Dr Crissa Sumner

Is your organisation unsure of your obligations regarding the proactive management of harmful workplace behaviour? If so, here's 6 suggestions...

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Ever wondered how to truly drive meaningful change in your organisation? By adopting a shared decision-making framework, you can involve people with lived experience at the strategic level, engage stakeholders to enhance programs, and co-create personalised support. #shareddecisionmaking #codesign #organisationalchange

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Life changing training should be affordable for everyone. We're offering our flagship Psychologically Safe Feedback training for $50 per person. This is live and interactive - not access to a recorded session. This session explores the essentials of feedback within the framework of psychological safety. Learn what psychological safety means, and how to enhance feedback skills for better communication. Gain practical strategies for establishing psychological safety around feedback, ensuring your ability to find value in critical feedback, and how to give feedback to others without putting them on the defensive. Sign up here! https://lnkd.in/gS3qyD9n To make it even more accessible - we have funds available to use as scholarships. Many thanks to our generous donors for making that possible! Use the link below to apply. https://lnkd.in/gyvZ7un4 Can't join us for this one? Help us get the word out by liking, commenting and reposting! #PsychologicalSafety #FeedBack #InclusiveAgile

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How is AI transforming HR processes? 🤖✨ In the latest episode of "The Spotlight Series - Don't Just Survive, Thrive" and the first episode of the new segment called "Insights from Ladies Leading Tech", I had the pleasure of chatting with Ceri Jury, a seasoned HR leader and founder of Advancer.ai. With over 20 years of experience in leadership, change management and workforce development, Ceri is now at the forefront of HR innovation, helping businesses leverage AI to tackle their HR challenges. 🤖✨ We dive deep into her journey from corporate HR roles to building Australia’s first AI-powered HR advice platform. Advancer’s AI co-pilot streamlines repetitive HR tasks, enabling professionals to focus on leadership, strategy and high-level problem-solving. 📊 Here are some of the highlights from this episode: 🔑 The challenges of transitioning from corporate life to tech startup. 🚀 How AI is transforming HR by providing instant assistance on compliance and workforce management. 💡 How Ceri has navigated the hurdles of being a woman founder in the tech space, building networks and seeking mentorship to drive success. 👩‍💻 The future of AI in HR and how Advancer is committed to ethical AI development, ensuring data security and cultural relevance. 🌈 Ceri’s passion for diversity and inclusion, and how startups can foster innovation by embracing diverse teams. Ceri’s vision is bold and inspiring, and her journey offers incredible insights in the future of HR and leadership in tech. To discover more about the role AI can play in HR, listen to the full episode via the link in the comments. Ceri also offers listeners an exclusive 50% discount on Advancer’s AI package using the code "podcast" 🎧 #ArtificialIntelligence #AIinHR #WomenInTech #HRInnovation #TechStartups

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"The future isn't about unbossing; 😅 it's about rebossing ourselves with skills and qualities that technology can't replicate," writes Australia's leading expert on middle management, Rebecca Houghton. 💡 In her article 'Unbossing the Workplace: Navigating the Future for Middle Managers', Rebecca shares that layoffs of managers and above in the US have increased significantly since 2018. A trend spreading globally on the back of promising AI capability to take over control and administration tasks. 🤖😮 Any thread also presents an opportunity for the middle to level up on the very human skills that keep putting AI into the corner. 📵😅 Read the full article here: 🔗 📰https://lnkd.in/eFd99rXn If this is something you are ready to invest in, let's have a conversation. 📧 #unbossing #futureleaders #AIcapabilities #middlemanagers

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For years I've been creating and running in-person and virtual leadership development experiences, and I've always found ways to maximise engagement and practical application of the LX or development series. In each setting, I've always aimed for a rough ~30:70 split of prepared content [e.g. academia, decks and multimedia] to group story telling, discussions, breakout activities and testing of concepts and application. One of the things that I'm currently experimenting with is replacing this style of LX with coaching / mentoring circles, as a new preferred medium for social learning and professional knowledge exchange. In advance of each session, attendees receive a summary of the session theme, a small drop of self-paced resources to review [e.g. 1-pagers, videos, eLearning paths, etc], and a couple of pre-session challenges. Following each session, they receive a summary of themes discussed [incl. any gold nuggets] and a series of additional challenges to apply learnings and test new approaches to resolve the challenges at hand. This is what I'm observing and loving so far: 🎯 Remaining within the boundaries of the session theme, the circle goes where it needs to go. Attendees are very much in the driver's seat. 🎯 Peer learning and interactivity are the natural settings. Attendees benefit from the experiences of an entire room, rather than the knowledge base of n=1. 🎯 As the facilitator I get to enjoy setting the tone and spending my time listening actively, reflecting themes, probing interesting points, and only revisit 'academic elements' when it helps maintain alignment. 🎯 It has the potential to better scale knowledge and experience sharing. Attendees identify sources of peer support in each session - people they can turn to when they're stuck day-day, and in the flows of work. 🎯 Finally, accountability for learning and growth remains much more in the hands of the individual learner, where it belongs. 📸 Image credit: Mio Blog

