Romina Morandini

🌟 𝗜𝘀 𝘁𝗵𝗲 𝗛𝗥𝗕𝗣 𝗠𝗼𝗱𝗲𝗹 𝗥𝗶𝗴𝗵𝘁 𝗳𝗼𝗿 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻? 🌟 In conversations with many of my clients, I often hear about their interest in implementing the HRBP (HR Business Partner) model. Before diving in, I usually pose two critical questions: 1️⃣ Why do you believe it’s the right time to implement this model? 2️⃣ How do you know it’s the right model for you? https://aihr.ac/3ANws3V ← In my latest article, I explore key signs that indicate it might be time to consider the HRBP model for your organization, and I outline essential criteria to assess your readiness. Here’s a sneak peek into the key indicators: • Business complexity and size: Does your organization’s scale demand a more sophisticated HR approach? • Increased demands from business: Are they feeling the pain and expecting more from HR? • Leadership buy-in: Are your leaders committed to a strategic HR transformation? • Investment readiness: Is your organization willing to invest in HR in the short term? • Openness to change: Is your HR team ready to embrace a new way of working? But let’s be realistic—the HRBP model isn’t a one-size-fits-all solution. In the article, I also discuss scenarios where adopting this model might not be ideal: 🚫 Small organizations with limited complexity: Sometimes, a traditional HR model is more practical. 🚫 Leadership culture: Without a leadership culture that wants HR to play a different role, the HRBP model might struggle to gain traction. 🚫 Highly centralized decision-making: The HRBP model thrives on collaboration, which may be hindered in a highly centralized structure that does not allow for collaboration to occur 🚫 Short-term crisis or transformation: Focus on immediate needs may take precedence over long-term HR strategies. If you’re considering the HRBP model, this article will help you weigh the pros and cons based on your unique context. For those who have implemented the model, these criteria also help to see what might still be missing and needs to be addressed to optimize the performance of the model. #HR #HumanResources #HRBP #HRLeadership

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🌏 Exploring Leadership Styles: A Deep Dive into Japanese Corporate Culture 🗾 Insights from Krista Pederson, Anne-Marie Paiement, PhD Hogan Assessments. In Japan, harmony and humility reign supreme. Embracing core cultural concepts like group harmony (wa), private vs public personas (honne and tatemae), and Zen intuition, Japanese leadership styles differ markedly from their Western counterparts. Here's a fascinating look at what sets Japanese leadership apart: 🔄 Lifetime Employment: Many Japanese companies practice shūshin koyō, hiring fresh graduates and nurturing them until retirement. This approach fosters a unique loyalty and provides employees with extensive training and cross-functional experiences, enhancing their skills across various domains. 👔 Unique Leadership Style: Unlike the charismatic and individual-driven leadership often celebrated in the U.S., Japanese leaders thrive on consensus and coordination. The focus? Maintaining peace and group harmony, with less emphasis on personal achievement and more on collective goals. 🔍 Data Insights from Hogan: Since 2013, Hogan's assessments in Japan reveal intriguing patterns: Lower Ambition & Recognition: Japanese leaders generally prefer non-competitive, team-oriented environments, valuing shared decision-making and subtle accomplishments. Flexibility & Modernity: Despite scoring low on the Tradition scale, Japanese leaders embrace progress and are open to new ways of thinking, aligning with the transient nature of Zen culture. 🚧 Challenges Ahead: However, this consensus-driven approach can sometimes hinder decision-making, with leaders potentially over-relying on group agreement and avoiding direct confrontations, which may be perceived as causing disharmony. 🌐 Global Implications: Understanding these distinctive traits can enrich our global leadership strategies, allowing us to better navigate and integrate diverse workplace dynamics. In essence, effective Japanese leaders master the delicate balance of advancing collective goals while fostering individual growth and team harmony. A lesson in leadership that crosses borders and cultures! #GlobalLeadership #WorkCulture #TeamBuilding #BusinessStrategy

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https://lnkd.in/e42MEvrW Our estimates of intelligence predicting job performance were overestimated by about 14 fold, but most people missed the big finding. This is in the abstract: "This drop in correlations appears due to the filtering effects of increased education, both due to the demands of the knowledge economy and credentialism, where organizations are using college or university degrees as a proxy for GMA. Credentialism is an incredibly inefficient form of GMA assessment, suggesting an urgent societal need to incorporate selection fundamentals more broadly." Those two sentences cost the US about three trillion dollars, give or take a trillion, annually. Forcing people to take four years of college debt instead of a one hour IQ test is pretty hefty price to avoid appearances of adverse impact.

