Al Aatif Murji

One of the behaviors of a high performing team is healthy conflict. This is the ability to engage in unfiltered and productive debate. How well does your team engage in conflict? Join us at our upcoming webinar on May 15, Transforming Workplace Conflict, when we will talk about strategies to help you and your team build these skills. To learn more or register, DM me or go to https://lnkd.in/gR7uyMSQ

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📚**Strategic Planning for Next Year: Investing in Continuous Learning and Employee Development** As we prepare for the upcoming fiscal year, it's essential to align our budget with our commitment to continuous learning and employee development. These initiatives are critical for fostering a culture of adaptability and innovation within our organization. **1. Importance of Continuous Learning** Continuous learning is not just a trend; it's a necessity in today’s fast-paced business environment. It enables our workforce to: - **Adapt to Change:** Equip employees with skills to navigate new technologies and processes. - **Drive Innovation:** Encourage creative problem-solving and new ideas that enhance our competitive edge. - **Increase Engagement:** Foster a motivated workforce that feels valued and invested in. **2. Creating Effective Training Programs** To maximize our training investments, we will: - **Assess Training Needs:** Conduct thorough assessments to identify skill gaps and align training with organizational goals. - **Set Clear Objectives:** Establish specific, measurable objectives for each training initiative to track progress and effectiveness. - **Engage Employees:** Utilize interactive training methods, ensuring that learning is both effective and enjoyable. **3. Budget Allocation for Training and Development** As part of our budgeting process, we propose the following allocations to support our employee development initiatives: - **Training Programs:** Allocate funds for workshops, online courses, and certification programs that target identified skill gaps. - **Learning Resources:** Budget for access to e-learning platforms and materials that support continuous learning. - **Partnerships:** Set aside funds for potential partnerships with educational institutions to provide cost-effective training solutions. **4. Evaluating the Impact** We will implement a framework to evaluate the return on investment (ROI) for our training initiatives: - **Performance Metrics:** Track employee performance and retention rates post-training to gauge effectiveness. - **Feedback Mechanisms:** Collect feedback from participants to continuously refine and improve our training offerings. **Conclusion** By strategically linking our budget to continuous learning and employee development, we can ensure that our workforce is equipped to meet future challenges. Investing in these initiatives will not only enhance our team's skills but also drive overall organizational success. #ContinuousLearning #EmployeeDevelopment #TrainingPrograms #Workforce2025 #OrganizationalSuccess #Budgeting #TrainingInvestment #OrganizationalGrowth 📊💼

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Crafting a standout resume as a senior professional involves several key elements. Quantifying achievements with specific metrics provides concrete evidence of one’s capabilities. Highlighting leadership skills goes beyond merely listing job titles and showcases their effective application. Using a professional format ensures readability and emphasizes important information. Integrating personal branding creates a cohesive narrative throughout the resume. Showcasing financial and business impact demonstrates the ability to drive success. Tailoring each section to align with targeted roles and industries enhances the chances of securing a prestigious position. By implementing these strategies, an executive resume convincingly demonstrates suitability for top-tier roles. #PersonalBranding #CareerDevelopment #LeadershipSkills #financialimpact #executiveresume

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Leaders often think they are approachable and when something goes wrong that could have been prevented are often surprised or perplexed about why someone didn’t say something. One answer is that there is a gap in perception that leaders often fail to recognize. Look at all of these examples below! They point to incorrect assumptions and a misalignment between leaders and the experience of their team members. There are so many different factors that impact how a person makes sense of what is happening around them and, in the workplace, it could be level, titles, expertise, previous experiences, to name a few. It doesn’t mean the different perceptions are either right or wrong. They’re just simply different. It also doesn’t mean that we all have to see things the same way (plus that would be so boring.) What it does mean is just because leaders intend to be approachable, doesn’t mean they actually are. It also means that effective leaders will actively seek out different opinions and make discussions comfortable for others to give their honest opinions. Doing this requires a lot less talking and a lot more listening from the leader. It requires being curious and asking good questions and it requires being aware of one’s own response (both verbal and non-verbal) when hearing opinions that are hard to hear. While a team member makes a choice to speak up, or not, that choice will be heavily influenced by a leader’s behavior. The onus to make it comfortable for others to speak up sits squarely with the leader. It’s the team member who is taking the risk and if leaders are sincere in their efforts to make this risk easier to take, it’ll benefit everyone! #leadershipdevelopment #effectiveteams #productivediscussions #effectiveleaders

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All too often, we praise and expect employees to pull all-nighters for some "urgent" report or analysis, or to respond to texts and emails within minutes. But at what cost to the employees' well-being? What aspects of life are they sacrificing for work? I reflect on a quote: "The only people who know how much overtime you do are your kids." What if it was different? What if you worked at a place that respected boundaries? What if you could say "not now"? Thanks to the Cleveland Clinic for sharing this article and providing useful tips on promoting a healthy relationship with work schedules.

