<?xml version="1.0" encoding="UTF-8"?>
<rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title>Human Element Blog</title>
	<atom:link href="http://humanelementblog.com/feed/" rel="self" type="application/rss+xml" />
	<link>http://humanelementblog.com</link>
	<description></description>
	<lastBuildDate>Wed, 21 Jul 2010 20:38:57 +0000</lastBuildDate>
	<generator>http://wordpress.org/?v=2.9.2</generator>
	<language>en</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
			<item>
		<title>Client Conversations: Insights into the State of Employee Development</title>
		<link>http://humanelementblog.com/2010/07/21/client-conversations-insights-into-the-state-of-employee-development/</link>
		<comments>http://humanelementblog.com/2010/07/21/client-conversations-insights-into-the-state-of-employee-development/#comments</comments>
		<pubDate>Wed, 21 Jul 2010 20:38:57 +0000</pubDate>
		<dc:creator>Clint Poole</dc:creator>
				<category><![CDATA[Employee Development]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[ConferenceBoard]]></category>
		<category><![CDATA[development opportunities]]></category>
		<category><![CDATA[development professionals]]></category>
		<category><![CDATA[disengagement]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[employee motivation]]></category>
		<category><![CDATA[job satisfaction]]></category>
		<category><![CDATA[lateral movement]]></category>
		<category><![CDATA[motivating employees]]></category>
		<category><![CDATA[ongoing development]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[recognition]]></category>
		<category><![CDATA[training]]></category>
		<category><![CDATA[workforces]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=170</guid>
		<description><![CDATA[Over the past few months we have been checking-in with Global Novations’ clients regarding the current state of their employee development programs.  So many aspects of the workforce have been impacted by the recent economic headwinds and we wanted to hear directly from clients about how they were affected.  The following two posts were an outcome of those conversations, originally published on the ViewPoint blog:  http://www.novations.com/blog/]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/07/21/client-conversations-insights-into-the-state-of-employee-development/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>The Vice-President and the F-Bomb</title>
		<link>http://humanelementblog.com/2010/03/25/the-vice-president-and-the-f-bomb/</link>
		<comments>http://humanelementblog.com/2010/03/25/the-vice-president-and-the-f-bomb/#comments</comments>
		<pubDate>Thu, 25 Mar 2010 16:37:57 +0000</pubDate>
		<dc:creator>Lindsey Schantz</dc:creator>
				<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Gen Y]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=158</guid>
		<description><![CDATA[People can say what they would like about Joe Biden&#8217;s vice-presidential slip, but I, for one, appreciate his candor.
Too often messages today are sugar coated, and no where is this more true than in business. Employers toss around certain lines as often as Vice-President Biden apparently throws around the F-bomb.
You are not the right fit. <a href="http://humanelementblog.com/2010/03/25/the-vice-president-and-the-f-bomb/" class="more-link">More &#62;</a>]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/03/25/the-vice-president-and-the-f-bomb/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>An Oscar Winner’s Lesson for Branding</title>
		<link>http://humanelementblog.com/2010/03/11/an-oscar-winner%e2%80%99s-lesson-for-branding/</link>
		<comments>http://humanelementblog.com/2010/03/11/an-oscar-winner%e2%80%99s-lesson-for-branding/#comments</comments>
		<pubDate>Thu, 11 Mar 2010 21:38:59 +0000</pubDate>
		<dc:creator>Clint Poole</dc:creator>
				<category><![CDATA[Brand Strategy]]></category>
		<category><![CDATA[brand strategy]]></category>
		<category><![CDATA[branding]]></category>
		<category><![CDATA[corporate identity]]></category>
		<category><![CDATA[Logorama]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=155</guid>
		<description><![CDATA[This past Sunday the Academy Award for Animated Short Film was awarded to the creative film “Logorama” that poked fun at the pervasive, ever-present nature of our favorite brand image – the corporate logo.

According to H5, the French creative studio who created the film:  "Logorama presents us with an over-marketed world built only from logos... Logotypes are used to describe an alarming universe (similar to the one that we are living in) with all the graphic signs that accompany us every day in our lives."

