Welcome to the nerve center of open talent.
During this week’s Open Assembly Collective community call we discussed:
How can we work together to help organizations adopt open talent models?
Chat Room Transcript:
10:03:39 From Chuck Hamilton : I see the family owns a whipper snipper 🙂
10:04:28 From Open Assembly : https://a16z.com/2020/05/01/covid-and-the-great-rehiring/
10:05:42 From Balaji Bondili : Mike Tushman from HBS – hopefully we will get that case study, published and taught in the next few months.
10:10:04 From Open Assembly : https://www.edx.org/course/technology-entrepreneurship-lab-to-market
10:11:26 From Janice Stevenor Dale : UC schools have announced that online format will continue for the remainder of 2020. Campuses are closed.
10:11:28 From Janice Stevenor Dale : https://edsource.org/2020/california-state-university-classes-to-continue-mostly-online-in-fall/631381
10:12:54 From Steve Rader : It seems that there is an interesting conversation to be how for how crowd platforms might be used creatively to improve the entrepreneur/startup process taking something from concept to market.
10:13:13 From Steve Rader : *had
10:14:05 From Chuck Hamilton : Two emerging companies that point to the change in front of us in enabling the great rehiring effort. I have recently been introduced BeenovaAI – an emerging edTECH company focused on 21st century critical skill recommendations via a smart AI. The second company I seen about to come out from over a year of groundwork is PickMyBrain.com, which monetizes ‘YOU’. Think of it as a way anyone can share what they know (your value) for cash. A both gig economy mentorship and a future of work trend. see https://beenova.ai/ and https://www.pickmybrain.world/
10:22:02 From jin paik : https://www.edx.org/course/technology-entrepreneurship-lab-to-market
10:23:42 From Open Assembly : https://www.linkedin.com/in/tymontague/
10:24:01 From Bryan Peña : just signed up for the EDX class
10:24:09 From Open Assembly : https://cocollective.com/
10:26:04 From Balaji Bondili : @chuck – I will look into these companies and will reach out, if I need an intro to Beenova?
10:27:40 From Steve Rader : I wonder if there is a message to get out that open talent is a resource that companies can use to help them in their transition to the myriad of new technologies and changes that are pushing companies on multiple fronts.
10:28:06 From Steve Rader : That is a great book!
10:28:26 From Open Assembly : https://www.amazon.com/Gig-Mindset-Reclaim-Reinvent-Disruption-ebook/dp/B082QN2DJ6
10:28:50 From Open Assembly : Paul Estes >> https://www.staffing.com/
10:28:54 From Dean Bosche : https://www.paulestes.net/
10:29:49 From Alex Wente : Solid book, Paul. TIDE Framework was great to learn about and embrace. Taskify, Identify, Delegate, Evolve.
10:31:28 From Steve Rader : I think that the traditional functions of HR and middle management tasked with optimizing talent and its application to corporate goals is what is ultimately being replaced by these platforms that can more efficiently apply the right resource at the right time for the right price AND provide better opportunities for the development of those people.
10:32:48 From Steve Rader : I love Paul’s concept that employees that use gig workers get to create their own teams to help them do their function.
10:33:15 From Chuck Hamilton : History tells me that a smart organization will adapt when it sees examples/models that working better than their own. Are we not obligated to survey and curate the trendsetters for others to follow?
10:33:19 From Gavin McClafferty : @Steve Rader – agree. They are not typically set-up to do much more than hire and manage employee relations.
10:33:26 From Open Assembly : https://www.amazon.com/Platform-Revolution-Networked-Markets-Transforming/dp/0393249131
10:33:51 From John Healy : @staeve….that’s about the migration from a pure focus on operational efficiency into one that is prioritizing effectiveness and value creation!
10:33:57 From Munni Trivedi : Agreed. You can make supper focussed teams by using highly specialised people for just that project
10:34:14 From Carin-Isabel Knoop : Might we discuss at some point how platforms could help reduce hiring bias?
10:34:25 From Gavin McClafferty : @Steve Rader – Google is the exception to this. Extensive profiling of future roles / mobility opportunities.
10:35:13 From Janice Stevenor Dale : Though, the word, ”
10:35:29 From Janice Stevenor Dale : outside is a mindset, that will shift.
10:35:29 From John Healy : @Gavin….agree, Many fo the high tech companies are leading here, but we also need the life science companies and retailers and others to also lean in!
10:35:39 From Open Assembly : https://www.linkedin.com/in/dyan-finkhousen/
10:35:44 From Gavin McClafferty : @John 100%!
10:36:17 From Steve Rader : @Dyan.. totally agree!! “Elevating the human experience!” Love it!!
10:36:18 From Janice Stevenor Dale : Imagine the rate of change should @dyan’s model begin
10:36:38 From John Healy : Here Here @Dyan!
