- Onboarding and hiring temp and contract workers
- Managing a diverse team
- Communicating effectively
- Engaging temp and contract employees
- Getting organizational alignment
- Converting contractors to full-time employees
Skill Level Beginner
- According to a study by Intuit, the rise of the on demand economy is part of the long-term growth trend that predicts 43% of American workers will be independent contractors by 2020. It was just 17% 25 years ago and is 36% today. Managing temporary and contract employees alongside full-time staff can certainly be a challenge. But with these projections, knowing how to effectively lead what many call the gig economy could be beneficial to you in the long-run.
A diverse and permeable team can provide distinct, competitive advantages to your organization. Hi, I'm Jan Rutherford. I entered the U.S Army at age 17 weighing 114 pounds. 18 months later, became an Army Green Beret. I'm an author, coach, facilitator, and lead wilderness expeditions with executives and special operations veterans, all in an effort to help leaders and teams achieve heroic aspirations. In this course, I'll take you through what it takes to effectively lead temporary and contract employees.
I'll share with you the case for bringing temporary and contract workers to your teams, best practices for hiring and onboarding, tips for time management, and the latest work on motivating a blended team. And I'll cover strategies for inclusion that create real and lasting alignment. One thing I learned in the military and in business is that cohesive teams bring out the best in people. Nailing the dynamics of a permeable team will yield a distinct advantage, so watch to learn how to adapt to the new realities of the on demand economy.