Imagine this:  A workforce with no set schedule, no mandatory attendance, and no centralized location to get the job done. 

Confused?  Don't be.  A new modern day philosophy is emerging in our workforce that slashes conventional workplace practices.  The philosophy is known as ROWE – Results-Only Work Environment.   Judging employees based on productivity instead of time spent. In other words, work no longer refers to where you go – but more importantly, what you do and how you do it.

So if work didn't require a safety net of face-to-face conferences, 9-5 agendas, and 25 minute commutes where would you be?  A matinee? Yoga class? Perhaps morphing into your dream alter-ego -- the King of Carpool?  Well, it's possible – if you embrace our workforce's newest trend – harnessing brain power and performance regardless of time and space.  

This concept isn't too far from telecommuting, another major trend in today's workforce. More and more employees are seeking flexible work schedules with the opportunity to telecommute.  According to the Telework Research Network, 40% of U.S. employees hold jobs that that could be done at home, 61% of federal employees are considered eligible for telework (5.2% do so on a regular basis), and most importantly, 72% of employees say flexible work arrangements would cause them to choose one job over another while 37% specifically cite telecommuting. 

For all you traditionalists and non-believers, the proof is in the pudding.  Heidi Golledge, chief executive at CareerBliss, an advisory career community quoted in Forbes, CNN Money, and CNBC states that work-life balance is the key to determining employee happiness.  In fact, flexible work schedules and maintaining a healthy work-life balance is a top priority – reigning even over salary.  And we all know, happy employees are productive employees – time and time again. 

The concept of training falls perfectly under this new and exciting approach.  Why stress over the technicalities of physical presence, space limitations and time restrictions when trainers should be focusing on more important things like receptiveness, effectiveness, and usability.  How does one measure the success of training anyway? In the end result of course – the output and the response, not necessarily in the time spent or the space in which the training was delivered. 

Time and commitment are both certainly important.  But in 2012, with technical mobility and communication tools at our finger-tips, working and training should no longer be defined by a square foot radius.  Take it on the road or take it at home – just get it done and have something to show for it.  Whatever you'll do in your extra time is up to you, just be prepared to prove your performance and demonstrate your productivity.  And if you could still be King of Carpool – congratulations, you've just won the best of both worlds.

It's 2012.  People are thinking outside the box, especially in the corporate world.  Work no longer refers to where you go, but more importantly, what you do - and how you do it.  Take the traditional conference for example -- a number of employees shuffling into an ordinary office, sitting around an ordinary table, taking ordinary notes in an ordinary notebook.  You know what the end result is don't you? Ordinary ideas, ordinary insights, and ordinary results. 

Looking to be more than ordinary? I would hope so.

Wouldn't it be fun to try something new?  Something that would generate creativity, excitement, and innovation.  Check this out – the conference bike.  It's a bike peddled by seven rides who sit in circular position around a steering wheel.  One person steers, while the others pedal in unison to achieve an effortless and fun mode of transportation!    Talk about teamwork and creativity – the perfect elements for an effective meeting. 

Let's take it one step further.  Alexander Kjerulf, one of the world's leading experts on happiness in the workplace is on a world-wide crusade to educate companies on the benefits of working in exciting, unique, and ENJOYABLE physical spaces.  Click Here to check out some of his inspirations.  These companies are taking the “conference bike” to a whole new level.

Show these ideas to your boss and see how willing she is to replace cubicles, tables, and chairs with tiwsty slides, colorful tunnels, and bouncy trampolines.  Even if she's opposed, I'm sure she'll get a kick out of it. 

Looking for other creative ideas for your company? Check out our library of soft-skills training. You'll never know what you may come across...

When you hear talent, you probably associate the term with American Idol, the Olympics, or the Oscars.  Let's talk about talent in the workplace.  You know, the thing that initially got you hired.  