10:38:09 From Open Assembly : https://www.linkedin.com/in/bosche/
10:38:44 From Steve Rader : This group energizes me every week! Thank you all for being community for me and inspiring and encouraging me on this stuff!
10:38:59 From Sheila Mahoney : Great reading list, thank you!!
10:39:01 From Chuck Hamilton : Sounds like a course right there 🙂
10:39:13 From Open Assembly : https://www.amazon.com/End-Jobs-Demand-Workers-Corporations/dp/1642934356
10:39:29 From Simon Chan : Need more of these discussions in Canada!
10:39:47 From Janice Stevenor Dale : There are EDD impacts to consider
10:40:17 From Munni Trivedi : Project specific specialised teams of experts. Brilliant! Need the client to be prepared to pay for that expertise though
10:40:38 From Chuck Hamilton : @Simon I’m one of the Canadians talking about it 🙂
10:41:11 From Tom Cooke : @Carin – I think if an organization is willing to access talent via a digital platform then they are probably more likely to focus on results rather than hiring someone that looks and acts like them as tends to happen in a traditional business structure where those biases are more likely to exist when a more direct, in person interaction occurs as part of the hiring process
10:41:22 From Bassanio Peters : We put out an episode of our podcast with Steve Rader to help companies understand how you can leverage the collective intelligence of the crowd to drive innovation forward. One key ingredient that Steve highlighted in the episode was how some of the best ideas can come from unlikely sources. So inviting experts with specialized skills from concept to production can produce results. Here is part one of the discussion: https://podcasts.apple.com/us/podcast/episode-6-part-1-how-nasa-leverages-crowd-to-drive/id1435116358?i=1000439142912
10:41:27 From Dyan Finkhousen : Great reading list Dean! More than anything else, C-19 has exposed the fragility of fixed operating systems and employment relationships.
10:41:45 From Open Assembly : https://www.linkedin.com/in/bryanpena/
10:42:26 From Open Assembly : https://www.mbopartners.com/
10:42:31 From Steve Rader : @Munni agree! But in house employees cost way more than most folks realize with their 2-3x overhead and remarkably low efficiency (due to bureaucracy in most cases) of as little as 37%…. It turns out that you can pay open talent much more (from a base rate) than internal resources and often come out ahead.
10:43:10 From Tom O’Malley : If the office was the container of culture…where is the virtual HQ…slack is not, zoom is not.
10:43:19 From Janice Stevenor Dale : Who has surveyed which functions are most opportune for the gig economy? Coders, creatives? HR? When does the upper management gain from participation, literally, with replacement within this model?
10:43:30 From Steve Rader : @Munni Paul Estes has some direct experience with this cost savings.
10:43:30 From Gavin McClafferty : The interesting thing that I have observed over the past few calls is that there seems to be 2 key events happening. Resilient organisations are heading towards a strategic agility approach. Middle management will need to change or evaporate. Finally there is a case for a human level of agility where the notion of an employee becomes eroded and replaced with connectivity as a freelancer.
10:43:31 From Carin-Isabel Knoop : @bryan, great pt abt when org stops being org. and what is the role of companies and organizations BESIDES production? socialization, connection, security. how do we provide those in different ways?
10:43:31 From Michael Morris : Companies that outsource their thinking worry me. I often tell people that is where the line should be when thinking about how to use open talent…if you are letting go of your critical thinking and decision making then you a re probably going too far.
10:43:45 From Carin-Isabel Knoop : and kudos for quoting the ex!
10:43:54 From Munni Trivedi : @Steve agreed. I run a creative outsourced offering and that is my argument. Nothing is free1
10:44:34 From Sean Ring : As Ty highlighted, our resistance to change is core to our DNA and so ripping up the org chart is absolutely terrifying to the majority of people that we want to adopt new and open talent models so I like to think about how we use technology to trick people into adoption while they perceive that they are operating in the normal course of business
10:44:40 From Steve Rader : @Mike… love the conversation about what has to stay inside the org… where the boundaries of this stuff are going to end up.
10:44:44 From Ashley Beaudoin : @balaji my thoughts exactly!
10:44:45 From Dean Bosche : The books on my mini list which evangelize for the line of thinking I was discussing: Agile Talent The Inside Gig Gig Mindset Platform Revolution Unlearn The Year Without Pants The Future Workplace Experience
10:44:51 From Dyan Finkhousen : Love it Balaji – challenge accepted! This community could move mountains!
10:44:52 From Munni Trivedi : @Michael we act as an outsourced CMO!
10:44:59 From Sheila Mahoney : Re: the boundaries around a corporation- or not: A corporation is a separate person now. It’s already been decoupled from its workforce. In essence it has its own separate consciousness, to the extent any group of human beings (who always come and go anyway) cooperates and makes decisions together
10:45:04 From Janice Stevenor Dale : We need to look at what’s happening in several companies leading the way now…and follow their progress.
10:45:41 From Craig Connelly : are there best practices to maintaining culture or organizational values when the team is dynamic or a majority open talent?