As fun as the fast-paced “Logorama” is to watch, it does channel the malaise and distrust many customers have developed regarding corporate identity and traditional branding/advertising practices.  Logos are still a necessary and effective tool for consistently providing a global brand identity, but they were born from an outdated approach to brand management that doesn’t work for today’s information-connected customer.]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/03/11/an-oscar-winner%e2%80%99s-lesson-for-branding/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Pushing Balance: Gen X has the leverage to achieve Work-Life reality</title>
		<link>http://humanelementblog.com/2010/02/10/pushing-balance-gen-x-has-the-leverage-achieve-work-life-reality/</link>
		<comments>http://humanelementblog.com/2010/02/10/pushing-balance-gen-x-has-the-leverage-achieve-work-life-reality/#comments</comments>
		<pubDate>Wed, 10 Feb 2010 23:16:33 +0000</pubDate>
		<dc:creator>Clint Poole</dc:creator>
				<category><![CDATA[Gen X]]></category>
		<category><![CDATA[Generations]]></category>
		<category><![CDATA[Boomers]]></category>
		<category><![CDATA[Talent Management]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=148</guid>
		<description><![CDATA[Like many Gen Xers, I have been feeling the increased pressure the “do more with less” business strategy has placed upon all of us fortunate enough to retain our employment.  Especially for those in management and leadership positions; being held to unreasonable performance expectations by the organization while watching our team members struggle to manage an impossible workload.

Employers have already identified Gen X as their future leaders (if not, see Tamara Erickson’s post on why they should “Why Generation X Has the Leaders We Need Now”).  Additionally, they are realizing there is a breaking point with the “do more with less” game plan (see “Joblessness and the Employee Tipping Point”) and they are worried about losing your talent.  As the economy is slow to recover most employers are not in a position to return the elements that were cut (jobs, bonuses, salary increases, 401k match, etc.).  They have no carrot to offer us, so use this momentary leverage to your advantage. 

Let’s make a more aggressive push for what we have been gaining too slowly through diplomacy.  
]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/02/10/pushing-balance-gen-x-has-the-leverage-achieve-work-life-reality/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Chocolate Milk is Good for Kids?</title>
		<link>http://humanelementblog.com/2010/02/04/chocolate-milk-is-good-for-kids/</link>
		<comments>http://humanelementblog.com/2010/02/04/chocolate-milk-is-good-for-kids/#comments</comments>
		<pubDate>Thu, 04 Feb 2010 18:56:25 +0000</pubDate>
		<dc:creator>Clint Poole</dc:creator>
				<category><![CDATA[Brand Strategy]]></category>
		<category><![CDATA[advertising]]></category>
		<category><![CDATA[branding]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=141</guid>
		<description><![CDATA[That’s right.  According to the new ad campaign from Garelick Farms for its TrueMoo chocolate milk it is.  Check it out for yourself here: http://www.youtube.com/watch?v=qN5S0fCF5rY.  The ad certainly grabbed my attention, but probably not for the reasons they wanted.  .  Masking an effort to increase product sales as an attempt to be “customer-centric” is a fast way to diminish your brand’s reputation.]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/02/04/chocolate-milk-is-good-for-kids/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Brown vs. Coakley: a lesson in Generations and Marketing in the Networked Era</title>
		<link>http://humanelementblog.com/2010/01/25/121/</link>
		<comments>http://humanelementblog.com/2010/01/25/121/#comments</comments>
		<pubDate>Mon, 25 Jan 2010 14:47:46 +0000</pubDate>
		<dc:creator>Clint Poole</dc:creator>
				<category><![CDATA[B2B Marketing]]></category>
		<category><![CDATA[Generations]]></category>
		<category><![CDATA[Social Media marketing]]></category>
		<category><![CDATA[Boomers]]></category>
		<category><![CDATA[Gen X]]></category>
		<category><![CDATA[Gen Y]]></category>
		<category><![CDATA[social media]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=121</guid>
		<description><![CDATA[PFZTBRNB8HEY
Political pundits were ablaze over the weekend dissecting the special election held in Massachusetts last week, where at first glance it seemed an outsider republican ousted the democratic front runner for the legendary Ted Kennedy’s vacant Senate seat. I say the early headlines reflected a preliminary analysis, because it seems the democratic candidate Martha Coakley may never have really been the front runner, and once again an institution was out of touch with its audience.  The campaign was a lesson in Generational differences and Marketing in the Networked Era]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/01/25/121/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>We were wondering, what do you actually do?</title>
		<link>http://humanelementblog.com/2010/01/22/we-were-wondering-what-do-you-actually-do/</link>
		<comments>http://humanelementblog.com/2010/01/22/we-were-wondering-what-do-you-actually-do/#comments</comments>
		<pubDate>Fri, 22 Jan 2010 21:01:07 +0000</pubDate>
		<dc:creator>Lindsey Schantz</dc:creator>
				<category><![CDATA[Career Transitions]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[career change]]></category>
		<category><![CDATA[Gen Y]]></category>
		<category><![CDATA[second career]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=96</guid>
		<description><![CDATA[Originally posted on the Twenty-Something &#38; Trying to Figure it Out blog, click here to access the original post.
 