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Coaching. So often discussed, and so often bungled by leaders. Some don't recognize the importance of coaching, while others try but struggle to deliver it effectively. No surprise there because coaching is nuanced, and often counterintuitive. Coaching is a complex skill that pays huge dividends when mastered; but first, leaders have to decide that it's important enough. Our research suggests that large proportions of leaders choose otherwise, and at great cost. In a moment when coaching is becoming more important than ever, coaching cultures are withering, leaving employees starving for guidance. Join the conversation on the importance of manager coaching in reducing turnover risk. DDI | Development Dimensions International's latest analysis sheds light on the critical role of coaching in employee retention. #CoachingCulture

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🌍 𝗪𝗵𝘆 𝗚𝗹𝗼𝗯𝗮𝗹 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝗳𝗼𝗿 𝘁𝗼𝗱𝗮𝘆'𝘀 𝗛𝗥 𝗟𝗲𝗮𝗱𝗲𝗿𝘀... Success in HR leadership isn't confined to expertise within the department—it's about broad, global engagement. The most effective CHROs and CPOs I've encountered don't just operate within HR; they integrate their efforts across multiple business units and cultures. Global experience is more than a nice-to-have; it's a cornerstone of effective leadership. By working across continents and navigating diverse cultural landscapes, leaders develop a nuanced understanding of global dynamics. This exposure is crucial in shaping strategies that resonate on a worldwide scale. 🛠️ The toolkit of a successful CHRO/CPO includes: ↳ 𝗗𝗲𝗲𝗽 𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 ↳ 𝗢𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗽𝗿𝗼𝘄𝗲𝘀𝘀 ↳ 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗮𝗰𝘂𝗺𝗲𝗻 When these elements combine, the speed and effectiveness with which a leader can implement changes and drive progress are unparalleled. Being globally minded allows HR leaders to not only define strategies but to deploy them effectively, ensuring relevance and impact across diverse operational landscapes. In today's interconnected world, the ability to think globally and act locally is not just advantageous—it's essential to making a meaningful difference. 🔄 Reshare this post to empower your network with global HR strategies and leadership insights. 📺 Watch a short clip from our latest podcast with Floor van Griensven below 👇 🔥 Up next: "How to Unlock Team Resilience in the AI Era" with Harvard Business Publishing CHRO 🚨 Don't miss this episode and all the new ones coming out 𝗲𝘃𝗲𝗿𝘆 𝗧𝘂𝗲𝘀𝗱𝗮𝘆 𝗮𝗻𝗱 𝗧𝗵𝘂𝗿𝘀𝗱𝗮𝘆 𝗮𝘁 𝟵𝗮𝗺 𝗣𝗦𝗧 / 𝟭𝟮𝗽𝗺 𝗘𝗦𝗧 / 𝟱𝗽𝗺 𝗕𝗦𝗧. Subscribe to our newsletter here: https://lnkd.in/eBRammV7

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Too many talent leaders are not sufficiently involved in their organization's overall strategic planning, describing the relationship as ‘transactional’. How can you enable transformation to become a truly strategic partner to your organization? Explore the answers with AMS and The Josh Bersin Company. #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing

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The "Cash Cow" Dilemma: When Companies Choose Profits Over People An insightful conversation with a student today made me reflect on the complexities of HR's role in compensation strategy. The question was straightforward yet profound: "What can HR do when company leadership resists benchmarking salaries against market rates?" As HR professionals, we often build business cases showing how the cost of salary increases pales in comparison to the expense of talent loss. We present data on replacement costs, knowledge drain, and productivity impacts. But here's the thought-provoking part: This argument only resonates when a company is genuinely invested in growth and talent retention. What about scenarios where this isn't the priority? Enter the "cash cow" strategy - where investors choose to "milk the cow without feeding it." It's a deliberate approach to maximize short-term profits while minimizing investment, including in human capital. For HR professionals finding themselves in this situation, here are three strategic approaches I've seen work: 🟡 Focus on zero-cost engagement initiatives: Focus on flexibility, recognition, and development opportunities 🟡 Maintain transparent communication: Be honest about company strategy while highlighting the total value proposition 🟡 Document everything: Document turnover costs and market gaps - this data will be invaluable later This creates an ethical and professional dilemma for HR leaders. How do we navigate our responsibility to both the organization and its people when these interests seem to diverge? What's your take? Have you encountered similar situations? How did you handle the balance between business strategy and employee advocacy? #HR #CompensationStrategy #Leadership #TalentManagement #BusinessEthics