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Great Leaders, the truth is, the traditional manager role of directing employees and solving problems is no longer enough. Today, businesses and employees need more. They need managers who can empower, inspire, and coach their teams to achieve great things. When managers embrace the role of coach, something magical happens (and the results are transformative). It not only relieves the constant pressure managers face, reducing personal burnout, but also unlocks huge benefits for employees, the organization, and even your customers. Here are just some of the positive impacts you’ll see when your managers step into the role of coach: ✅ Improved performance: Employees build skills, close gaps, and take ownership of their success, delivering higher-quality work. ✅ Higher engagement: Teams feel supported, motivated, and valued, directly translating to better customer experiences. ✅ Stronger relationships: Coaching fosters trust, open communication, and collaboration, creating a more cohesive team that delivers consistent results. ✅ Greater innovation: Encouraging curiosity and problem-solving sparks creativity, leading to new ideas that benefit customers. ✅ A culture of growth: Coaching drives continuous learning, ensuring your team is always improving and ready to meet evolving customer needs. ✅ Better customer outcomes: When teams perform at their best, customers benefit from exceptional service, innovative solutions, and an overall enhanced experience. Having your managers play the role of coach is a game-changer! By shifting from constantly putting out fires to empowering their teams, managers free themselves to think strategically and build high-performing, thriving teams that “wow” customers and drive lasting business success. Are your managers ready to make the shift and embrace the role of manager as coach? At Top Talent Training, we specialize in building manager capabilities that drive results. Let’s connect to equip your leaders with the tools to unlock the full potential of their teams—and themselves—while delivering real, measurable outcomes for your business and its customers. #TopTalentTraining #ManagerAsCoach #LeadershipDevelopment #HighPerformingTeams #EmployeeEngagement #TeamPerformance #LeadershipSkills #WorkplaceCulture  #CoachingMindset #ManagerEffectiveness #BusinessSuccess #EmployeeExperience #LeadershipGrowth #LeadershipExcellence #OrganizationalSuccess #FutureOfLeadership

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Most employees and leaders know there is no shortage of conflict in the workplace. It is estimated that 85% of employees at all levels experience conflict. One United States study reported that around $359 billion is paid per hour, or 2.8 hours per week is lost due to conflict. What may be most alarming is that over 50% of conflict is unresolved. Workplace conflict is expected. However, employees and leaders’ lack of knowledge and skills to confront it may not be fully understood. Not all conflict is bad; it has many positive benefits when dealt with effectively. https://lnkd.in/gymJQHwQ

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I had a conversation (in which I was the guest) with Andrew Stoute of the Let's Be Diverse Podcast about... discipline! It's a tough topic, but important for many reasons: - Courts rely on a history of discipline to make a decision about your decision!! - It gives employees a chance. It may actually be KINDER than the alternative. Most of my clients don't discipline, but I encourage them to give it more consideration and genuine curiousity. Before making a judgment: - If you have an employee who was once a star, what happened? Did you ask them? - Can the behaviour be turned around? If you say 'no', why are you so sure??? In cases like theft, I will tend towards snap judgments too but most things are not that black and white. Also, if you make too many assumptions or act late, you are not doing your part in creating success. It's tough stuff - I know. But the alternative is tough too. #HR #Discipline #performancemanagement

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Interview Questions to Assess Critical Thinking Skills In today's evolving professional landscape, critical thinking has become one of the most sought-after skills by employers. As organizations navigate the complexities of AI, an overwhelming influx of data, leaner organizations, swift decision-making requirements, and the autonomy brought about by remote work, the ability to think critically and be self-reliant is more valuable than ever. Employers value critical thinking because it signifies an individual's capability to analyze information, solve problems creatively, and make sound decisions. When interviewing candidates, here are five examples of questions you can ask that will help you gauge critical thinking abilities: 1 - Can you describe a situation where you had to tackle a complex problem at work?  What was your approach? This question reveals the candidate's problem-solving process and their approach to handling intricate issues. 2 - What are the top three challenges you believe our industry currently faces, and how would you address them? This inquiry assesses the candidate’s understanding of industry-specific issues and their ability to propose innovative solutions. 3 - Tell me about a time when you had to make a crucial decision with limited information or under time constraints. How did you manage it? This question evaluates how candidates perform under pressure and their decision-making process in uncertain situations. 4 - Describe an instance where your initial solution to a problem didn’t work. How did you adapt your approach? This demonstrates the candidate's resilience, flexibility, and capacity to learn from their experiences. 5 - If you were leading our company, what is one major change you would implement and why? This encourages candidates to think strategically about the organization's future and showcase their visionary thinking. If you’re a candidate on a job search, preparing well-constructed answers to these questions, can better showcase your critical thinking capabilities. As an employer, integrating one or more of these questions into your interview process can help you identify individuals who possess the critical thinking skills necessary to handle issues as they arise, formulate their own solutions and be self-reliant.  Need help tailoring your interview guide to find the best candidates for your available job? I can help you with that, just reach out and book a time to chat: https://lnkd.in/gFsXytFg What are your go-to questions to assess critical thinking during interviews? Share them in the comments below! #Hiring #CriticalThinking #InterviewQuestions #TalentAcquisition #HR

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Why should you focus on Social Impact? Find out in my interview with Gaby Jordan