I thought I had gotten off to a good start.   
I rocked my red pumps (the female equivalent of a power tie), my pencil skirt, and my perfectly pressed white shirt. I greeted everyone who came within <a href="http://humanelementblog.com/2010/01/22/we-were-wondering-what-do-you-actually-do/" class="more-link">More &#62;</a>]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/01/22/we-were-wondering-what-do-you-actually-do/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
		</item>
		<item>
		<title>Just Ten More Minutes, Please</title>
		<link>http://humanelementblog.com/2010/01/14/just-ten-more-minutes-please/</link>
		<comments>http://humanelementblog.com/2010/01/14/just-ten-more-minutes-please/#comments</comments>
		<pubDate>Thu, 14 Jan 2010 16:16:13 +0000</pubDate>
		<dc:creator>Lindsey Schantz</dc:creator>
				<category><![CDATA[Career Transitions]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Gen Y]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=45</guid>
		<description><![CDATA[
Originally posted on the Twenty-Something &#38; Trying to Figure it Out blog, click here to access the original post.
Why are people so quick to equate success with waking up early?
Consider the fact that those who work late into the night should reach their goals before early risers even knock the alarms off their bedside tables. <a href="http://humanelementblog.com/2010/01/14/just-ten-more-minutes-please/" class="more-link">More &#62;</a>]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/01/14/just-ten-more-minutes-please/feed/</wfw:commentRss>
		<slash:comments>11</slash:comments>
		</item>
		<item>
		<title>Under-Compensation; Setting the Stage for Under-Engaged Employees</title>
		<link>http://humanelementblog.com/2010/01/13/under-compensation-setting-the-stage-for-under-engaged-employees/</link>
		<comments>http://humanelementblog.com/2010/01/13/under-compensation-setting-the-stage-for-under-engaged-employees/#comments</comments>
		<pubDate>Wed, 13 Jan 2010 20:26:53 +0000</pubDate>
		<dc:creator>Clint Poole</dc:creator>
				<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Compensation]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=33</guid>
		<description><![CDATA[According to a recent msnbc.com article (Newly Un-unemployed Face Cut in Pay), Under-Compensation is the latest talent management trend emerging from recovering organizations.  Under-Compensation: the act of paying an employee less than their peers for the same position.  Paying less than what you have already identified as fair compensation for a role.

The dirty truth here is that this is not a practice tied to a long-term business strategy, and employers are doing it because they can get away with it.  But they should be careful.  There is nothing in the definition of Under-Compensation that denotes a positive vibe.  That’s because it’s a malfeasance.  A wrong-doing.  It’s a bad practice.

]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/01/13/under-compensation-setting-the-stage-for-under-engaged-employees/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Joblessness and the Employee Tipping Point</title>
		<link>http://humanelementblog.com/2010/01/08/joblessness-and-the-employee-tipping-point/</link>
		<comments>http://humanelementblog.com/2010/01/08/joblessness-and-the-employee-tipping-point/#comments</comments>
		<pubDate>Fri, 08 Jan 2010 21:36:21 +0000</pubDate>
		<dc:creator>Clint Poole</dc:creator>
				<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Talent Management]]></category>

		<guid isPermaLink="false">http://humanelementblog.com/?p=22</guid>
		<description><![CDATA[If the title sounds like a modern business fable, maybe that’s because we’re living in one: Employers slash jobs to manage profitability in the wake of a poor economy. Employers push managers to do “more with less”. Managers actually pull off the miracle. Employers start to rethink the need to re-hire and re-invest. Joblessness becomes the new reality. Employee morale, engagement, and job satisfaction plummet. Workers unite in battle during a bloody revolution dubbed “the 4 day Blackberry War”. ]]></description>
		<wfw:commentRss>http://humanelementblog.com/2010/01/08/joblessness-and-the-employee-tipping-point/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
	</channel>
</rss>
