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Vanessa Gennarelli
Works at Peer 2 Peer University
Attends Harvard University
211 followers|27,048 views
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The times, they are appreciably not a-changin’
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Vanessa Gennarelli

HR + Recruiting  - 
 
"What held them back from applying was not a mistaken perception about themselves, but a mistaken perception about the hiring process."

http://blogs.hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified/
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Vanessa Gennarelli

#TChat Events  - 
 
Look at that--the #Tchat  community is a bunch of change-makers--50% of you would elect to contract leadership to change a sour company culture. 
+Meghan M. Biro +Emilie Mecklenborg +Kevin W. Grossman +Cynthia Trivella 
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If you're interested in space design / workspace interaction, the rise of "pop-up" structures have some pretty interesting implications for coworking, retreats, and collaborative creation 

http://www.psfk.com/2014/08/short-term-architecture-housing-pop-up.html?utm_content=buffer552a9&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer#!bGX2Km
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Many companies today are going the way of portable workspaces and a concierge type environment which really speaks to the mobile workforce we are quickly becoming. 
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Something I need to be told time and again: take constructive criticism slowly: 
"Evaluate it, slowly. Just as you shouldn’t summarily reject feedback, you shouldn’t automatically accept it either. Get in the practice of evaluating the feedback slowly. Chew on it for a day or more."

http://www.forbes.com/sites/kevinkruse/2014/08/12/how-to-receive-feedback-and-criticism/
How can you take the sting out of feedback, and use it grow and get closer to achieving your full potential? Constructive criticism is an important ingredient for personal and professional development and for strengthening relationships. Whether it’s from your boss, a mentor, an executive coach, or even from anonymous surveys, [...]
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When I think about crafting a diverse pipeline, seeing diversity in role models / senior positions / all departments helps people visualize themselves in those roles. 

"Research has found that observing individuals engaged in nontraditional 
careers is the number one way to foster student interest in those careers."

http://icte.us/ctec/files/2013/01/PipelineProject.pdf
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Makes sense. See it. Be it. 
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Have her in circles
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Came across this post from +Shane Snow on losing employees. We're trying to put together "alliances" to help staffers use their time at P2PU to achieve their goals and help the organization at once. What's your reaction and strategy towards employees who want to start their own thing? https://www.linkedin.com/pulse/article/20140901130739-7374576-the-one-reason-for-quitting-i-ll-never-be-mad-about
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Vanessa Gennarelli

#TChat Events  - 
 
#TChat  Community Poll: How do you use your personal learning network? 

+Cynthia Trivella +Meghan M. Biro +Kevin W. Grossman +Emily Giorgione 
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+Lori Anding King g :)

Something I think about a lot is the structure of comments in a learning network. I think that's one of the reasons Twitter is so powerful is that it's many:many versus one:one--people can engage right away and will get help & responses. Downsides: it's hard to find your crew off the bat, that takes some time. But it's time well spent. 
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Caught this gem from +Meghan M. Biro earlier today: ""One of the biggest pieces to retaining women in the workforce is thinking of them as individuals," 

http://www.fastcompany.com/3033629/second-shift/how-to-build-a-feminist-workplace?utm_content=buffer0bdfe&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer#8
These companies adapt to the needs of women, so employees aren't required to lean in too far.
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What I really like about the article is the emphasis on flexibility versus absolute, macro-level "policies"--sees the workplace as full of individuals. 
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Measure what you value, and value what you measure. Let's be open about what we're measuring--and how we got there. 

If it’s a “secret sauce” algorithm on the other hand, what’s our option for public discourse on it? Where is our opportunity to examine it for racial bias, for bias against part-time students, or even for general error?

http://hapgood.us/2014/07/11/no-more-secret-sauce-analytics/
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Beyond diversity, only seeking out senior talent is a problem because it reflects negatively on the company’s view of its employees.

Companies value profits over people.

When a company is only willing to hire established, skilled, and senior-level talent, it’s an indicator that they value their profits over the people that help to generate them.
It’s a pretty good time to be an engineer, but it’s an even better time to be a senior engineer. In the economy of engineering jobs, there’s an increasing demand for senior talent, but no one is working to increase the supply... | Liz Abinante | Not a booth babe. Software engineer with a passion for maxi dresses and sweet, sweet feminism.
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People
Have her in circles
211 people
Brian Plummer's profile photo
Adam Scheele's profile photo
Piotr Boulangé's profile photo
Brylie Oxley's profile photo
Ingrid Gustafson's profile photo
charles clark's profile photo
Jason Haas's profile photo
Skip Zalneraitis's profile photo
Lilian Mahoukou's profile photo
Work
Occupation
I build learning communities on the web. OG @P2PU, building future of work with #TChat
Employment
  • Peer 2 Peer University
    Learning Lead, present
  • TalentCulture
    Community Strategist, 2014
  • Flat World Knowledge
    Editor, 6 - 2012
  • Pearson Education
    Product Manager, 9 - 1
Basic Information
Gender
Female
Story
Tagline
I building learning communities on the web.
Introduction
Open. Learning. Together.

Education
  • Harvard University
    Instructional Technology, 7 - present
  • Grinnell College
    English/Women's Studies, 7 - 4
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