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Great leaders, when you give your team a clear purpose and ensure everyone understands their role, they’ll see how their work fits into the bigger picture. This isn't just a "nice-to-have" — it’s essential for building a high-performing team. When teams share a vision and understand how their efforts fit into the bigger picture, they stay focused, motivated, and aligned toward a common goal. Helping your team understand why their work matters and what they are responsible for is key to driving better performance. Purpose and clarity not only empower your team but also lead to sustainable success. So, how do you assess if you’ve set your team up for success? Ask yourself these questions: 1. Are your team members clear on your organization’s purpose, and do they understand how their roles contribute to it? 2. How often do you revisit and communicate goals to ensure they align with the larger organizational objectives? 3. Is there clarity around individual responsibilities, or are there overlaps and confusion within the team? 4. How do you empower your team to take ownership of their roles while fostering collaboration and accountability? 5. What steps are you taking to inspire confidence and ensure your team feels capable of executing the vision? If you’re not confident in the answers to these questions, that’s where I come in. I help leaders like you unlock the full potential of their teams by creating clarity, building trust, and driving high performance. Let's connect to explore how I can help your team thrive. #TopTalentTraining #TeamPerformance #LeadershipDevelopment #HighPerformingTeams #PurposeDrivenLeadership #ClarityAndFocus #TeamEffectiveness #LeadershipMatters #TeamSuccess #BuildGreatTeams #LeadWithPurpose #OrganizationalSuccess #LeadershipStrateg #EmpowerTeams #TeamClarity

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Here at TLS, we integrate Deliberately Developmental principles into 21st Century HR. Have a look at this prototype for an "Employee Profile" reimagined. I hate to break it to HR folks, but we'll soon be moving to a strength and weaknesses based approach industry-wide. The strengths-based approach has run its course.

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Great leaders, I don’t know how you’re feeling today. This is a historic day, one of significant change for the United States and the world—and as people leaders, your role is more important than ever. First, know that you are a human being and that it’s okay to feel exactly as you do. Building your personal resilience during times of change is essential, and that includes giving yourself grace during the coming days, weeks, months and years. Take some time to ground yourself and find activities that support your well-being. Second, as leaders, we have an important role to play as we navigate the changes ahead. How you show up—for yourself, your family, and your team—will make a difference. Third, a few things come to mind as I think about how leaders can show up for their teams today and into the future. They include the following: A. Acknowledge how you and your team are feeling and that there will differing opinions about the outcome of the election. Demonstrating empathy during a time like this is an important part of leading through change. B. Recognize and emphasize the importance of showing kindness and respect to everyone on the team (even if there are differing opinions/feelings). C. Keep the team focused on the purpose and mission of the organization (and the work the team is doing to contribute towards these). While there are distractions, your job as a leader is to keep the team focused on their job at hand. D. Provide support resources to the team. Think about what additional support you can provide to your team during this period of change. What are some other helpful tips that you can share about how to lead through a change as significant as this?

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Employees are company lifelines and taking their pulse gives valuable insights into performance and growth. Keeping lines of communication open between management and employees offers fresh perspectives and increases engagement. It's a solution that works for everyone. 

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Bringing diversity to a company is one of my favourite things to do. Companies inject innovation and creativity into their operations using diversity. We’re beginning to see change, but there’s so much more to be done. The whitepaper discussed below gives me hope for more diversity to come.

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This week, I was so fortunate to share my thoughts in discussion with Kira Vermond in the The Globe and Mail around AI and the on the pressing need for HR leaders to quickly advance their knowledge and skills to prepare themselves, their teams and companies for the future of work.   AI is transforming businesses in ways we couldn’t have imagined a few years ago. The feedback I am hearing from many CPOs and CHROs is that they are eager to learn about AI and its potential to fuel how their organizations work, not only for their own HR functions, but across their teams to improve productivity and impact while externally fuelling customer experiences, marketing and sales.   To support our community through this seismic shift, I am excited to announce that the HRPA - Human Resources Professionals Association is launching our first AI course HR Skill UP: Leveraging AI in the Workplace next month. For more information or to sign up click here: https://lnkd.in/gZN36p-Q This novel course is designed for People and Culture leaders and features real-world case studies and insights from leading industry experts. It’s a chance to learn and grow together, and to feel a more prepared for what’s coming, so you can understand the AI landscape, legal and ethical frameworks, Governance, HR use cases, how to help your teams build your AI strategies and policies so that you can innovate, and change how you work, responsibly.   If you’re feeling overwhelmed by all these changes, you’re not alone. This course is a great starting point to understand and harness the power of AI in HR. Let’s take this journey together. Sophisticated enough for leaders, accessible enough for anyone.   Thank you so much to for the feature Globe and Mail, and Kira I really appreciate that you called me for my point of view Read the full article here: https://lnkd.in/gb_tjcqz

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Culture transformation needs to start, as all change initiatives should, with four actions: fostering understanding and conviction, reinforcing changes through formal mechanisms, developing talent and skills, and role modeling. These four factors are critical for changing and then sustaining the mindsets and behaviors that allow for high performance.

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