Cassie Monahan

Building a strong, data-driven HR function requires HR leaders to cultivate data analysts, consultants and decision enablers within their own teams. An expert provides a breakdown of how HR leaders can develop these capabilities to leverage employee data to its maximum potential.

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Compassionate accountability fosters a balanced environment where teams are both supported and challenged to meet their goals. With a thoughtful approach, leaders can maintain high standards without sacrificing trust or morale. Learn how to implement accountability with care in your organisation. 🔗https://lnkd.in/gnpqhyAn #TeamLeadership #CompassionateManagement #WorkplaceSuccess

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Do you have a Capability Framework? If not, AHRI has a Capability Framework that you can adopt that defines capabilities, skills, knowledge and behaviours to deliver employee experience and drive strong organisations. A Capability Framework also defines accountability...another tool in your organisation toolkit! https://lnkd.in/gEZ8y9wi

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Tips to help HR focus on big-picture work When HR is stuck in firefighting mode, important strategic and big-picture initiatives can fall by the wayside. Tips for HR practitioners to pull themselves out of the weeds of work and shift into proactive forward-planning mode. #organisationenablement #strategicHR

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We’ve all heard the corporate quotes about workplace culture “Culture is how things are done around here”, “Culture is the actions and behaviours you walk past” While true, in essence your culture is leadership, systems and capability. It’s the people you recruit and the people you let go. It’s what you reward and what you let slide. It’s how you deal with the brilliant jerks. So to get to the heart of what fuels your culture we are looking at you. We are looking at what you let slide. We are looking at how you speak to, and treat your people. We are looking at what employees feel they need to do in order to survive in your organisation. Keep reading at the link https://lnkd.in/grGu_nNx

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Australia’s new right to disconnect, effective later this month, marks a significant shift in workplace culture. This provision allows employees to refuse out-of-hours contact from their employers, reinforcing the importance of maintaining work-life boundaries. As we move forward, it's crucial for businesses and employees alike to embrace this change, ensuring that everyone’s time is respected. This is a positive step towards creating healthier, more balanced work environments across the country. #WorkLifeBalance #EmployeeWellbeing #FairWorkAustralia #RightToDisconnect

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🌏HR Leaders: Architects of Culture in a Changing World 🌍 As businesses navigate hybrid work models, AI integration, and economic uncertainty, HR leaders are more crucial than ever. HR isn’t just about policies; it’s about building resilient, innovative teams that thrive in times of fast and constant change. At Leadership Collective Australia, we are dedicated to equipping HR leaders with the tools and strategies to drive growth, and innovation and foster exceptional workplace cultures.   📌 What’s your HR team's biggest challenge in today’s evolving workplace? #HRLeadership #WorkplaceCulture #FutureOfWork #ResilientTeams #HRStrategy  

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New Podcast EP! Listen if you are already overwhelmed or want to avoid overwhelm on your road to your next HR role. The 3 common areas that cause overwhelm during your career pivot: 1. Picking the wrong role I cover why people end up picking the wrong role and what to look out for. 2. Navigating a mixed bag of advice I share the dangers of trying to piece together advice from mentors who mean well, but have not gotten deep enough to know what makes sense for your journey 3. Winging it I share what happens when you don't know where to spend your time. And provide you the framework I share with my clients. You don't want to start your next role burned out. or worse give up on your dream role! Link in the comments!

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The Path is a Capability Framework designed by NZ HR professionals for NZ HR practitioners of the future. The Path consists of three elements which together, outline what excellence in HR looks like over a number of different levels from a basic delivery level, through to a strategic and governance level. These three elements are: 🔹The Core Capabilities, 6 elements that sit at the heart of the framework and capture the essence of good HR practice, 🔹The Capability Levels, which outline different levels that an HR practitioner can operate in across their roles and in their careers, and 🔹The Domains of Knowledge, which represent the different specialist areas of HR. Find out more about The Path here: https://lnkd.in/ddumJJ_5 #HRNZ #HR #peoplepoweredsuccess #thepath #capabilityframework

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A fun Friday exercise. What does your workplace value? Not the values that are displayed on the foyer wall (something about people?)...but what does it *actually* value? Consider what gets rewarded, who gets rewarded, what carries weight in your colleague conversations. “I’m so busy”. “I pulled an all-nighter”. “I don’t make the rules”. “Been asked by [name]”. Perhaps it's busyness...closing the deal...fitting in...making the tea...being thrifty...client happiness...laughing at the boss’s jokes...working during holidays? Imagine these things on your foyer wall and consider two things: 1. What have you learnt about how to succeed in this context? 2. What role do you want to play perpetuating or evolving these values? #culture #values #organisationaldevelopment #leadership #eliteperformance

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I'm curious about work and this idea of workism. I love my job - I work for an organisation that helps others, I lead a phenomenal team and hearing from those we serve about how their careers have changed because of LHH is gratifying. Here's the thing - I've not worked in an office 5 days a week since 2016. I used to travel to see clients, see my team at LHH HQ once every couple of weeks and make the most of my working week. There are some jobs where you clearly have to be at a fixed location but organisations are challenged by employees on this now. This article discusses the idea of quiet-quitting - what are you seeing in your organisations?