10:45:58 From Janice Stevenor Dale : @John, yes, consulting to show them the way
10:47:18 From Steve Rader : @John Healy… absolutely!!!
10:47:33 From Carin-Isabel Knoop : we could be super meta and be the experiment — in some ways we are bringing out talent to this group and call. but to what end? and how do we become more than sum of contributions? how do you bring people together?
10:48:07 From Open Assembly : https://www.linkedin.com/in/johnwhealy/
10:48:15 From Steve Rader : I think standards in profile/experience data portability would be a great place to start.
10:48:30 From Steve Rader : Right @Mike? 🙂
10:48:36 From Munni Trivedi : We also have many territories here
10:48:51 From Gavin McClafferty : @John / Steve – Topcoder are exploring some of those points.
10:49:07 From Open Assembly : https://www.linkedin.com/in/topcodermike/
10:49:42 From John Healy : @Gavin…spent time with them on the topic earlier this week….have ablockchain taskforce in place with leaders from 8 of the largest staffing companies globally working on this too…
10:49:58 From Gavin McClafferty : @John – great to hear!
10:50:35 From Simon Chan : It would be interesting to identify the top 2 to 3 common interests/challenges and see if there is any appetite to work as a group or mini groups on advancing these common priorities.
10:51:20 From Balaji Bondili : @simon I am up.
10:51:37 From Munni Trivedi : Happy to join
10:52:15 From Simon Chan : @Balaji – at one of our next session, could we do some breakouts and whiteboard some of those common priorities
10:52:28 From Paul Estes : Please reach out to me firstname.lastname@example.org if you are interested in producing content to help companies understand the opportunity.
10:53:29 From Michael Morris : It is the network effect we are in need of IMO to drive cross side demand on the supply side.
10:53:36 From Open Assembly : https://www.linkedin.com/in/sajeev777/
10:53:42 From Janice Stevenor Dale : So how fast can education happen? The time is now. Certification sounds old school.
10:53:46 From Arthur Ransier : Mid-level, growth and even large organizations without “best-of-breed” recruitment/sourcing programs resist new strategies because of inefficiencies in managing existing programs. We can “start” by helping leaders re-create those workflows or introduce technology as a force multiplier. For example, helping organizations better administer recruitment processes and curate talent available within their ATS/HRIS generally leads to introducing new, higher quality talent or nurturing existing candidates. TL; DR… refine existing workflows to catalyze adoption of open talent models/programs. Or a question, are open talent models efficacious in unstructured environments? Any examples?
10:54:08 From John Healy : @Sajeev…those certifications need to be re-usable and recognized across multiple organizatons
10:54:21 From Tom Cooke : Great points Mike! Outsourcing everything gives the organization a scape goat for bad decisions – how do we protect the freelance community from being blamed as the external experts when they’re making decisions on the key items that shouldn’t be outsourced
10:54:40 From Balaji Bondili : @bryan – Do you have a link?
10:54:57 From Sajeev Nair : @John Healy – absolutely needs to be reusable – thats where I think Open Assembly and LISH could come in
10:55:08 From Chuck Hamilton : Regarding the certification model for the crowd. Is this not the domain of the universal learning record? Models are growing here fast
10:55:14 From Bryan Peña : https://www2.staffingindustry.com/Events/Certification-Training-CCWP-SOW
10:55:16 From John Healy : @Sajeev – agreed!
10:56:19 From Dyan Finkhousen : @Mike and @Sajeev completely agree – demand side adoption remains a tremendous opportunity for us… education, credentialing, structure and technology are all early stage for us
10:56:31 From Tom Cooke : Shouldn’t the culture be associated with the human experience and not necessarily be associated with the company itself. The goal as Dyan said should be to elevate the human experience and that shouldn’t have to be tied to any one particular company
10:56:33 From Open Assembly : https://hbsp.harvard.edu/product/415701-HTM-ENG
10:57:05 From Sajeev Nair : @Paul Estes – would love to connect on that offer
10:57:08 From Michael Morris : Hero maker
10:57:20 From Dyan Finkhousen : Hero maker!
10:57:28 From Jeff Carbeck : Certifications should be “owned” by the expert and not by an external organization.
10:58:33 From John Healy : @Jeff….yes, owned by the individual, but the standards must be set across industries/sectors/functions…
10:58:45 From Open Assembly : https://www.linkedin.com/in/chuck-hamilton-951483/
10:58:48 From Dyan Finkhousen : Completely agree @Jeff (great to see you on the call!!)
10:58:50 From Jeff Carbeck : @John totally agree
10:59:13 From Michael Morris : I am told AirBNB has well over 2000 engineers…almost unfathomable to me.
11:00:10 From Simon Chan : @Balaji – well said!
11:00:15 From John Healy : here here @Balaji
11:00:31 From Carin-Isabel Knoop : this starts with what our values are, we could discuss those too before going to action!