Talent is high in demand.  Manpower recently documented that 52% of American companies are struggling to fill open positions.  Why?  They're looking for individuals with specific credentials and proven performance.  Where do these credentials and performance come from?  You're probably thinking tuition dollars -- but more importantly, your credentials and performance come from…..your talent.  Talent is your natural, innate ability, your personal aptitude –something you just have.   

Ideally, individuals consider their natural ability and interest level when choosing an occupation.  For example, if you enjoy writing (which I obviously do) and believe you are decent at it, pursue a career in which you will maximize your writing abilities.    That's where talent in the workplace comes into play.  Recognize your natural abilities, sharpen your skills (through education and/or experience), and contribute to your organization with the proficiencies only you can provide.   

That's truly what you as managers look for -- natural talent.  However,   there is a perpetual battle in the workplace (primarily among trainers and managers) known as the TALENT VS. POTENTIAL battle.  While talent is the natural ability to do and perform, potential refers to the possibility of doing and performing an even greater job function – but the abilities are not quite there.    Potential requires training, coaching, and development.  Potential refers to the future.  Talent is in the present – it's what you already bring to the table.  Potential can be enticing in managers' eyes because they may want to mold the individual and his/her talent into a different, perhaps larger role.  Although potential is exciting and can generate positive performance in the future, a talented individual is one who demonstrates both high performance and high potential.  Bottom line, the talent has to be in place before the potential. 

So – what's your talent?  Why were you hired?  Did your hiring manager recognize a spark within you – a void that couldn't be filled by another? And do you look for that same spark in your subordinates? Whether you developed your abilities through your education or your previous experience, there's no doubt your abilities originated from a natural, innate place.  It's your responsibility to contribute to your company by utilizing your strengths and your talents and the same holds true for those beneath you.  If you do so – you may will be rewarded for your talents, or perhaps recognized for greater potential. 

Just remember, our workforce is seeking talented individuals – ones who come with those initial abilities to get the job done.  Your personal abilities contribute to your company in a way that no other can.  So bring forth your talent – Remember why you were hired in the first place – by demonstrating your value and your uniqueness, and ultimately, your continuous potential. 

The term corporate culture is highly used, but not easily defined.  In simple terms, corporate culture means “the way things are done around here”.  On a deeper level, corporate culture refers to a set of values, beliefs, and behaviors shared by a group that steers the values and actions of the specific organization. 

What do you think of when you hear “corporate culture”?  Which corporation stands out as the beacon of “cultural perfection”?  And how do you measure the success of a corporate culture?

Let's answer these questions in reverse order.  A successful corporate culture is one that is easily definable, evident through the employees, the establishment, and the product, and one that generates a consistently positive response.  If you feel a certain comfort when you walk into a store, experience exceptional results from a product, or have a memorable interaction with an employee – you've experienced corporate culture at its best.    It's the way the company makes you feel – through its people, through its products, and through its actions. 

Let's think of some examples.  One company I immediately think of when I hear “corporate culture” is Starbucks.  The revolutionary coffeehouse has taken great strides throughout the years to maintain the small-company atmosphere despite its explosive rate of expansion.  Ever order a Starbucks coffee?  I'm sure you have.  The baristas are known for their personable interactions with their customers and their ability to sell more than coffee, but a comforting and uplifting experience.   According to a 2005 Workforce article, the most loyal of its regulars return for their lattes and Frappuccinos 18 times a month.  Why? Because of the corporate culture.  So does a thriving corporate culture equal profit and performance?  Absolutely.

Take a moment to reflect on your company's corporate culture.  What are your company's values and mission?  Who are you as a company…..and where do YOU fit in?  More importantly, is your company taking the appropriate strides to practice those values and accomplish that mission?  How do you want to make your customers feel? And what tools do you need to generate that positive feeling?

These important issues can be resolved with one term – corporate culture.  Once your company's culture is planned, defined, nurtured, and established – use it, be it, own it.   It's the best way to stand out. 

If you're looking to be effective and make your company memorable – impress the world with your corporate culture, or “the way things are done around here”.  Let everyone know what your company does through your values, beliefs, and behaviors.  Remember, actions speak louder than words.