 2012, one study found that “internet addiction is associated with structural and functional changes in brain regions involving emotional processing, executive attention, decision making and cognitive control.”
What do screen time expectations mean for employee learning and development? The short answer is that employee development needs to adapt. The idea that society is going to change is a pipe dream.
You can find the entire article I wrote for CLO Magazine here: https://www.clomedia.com/2019/03/13/employee-development-in-the-era-of-screen-time/
Published this article today at TrainingIndustry.com. An easy read at only about 3min.
We live in a fast-paced world propelled by constant technology-driven transformation. Coupled with an acceleration of baby boomer retirement, executive leadership is under more pressure than ever to adapt to change. Leadership may be the most important skill in the corporate world, as well as the hardest to source. At the same time, the definition of leadership is clearly broadening. Digital technologies and modern business models have disrupted almost every aspect of business. Industry leaders need an entirely different set of skills and capabilities, which calls for a new definition of leadership.
I took a stab at creating an infographic that visually represents the impending leadership brain drain. It is yours to download. Let me know what you think. Hope you enjoy it and hope it helps!
Of course, we'd be happy to help you create innovative and effective ways to reduce the brain drain, but this probably goes without saying :^). Enjoy!
By Bill Hall: Your business is growing and hiring people at an amazing rate. Customers love your product, and it’s gaining greater and greater attention. At the same time, you’ve noticed yourself growing ever more nervous about the byproducts of this success: Increased competitive pressure and employee fragmentation. In fact, these two realities have you concerned whether you can effectively sustain this level of success.
As we all know, success is like blood in shark-infested waters: It creates competition at an amazing rate. To fend off competition, many companies expand within the market faster than others, gaining a larger foothold and raising the barriers to entry. In many cases, this works. But such rapid growth creates an employee base with widely varying skills and focus. As a result, the company’s strategic alignment looks like a spilled package of dried spaghetti. Employees are pointing in an infinite number of directions.
By Bill Hall: The high-tech startup world is leaning a bit toward the overly hubris. I'm well aware it's a little controversial to discuss in public. I come from many years in Silicon Valley and currently run a high-tech software and services company based in the San Francisco Bay Area. I see and read about this issue every day.
And ladies and gents, it's out of control.
By Bill Hall: Let me say up front that from experience, if I had to choose, I believe a 30-hour work week is more effective than a long work week. I’ve lived both worlds for years at a time so I have non-theoretical first-hand knowledge. Time spent in the trenches of a large scale, high-tech turnaround that married me to my desk night, day and weekends versus a clearly architected lifestyle work environment has produced scars of different shapes and sizes. But taking a step back and looking at the debate creates a common sense question -- Why does everything have to be so extreme? Isn’t there a common sense, moderate in-between somewhere. Whoa, wait, what about a 40-hour work week? Let’s have a look at the pros and cons of each.Read More...