Tracey McManus

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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📚**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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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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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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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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The time for "transformative action" is now. Industry leaders, particularly Chief People Officers, have a pivotal role in supporting women in middle management. While some companies offer mentorship programs, coaching, flexible work arrangements, and leadership development opportunities, much more needs to be done. I challenge you to go beyond the status quo. Actively champion the advancement of women in middle management through targeted promotions, sponsorship programs, and pay equity initiatives. Create a culture where their voices are heard and their contributions is valued. By investing in their growth and providing opportunities for advancement, you will not only unlock their individual brilliance but also drive organizational success. #WomeninMiddleManagement #CoachLindiweMsiza #Transformleadershipconsulting #BalanceforBrilliance

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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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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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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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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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My husband often teases, 'If you ever need a plant killed, she's your person!' It's true – my green thumb is more of a wilted brown. But it got me thinking about nurturing and growth, especially in the workplace. Just as companies meticulously select the right candidate, they frequently fall short in providing the support needed for their development, much like neglecting a plant's care after bringing it home. Here are five ways companies fail after hiring an employee: 1) Lack of structured onboarding. 2) Inadequate training and guidance. 3) Limited feedback and coaching. 4) Failure to integrate them into the team culture. 5) Ignoring their professional development needs. Don’t invest significant resources into identifying and securing the right candidate. Provide effective onboarding and coaching to ensure that potential blooms into success. #Onboarding #Coaching #EmployeeGrowth"

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🚀 Job Seekers, This Episode is for You! 🚀   In the latest episode of "People in Transition," we welcome Al Lichtenstein, HR Consultant and Career Coach, an HR Consultant and Career Coach, who shares his strategic approach to the job search process. Al offers valuable insights to help you stand out in today's job market:   🔍 **Clarify Your Career Goals:** Use assessments to identify critical skills and find roles that are the best fit for you.   📝 **Craft an Impactful Resume:** Al advises focusing on your achievements rather than just listing job duties—think about how your efforts made a difference.   💡 Addressing Ageism:** Al suggests omitting jobs older than 15–20 years from your work history and capturing them in a separate section.   🤝 **Networking Done Right:** According to Al, networking is more effective than job applications, and he shares his top strategies for success.   🌈 **Stay Positive:** Al emphasizes the importance of resilience in making a difference in your job search journey.   📢 Tune in to this value-packed episode for actionable tips from Al that can transform your job search experience. 🎧    #CareerTransition #JobSearch #Podcast #PeopleInTransition #ProfessionalGrowth #Recruiting #Interviewing #AI https://lnkd.in/gat7FUw7

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Calling all HR Professionals! As you wind down this year, plan to attend Canadian HR Academy's 3rd Biennial National Talent Management Summit on Friday December 6, 2024 from 12pm to 4:30pm ET. Kindly save the date. Our theme for this year is 'HR Tech is the Way Forward: Embrace It And Thrive!' We are pleased to announce that this year's National Talent Management Summit will be available to everyone on a complimentary basis. Spread the word far and wide that all are welcome! FREE of charge. To register, simply send a message to me through LinkedIn. As in years past, this is a live-virtual event with conference tracks each of which is supported by a moderated panel. The event runs over the lunch hour so stop in for the first hour and stay for longer, if you can. We have built this opportunity for you and around your schedule. This year's topics of discussion are: Panel 1: The New Talent Acquisition Model: Use Generative AI to Get Your Best Talent Panel 2: HR's Role in Cybersecurity: What You Need to Know Panel 3: 2025 HR Tech Imperatives: The Latest and The Greatest! Panel 4: 3 Key Questions to Ask HR Tech Vendors Before Starting Your AI Procurement Journey This year's summit is a precursor to the launch of Canadian HR Academy's theme for next year which is 'Thrive in 2025' where we roll out our tech suite of course offerings namely: - Fundamentals of AI for HR Professionals - Fundamentals of Cybersecurity for HR Professionals Each of these courses is a pathway that you can use to ladder yourself into our 'HR Tech Leadership Certificate' which is an executive credential. Launching in January 2025! Stay tuned for more. Save the date for the 2024 3rd Biennial National Talent Management Summit on December 6, 2024 from 12pm to 4:30pm ET, more to come. #techisthewayforward #hrai #hrcybersecurity #humanresources #talentmanagement #ctmp #thrivein2025

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Artificial intelligence (AI) is no longer a trend for the future. It’s present, capable, and at the forefront of many organizations’ plans for growth. More importantly, it’s here to stay. As we adjust to the many innovations headed our way, it’s important not to overlook the intersection between technology and the “human touch” — especially in HR. Used correctly, AI could be a powerful tool, working hand-in-hand with informed leaders to gain new insights and streamline team experiences.    As this article highlights, one of AI’s many benefits comes in the form of automating time-consuming or monotonous tasks. This could free up HR leaders to spend more time investing in what truly matters. It also shows promise in employee engagement insights, the hiring and onboarding process, and more. While responsible AI usage is essential, it’s equally important that HR remains educated on these tools, and how best to utilize them where needed.    #AI #ArtificialIntelligence #AIIntheWorkplace #WorkplaceAI #HR #HRLeadership #HRTech 

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What are the biggest mistakes you’ve seen in employee communications? How can companies help managers navigate difficult pay conversations? What are preferred ways of communicating in a corporate setting? These are just a few of the thoughtful questions that I had an opportunity to respond to as a guest speaker in Christina McDowell (Marinchak), Ph.D.’s “Corporate Communications” class at the Cornell Peter and Stephanie Nolan School of Hotel Administration. The overarching takeaway was that your communication, both written and oral, can make or break your success in any professional context whether it’s rolling out a new program or negotiating a business deal. When I reflect on what classes best prepared me for the workplace, I’m reminded of lessons that I learned under inspiring professors like Craig Snow (pictured in the back of this photo) and Amy Newman on topics ranging from surfacing your key points upfront and punctuating effectively to ensuring messages have high skim value. I’m a more confident communicator today because of them. Thank you, Christina, for the enjoyable opportunity to share with your class and for all you’re doing to develop and propel the next generation of hospitality leaders. #employeeengagement #communications #employeecommunication #culture #humanresources

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After providing fractional strategic people operations support to several businesses, including CurrentBody, NADINE MERABI, and Total Negotiation Group, I will soon be available to take on new assignments. If you need assistance with recruitment, HR, or navigating the upcoming employment legislation changes, which will come into force with our new government, feel free to reach out. I would be happy to discuss how I can help. #HR #Recruitment #WorkforcePlanning #EmploymentLegislation #PeopleOperations

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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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