Naomi Titleman

Delighted to be featured in this The Globe and Mail piece on the challenges leaders face with leading teams in a hybrid work environment.   In addition to describing why it’s important for leaders to get comfortable using the communication channels their employees use to share and collaborate, I spoke about why leaders should not treat in-office days as just another work day.   So here's some things leaders should consider implementing on in-office days to maximize the benefits of a hybrid work approach: 📌 Promote collaborative efforts by scheduling team meetings with detailed agendas of issues to discuss for complex problem-solving and brainstorming sessions. 📌Organize training sessions and workshops to help employees develop new skills and to promote shared learning. 📌Offer activities to promote team cohesion and bonding. For example, use these in-office days to celebrate key milestones and to inform the team of progress to date to drive motivation. 📌Support mentoring and other activities that benefit most from in-person contact. 📌Encourage social interactions to combat any feelings of isolation or loneliness that can arise from working remotely. My thanks to Nicole Edwards and The Globe and Mail team for the opportunity to share my perspective on this issue. #leadership #hybridwork #teamwork #collaboration #communication

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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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📚**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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'Hushed Hybrid' working brings up some critical liabilities. If you require employees to be in the office a certain number of days per week, but the policy is not applied evenly, that could favoritism at best and discrimination at worst. Also, if it's a part of policy, it needs to be applied evenly. The author makes a great example: if IT employees are required to be in the office 3 days a week and are punished for not doing so, but sales people come and go as they please, this not only contributes negatively to your culture, it can create legal problems later down the road. Be careful when implementing return to work policies, and make sure there's a good reason people need to be in the office, not just that there is an office. #hybridwork #humanresources #BackToTheOffice

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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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Always learning and building your expertise to better serve our clients. Way to go, Jenn! 🙌 #ICFACTC #ExecutiveLeadership #LeadershipCoaching #TeamCoaching #GroupCoaching #LeadershipDevelopment #LeadershipTeam

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Are you feeling overwhelmed by constant challenges and struggling to keep your team motivated in the face of adversity? In this week's episode of Helping organisations thrive podcast, we tackle the critical issue of leadership resilience head-on. Join me as I welcome Marie-Hélène Pelletier, PhD, MBA to explore the strategic elements of building resilience as a leader. We'll strip it back to basics, defining resilience and strategic resilience, and uncover why a strategic plan is vital for success. Dr. Pelletier guides us through: Where to start when creating a strategic resilience plan. Impactful exercises and practices for building resilience. Key behaviors for successfully executing and maintaining your plan. By the end of this episode, you'll feel inspired and equipped to tackle resilience more strategically, transforming how you lead through challenges. Don't let unpredictability derail your leadership. Tune in and learn how to thrive, not just survive, in today's dynamic business environment. Link to the full episode in the comments below.

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What distinguishes coaching from other problem-solving conversations? A coach will explore what you want to change? Help you describe your Why? Discern your current perspective? Identify assumptions and beliefs limiting your thought process, and the perceived problems you want to resolve. Marcia Reynolds says it well, a coach explores: "the person's perspective to expand their stories so more answers and actions come into view?....Coaching expands the context so people understand the situation beyond what they think they know...the lightbulb pops on as creative insights comes into view." If you haven't explored coaching yet, International Coaching Week is next week and there are several opportunities to learn more about coaching. Here are just two in the Edmonton area: CHOOSE COACHING, ICF Edmonton Chapter Hosted by Kelly Johnson, ICF President & Executive Coach https://lnkd.in/gPTtRrYU Join my 30 minute interview with Haesun Moon Phd, Executive Coach, Communication Expert and Author of Coaching a-z. Haesun invites you into the space of purpose, possibilities and progress. https://lnkd.in/gUgC4exz If you want to 'sample' coaching at any time, feel free to reach out for a complimentary session. It is my passion, and for the first time in several months, I have room on my dance card for two new coaching clients...exciting!

