Founder Joey V. Price will be presenting at the 2011 Genius For Men Conference!

It’s not too late to join us today at the 2011 Genius For Men Conference in Washington, DC. Last year I presented on the topic “What is your career net-worth?” Today I will presenting awards to our wonderful awardees!

 

Follow the conference on Twitter @: http://twitter.com/InSight_Inc

Join the conversation on Facebook @: http://www.facebook.com/home.php#!/pages/InSight-Initiative/121146004585360

Digital talent won’t want to work at your company if:

Taken from a GREAT article on Fast Company:

 

  • Every element of their work will be pored over by multiple layers of bureaucracy. Even if that’s how the rest of the company operates, it can’t spill into the digital department. In a technology environment, new products and businesses spring up daily and a new endeavor can go from conception to launch in a matter of months. Reining in the momentum will be read as inaction and a clear signal the company isn’t willing to grasp the new way of the world.
  • Mediocre is good enough. While clocking out at 5 p.m. is attractive to some, it will discourage digital talent. They want to be expected to do something great. They want to be pushed. They care about their work. Their leadership, and those they rely on to get things done, must match their appetite for success.
  • Trial and error is condemned. The freedom to try out new ideas allows employees to take initiative, make decisions, and learn from their mistakes. It also demonstrates an attractive and inspiring entrepreneurial spirit.
  • Your company is structured so it takes a lifetime to get to the top, and as such there are no digital experts in company-wide leadership positions.Digital talent–often in their 20s and 30s–need to see a clear path for uninhibited career development that’s based on merit, not years spent, and that’s beyond the confines of the digital department. If they don’t, they won’t see a reason to stay with the company in the long term.
  • Your offices are cold, impersonal and downright stodgy. It may sound like it conflicts with the “you don’t need to be in Silicon Valley point,” but appreciate the nuance. A traditional office layout is designed to communicate power among certain individuals and barriers between departments. This does not support the collaborative ethos which is intrinsic to the web. Companies should do everything possible to provide the digital team friendlier, open office space. A location in a hip, young neighborhood (which surely exists in every mid- to large-sized city) is also a big plus.
Read more here.
Any thoughts??

Job Opening: Agile and Scrum Professionals in NYC/Phila/Dallas

Do you happen to know of any Scrum Masters looking for work in the New York City area? Jumpstart:HR is recruiting for other areas as well but we are looking for individuals right away. Here are links for reference. Should you know of any candidates, please forward this blog post!

Agile Business Analyst (East Coast, New York Metro)
http://jumpstart-hr.com/careers/agilebusinessanalyst

Agile Scrum Master (New York, New Jersey, Philadelphia, Dallas)
http://jumpstart-hr.com/careers/agilescrummaster

Agile Trainer and Coach – Travel Required (East Coast, New York Metro)
http://jumpstart-hr.com/careers/agiletrainerandcoach

To apply, submit your resume and contact information to careers@jumpstart-hr.com and connect with me on LinkedIn.

 

 

 

Digital talent won’t want to work at your company if:

Taken from a GREAT article on Fast Company:

 

  • Every element of their work will be pored over by multiple layers of bureaucracy. Even if that’s how the rest of the company operates, it can’t spill into the digital department. In a technology environment, new products and businesses spring up daily and a new endeavor can go from conception to launch in a matter of months. Reining in the momentum will be read as inaction and a clear signal the company isn’t willing to grasp the new way of the world.
  • Mediocre is good enough. While clocking out at 5 p.m. is attractive to some, it will discourage digital talent. They want to be expected to do something great. They want to be pushed. They care about their work. Their leadership, and those they rely on to get things done, must match their appetite for success.
  • Trial and error is condemned. The freedom to try out new ideas allows employees to take initiative, make decisions, and learn from their mistakes. It also demonstrates an attractive and inspiring entrepreneurial spirit.
  • Your company is structured so it takes a lifetime to get to the top, and as such there are no digital experts in company-wide leadership positions.Digital talent–often in their 20s and 30s–need to see a clear path for uninhibited career development that’s based on merit, not years spent, and that’s beyond the confines of the digital department. If they don’t, they won’t see a reason to stay with the company in the long term.
  • Your offices are cold, impersonal and downright stodgy. It may sound like it conflicts with the “you don’t need to be in Silicon Valley point,” but appreciate the nuance. A traditional office layout is designed to communicate power among certain individuals and barriers between departments. This does not support the collaborative ethos which is intrinsic to the web. Companies should do everything possible to provide the digital team friendlier, open office space. A location in a hip, young neighborhood (which surely exists in every mid- to large-sized city) is also a big plus.
Read more here.
Any thoughts??
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