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Is RETENTION a priority for your organisation? If yes, then I encourage you to reflect on your current parental leave processes to ensure parents returning to your workplace after an extended period of leave are supported. https://lnkd.in/gBEUFycX When asked what employers could do to improve their satisfaction at work, more than half (54%) of women who were polled said that employers could ask what support they needed. If this is an area that you feel your business needs support, please reach out for a free consultation to discuss whether my 4 Part Parental Leave Program is suitable for your team.

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A potential client asked me a great question last week - She shared that the Leadership Lift program sounded great but that she'd love to know more about 'why Jane' when she sells this leadership program to her c-suite. She asked 'What is it about you? What does Jane bring to this that someone else won't?'. I don't think anyone has ever asked me this question before. There were a few things I could share - First, they're in the financial industry and I've worked in HR in that industry before so I understand some of the dynamics, challenges and can speak their language. But when I gave it more thought, I narrowed in on two things I could share with her that makes me a bit different: 1. I take a fresh approach to leadership development that considers the current landscape of workplaces and how the expectations of employees are continuing to evolve. We're digging into what is needed from leaders today and what skills and practices leaders need to build going forward to respond to the evolving talent market and evolving expectations around how we balance performance and well-being in the workplace. 2. My goal is to bring a real spark to new and seasoned leaders that gives them the momentum to start being more intentional about the how they lead and try some new practices and strategies. I endeavour to spark a real mindset shift around how they lead, how they connect with their team and how they drive their vision forward. My favourite thing to hear from past attendees is when they share that the leadership training has left them feeling energized and motivated to move forward and take ownership of their leadership journey. So thank you to this potential client for helping me reflect and clarify the 'why me' question! Feel free to share in the comments your 'why you' answer. What makes you different or unique? #leadership #leadershipdevelopment #humanresources *Also shout out to the QNET Manitoba headshot lounge at the conference a few weeks ago for this pic! Thanks Patricia Chartier Photography.

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If you missed Harrisons' HR Mini Conference, this webinar is the next best thing to get across legislation changes coming into play this month!

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How are you going? We're into the new financial year, plans are being made, budgets allocated. Is it time that you developed (or reviewed and updated) a Strategic Attraction and Retention Plan? Call me to discuss how you can work from the Government's industry development plan for your industry (like the "Shaping the Future" 10 year plan for the early childhood education sector) and your organisation's own strategic plan - to create a workable, manageable strategic attraction and retention plan. We can review your attraction strategies, diversity initiatives, data sets and recruitment methodology. We can work on your Employer Branding and culture. We can look at what attracts and retains people in your industry and what you need to do to master attracting real talent - and retaining it. Lets meet up in July to discuss your needs so I can send you a proposal to help you. No obligation first meeting - call me! See what others say about how I have helped them develop their strategic attraction and retention plan here: https://lnkd.in/ggag8XbZ #attraction #retention #ShapingtheFuture #earlychildhood #recruitment

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In episode (054), we dive into the heated debate around working from home and why it’s not the workplace revolution many believe it to be. With big companies like Amazon and Tabcorp mandating a return to the office, I break down the data that shows declining productivity and engagement, despite the loud voices pushing for remote work. I challenge the common narratives, highlighting the disconnect between employee perceptions and real-world business needs and KPMG reveals that 82% of Global CEOs expect a full return to the office within the next three. What does this mean for the future of work? EPISODE CORRECTION: I misspeak when stating "82% of Australian CEOs" intend a return to office within 3 years - The KPMG Report refers to 82% of Global CEOs - not Australian CEOs. Listen/Watch the full episode: Spotify: https://lnkd.in/grGWaJ9n Apple: https://lnkd.in/gbzb_ATe #TheHRCartelPodcast #WorkFromHome #RemoteWork

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I've been speaking to many highly impressive People & Culture Leaders recently, and I've noticed a common trait that sets them apart. It's their ability to contribute to big picture, goal-aligned strategy, never losing that people lens, combined with a deep understanding of every level of business operations. There are no ivory towers here. These leaders know how to support the implementation of strategy in a truly consultative, practical manner. They are present throughout the business, empowering leaders and teams to move their organisations toward success. This article by Clare Murphy resonated with me and describes why having HR responsible for multiple aspects of the work ecosystem and putting people at the heart of strategy, benefits an organisation. #peopleandculture #momentummakers #futureofwork

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