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A New Era of Talent Engagement One to one networking is helping to cultivate more inclusive and human-centric environments where talent from all backgrounds can genuinely flourish. By prioritising meaningful connections and purposeful conversations, organisations can tap into a broader pool of exceptional professionals, enabling these individuals to showcase their skills authentically and without pressure. This approach not only enhances communication and leadership capabilities but also focuses on the power of human connection in an era increasingly dominated by technology. #inclusion #DiverseTalentNetworks #humanresources

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Many of you will know that I am already Chairman of Inspiring Workplaces because I am passionate about its Purpose of helping organisations to succeed by putting their people first. I'm delighted to announce that I am now Principal Consultant in the new Inspiring Workplaces Consulting arm. https://lnkd.in/gH5g7-wt   My specific goal as Principal Consultant is to help businesses find solutions to their biggest people-related problems by using our new PeopleFirst Matrix diagnostic. Much like BCG's Growth Share Matrix helps companies decide how to prioritize their different businesses, our PeopleFirst Matrix helps business leaders prioritise where to invest in their people.    Smart leaders know that if they put the people first they will achieve sustainable success and outperform companies who do not. But they are bombarded with a myriad of things to do from wellness programmes to technology platforms. Using our diagnostic pinpoints exactly where to prioritise action. It will save huge amounts of wasted time, effort and money by enabling organisations to identify exactly where to focus their effort.   Send me a message if you'd like to unlock the true potential of your business. #PeopleFirst #prioritisation #employeeengagement #belief #belong #inspiringleaders

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I've already read Learning Metrics by Ajay M. Pangarkar, CTDP, FCPA, FCMA and also highly recommend it. I have read other books about measurement in talent development, but now I have a better grasp of learning metrics because of this book. Read the review below. Cathy Hoy explains the book's value better than me.

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Do your organisation's managers need to get better at sharing feedback? New AI tools are emerging on the scene that simulate immersive and realistic environments to help leaders practise feedback giving in a psychologically safe environment. Having piloted one of these tools at QS Quacquarelli Symonds, Dr Hannah Gore, Head of People at the company, shares guidance on integrating these technologies. A few key takeaways: 👉 Start small, with a pilot programme 👉 Engage stakeholders early on 👉Establish clear metrics to assess the platform's impact Get the full lowdown here > https://lnkd.in/d_raJnEa #artificialintelligence #manager #feedback #technology #learninganddevelopment

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The early career transition can be both exciting and daunting, and it is essential to create a supportive workplace culture that prioritises the psychological health and safety of graduates. Psychosocial hazards, such as excessive workloads, unrealistic expectations, and a lack of support can significantly impact the mental health and wellbeing of early career workers. “It’s important to remember that not only are young workers vulnerable to these factors, but they are often exposed to more than one at a time, and that only amplifies their risk of mental injury or illness,” says Dr Sarah Cotton. Read more for strategies to support early career mental health and wellbeing. #EarlyCareer #MentalHealthAndWellbeing

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How do you foster a culture where employees feel secure to share ideas, take risks, and collaborate without fear? Enhance team performance and innovation by prioritising psychological safety. Learn more: https://bit.ly/3X6Xoor #psychologicalsafety #TeamDevelopment #Leadership

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What amazes me is that this article misses an excellent opportunity to address workplace bullying effectively. 1) Organizational structure needs to change to reduce or mitigate workplace bullying. HR is just part of the system. 2) The mistrust towards HR is not at all surprising. Much research has been done on workplace bullying, citing the mistrust of HR. So why state the obvious? 3) Apart from the first research, it would be nice if the author provided more relevant research. This results in an article that says little. 4) Having better expert commentators for the article can help to bring awareness to workplace bullying. #evidencebased #workplacebullying

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🆕How supervisors nurture talent in organisations Organisations grow when they effectively motivate, allocate, and nurture their workforce. Both academics and practitioners agree on a key point: frontline supervisors are vital to getting “middle management right” by aligning an organisation’s people with its goals. Today on VoxDev, Ritwika Sen (Ludwig-Maximilians-Universität München) answers the question of how—and to what extent—do supervisors impact worker performance by examining the findings of her field study in Uganda: https://lnkd.in/ey66RRaA

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Ritwika Sen shares findings from recent field experiment she conducted within a data collection firm in Uganda. 💡 Supervisors can nurture talent within organisations by passing on tacit production knowledge that improves workers’ performance. Evidence from Uganda shows that investments in supervisors as coaches can be a cost-effective way to boost worker productivity. Read the full column here: https://lnkd.in/ey66RRaA

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Emergenetics workshops reveal individual thinking and behavioural preferences through experiential and interactive learning. Our workshops provide participants with valuable insights and knowledge to help increase individual and team performance 👇👀 Let's chat about how your team members can gain the same benefits: https://bit.ly/3yhTzC9 #PsychometricProfiling #Training #LearningAndDevelopment

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Investing in coaching technologies can reduce costs and increase the impact of learning. There are many things to consider when assessing coaching technologies including costs, impact and ease of use. Read some of the reasons to consider investing in a coaching platform here: https://lnkd.in/gtC5MQCQ #coaching #learninganddevelopment #hr

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