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Navigating the complexities of ethical behavior in non-profit organizations can be a real challenge. When leaders stray from the path of integrity, it not only tarnishes the reputation of a specific organization but also undermines the broader mission that drives the sector. When a non-profit organization's reputation is compromised by unethical practices or poor leadership decisions, the stakes are incredibly high. A tarnished reputation affects not just internal morale but can also alienate supporters, volunteers, and donors. At this point, one must ask: Should non-profit leaders be held to a higher standard of ethics and accountability? The reality is that non-profit organizations cannot afford to be cavalier about ethics. If your organization is committed to upholding the highest ethical standards, consider engaging with specialized HR services tailored to the unique needs of the non-profit sector. For an in-depth exploration of ethical concerns in non-profit organizations, visit: https://lnkd.in/gySyvUKt If you're an organization in the non-profit sector aiming to establish or enhance your ethical guidelines and leadership practices, TSERGAS Human Capital is here to help. Learn more about our tailored HR services for non-profits here: https://lnkd.in/gW_U2Aq9 #hr #humancapital #charity #nonprofit #ethics #accountability #socialgood #philanthropy #EthicalNonprofits #LeadershipAccountability #NonprofitEthics #EthicalOversight #DonorTrust #ReputationManagement #SocialResponsibility 

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Join the conversation with us on this upcoming webinar hosted by Tim Morton with Prompta - AI-Enabled Change Management & Transformation Can't wait!

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Earlier this week, I asked a riddle, and received some great answers! My answer: FEEDBACK! We need it if we're going to realize our potential and understand our impact. We don't get enough - either recognition or developmental feedback. And when we get it (at least the constructive type), we often react negatively. Next week, I'll be sharing a micro-course where we share one simple tool to help you create a culture of feedback - comment below or DM me your email to get free access! In the meantime, here's a taste of why feedback is so challenging. https://lnkd.in/gEwwSz46 #MakeWorkAwesome

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Client relationships in HR have a different quality. We advise, coach, and influence. It's a skill critical to our effectiveness. How do we develop it and what happens when things go wrong? I interviewed Tiffany Castagno, an HR consultant and leader. I sensed she had a gift for building relationships with clients - because she was building a relationship with me so quickly! I could see she has a unique and effective way of balancing professionalism with authenticity. I concluded that we have a lot to learn from her. And I was not wrong. Some thoughts and questions: 🤔What are your intentions towards your clients? She signs emails saying "In your corner." A person can only do this if they mean it and she does. 🕺🏻Showing your human side strengthens relationships and vulnerability is a piece of that. How do you show your human side? 💪You will have to have difficult conversations with good intentions - so considerable courage is required. 🤗 Onboarding a new client is important! There was a lot to learn from Tiffany and you'll smile with her. As I said at the end, she has some magic and I'm so glad she shared it with me! Check out or conversation - links in the comments. #HR #HRpodcast #relationshipbuilding

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"Actions, Not Words" Do actions reveal more than words? This article dives into how behaviour, not rhetoric, uncovers true intentions. Explore leadership, business, and geopolitics through the lens of ends, ways, and means to see how actions define outcomes. What do you think speaks louder: words or actions? Let’s discuss! #ActionsNotWords #Leadership #Strategy #DecisionMaking #geopolitics https://lnkd.in/e-k9NJUu

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Great leadership requires consciously aligning everyone with the organization's values, competencies, and vision. This approach has been instrumental in fostering robust, cohesive leadership and governance teams that drive business outcomes for our International Development clients. In this audiogram, I share insights into how we've leveraged organizational values and competencies to empower leaders and create a culture of excellence in their organizations.👇 #LeadershipEffectiveness #Behaviors #Values #Leadership #SuccessDriven

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

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HR leaders, join the discussion tomorrow for this free podcast-style webinar about Organizational Resilience...we will cover the importance of thriving during disruption and offer tips on how to build and where to get started. If you're tasked with business continuity and crisis planning, you won't want to miss it. Click the link below to learn more. #organizationalresilience #resilience #changemanagement #HRleadership https://lnkd.in/g8UjXF49

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The traditional approach of compensating employees based solely on job titles and tenure is no longer sufficient. Skill-based compensation, also known as pay-for-skills, offers a more nuanced and flexible approach to rewarding employees based on their specific skills and competencies. We explain how leveraging AI can help identify the skills most valuable for businesses and more. #ArtificialIntelligence #FutureofWork #compensation #skills

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