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Many #talentacquisition functions are at breaking point. Burning out in the wrong kind of roaring twenties. 🔥 First, they were fired. Then, they were rehired. Then, they were fired again. Today, there are elephants in the room (these observations might offend some! 🫣): 🐘 The expensive, experienced, bolshy changemakers were thrown out with the bathwater. 🐘 "Cheaper" TA pros gained senior leadership positions sometimes so poor HM behaviour could remain unchallenged due to their inexperience or lack of confidence. 🐘 Some senior TA leaders who have stayed employed throughout know that getting a new job could be challenging, so keep their heads down. 🐘 Without TA being able to show its value, company leaders reduce costs by keeping TA underresourced and firefighting - a vicious cycle. 🐘 The focus is on cost-cutting with tech instead of fixing the number one issue in all hiring processes: the manager and recruiter partnership. 🔥 The result: candidates are being messed about and TA pros are burning out. #recruiters, you know this. But your company leaders and managers do not if we don't tell them. And I get that you may not want to rock the boat in this market. So, LET ME TELL THEM! (with a little help from you). 🛟 My new book, Reboot Hiring, is for your company leaders and managers. It is everything you wish you could say to them but either feel you cannot or perhaps they won't hear it from you. 🆘 I NEED YOUR HELP! 🆘 To ensure leaders hear about it, pre-orders are critical. It officially publishes on August 29 (Americas Oct 7), and booksellers watch the day-one sales and decide if they'll push it. You will want them to push this! I have not held back and made the case for your valuable work. Readers learn why TA matters, how to partner, how to articulate who they need to hire, and so much more. Plus, those who order Reboot Hiring before publication*: 🍬 Receive a range of goodies 🎟️ An exclusive invite to one of the virtual book launches with more goodies and surprises. Head to katrinacollier dot com / reboot-hiring 👇🏻 for all the details. AI won't fix the true issue in #recruitment, but Reboot Hiring might just start the necessary human connection change. 🙏🏻 Please help me get this into the hands of as many managers and leaders as possible for all job seekers' and your sanities! ------------------------------------------------------------- * Nitty gritty: In Europe, EMEA & AsiaPac order before Aug 29 and the launch party is on Sep 11 In the Americas, order before Oct 7, and the launch party is on Oct 8 You must upload your receipt as katrinacollier dot com / reboot-hiring

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ACROSS THE GLOBE WE ARE SOMETIMES DIFFERENT AND SOMETIMES VERY SIMILAR. A really interesting piece from the BPS's The Psychologist, highlighting research about similarities and differences across the globe when looking at wisdom. The researchers found "Across cultures, participants identified two key dimensions of wisdom: reflectiveness and socio-emotional awareness. The first includes characteristics such as thinking before acting, thinking logically, controlling one's emotions, and applying past knowledge to new experiences. The second was more focused on emotions: caring about others' feelings, assessing one's own emotions, and expressing humility." The rest of the article (and the research) goes on to explore and explain differences. This is consistent with what we find with the mental toughness concept and the MTQ measures. Working in circa 80 countries, it always surprises practitioners to find that patterns of overall mental toughness are statistically the same wherever we go. Wherever you are on the planet you have to learn to deal with adversity and be positive about the future. The way we do this differs. Also interesting is that two of the mental toughness factors are "Learning Orientation" - where reflectiveness comes from and "Emotional Control" - where managing emotions sits. Both are components of this personality trait. Interested to know more? Contact [email protected] #mentaltoughness #wisdom #culturaldifferences AQR International https://lnkd.in/esykdWY7

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Monday's Mindset - The #Agile #Leader Building a Leadership #Platform: A Guide for #HR Leaders Having worked with many HR leaders in various roles, levels, and industries. I've found that the best have one thing in common. They do better at anticipating and responding to change by building platforms that shape the future of HR and their organization Whether you're leading a team, running a department, or striving to influence the industry, here’s how to build your own platform and establish yourself as a forward-thinking leader: 1. Define a Future-Focused Vision Start with a clear vision for the future of HR. What does the future of work look like? Build your platform around emerging trends like workforce agility, analytics, digital transformation, ensuring your leadership stays relevant as the industry evolves 2. Build an Ecosystem of Collaboration No leader builds a platform in isolation. Create a network of trusted advisors, mentors, and thought leaders who can collaborate with you. Engage your team and peers to exchange ideas and insights, fostering a learning culture that continuously adapts and innovates 3. Stay Agile and Innovate Agility is the key to continuously refining your processes, tools, and strategies to keep up with the latest industry shifts. Don’t be afraid to experiment and implement new technologies that enhance talent management, employee experience, or organizational development 4. Build Your Brand as a Leader To build a strong platform, your personal brand matters. Share your expertise through social media, speaking engagements, or articles. Consistently communicate your vision, values, and successes—both internally and externally—to position yourself as a thought leader in the HR space 5. Focus on Developing Strategic, Practical Skills Leading HR isn’t just about policies and programs—it’s about empowering your teams with real-world tools. Lead by example, offering hands-on projects, mentorship, and strategic insights that help your people grow and thrive in complex environments 6. Cultivate a Global Perspective Having a broad, international outlook is essential. Build your platform with a global perspective, focusing on diverse talent strategies and cross-border challenges that will prepare your organization for the future 7. Nurture a Lifelong Learning Community Build a culture where continuous learning is not optional but essential. Foster an environment where people can grow, adapt, and acquire new skills at every level. Make sure your platform offers a pathway for long-term development, both for yourself and your team Your goal can be to create a personal leadership platform that not only positions you as a future-ready HR leader but also empowers your team and organization to thrive Remember: Leadership isn’t just about adapting to change; it’s about leading the change. So, the question for you is What steps are you taking to build your own platform? Learn more - https://lnkd.in/dxTPb9av

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A great podcast with great insights from some of my favorite voices and champions for HR, David Green 🇺🇦, Diane Gherson, and Lynda Gratton. Focused on the key role of HR in successfully integrating a blended workforce. Here are some of the key insights that resonated to me: As work becomes more remote, people seek more control over where and how they work, leading to an increase in freelancing and flexible work arrangements. Will your HR systems keep pace? The traditional stages of education, work, and retirement are being replaced by a multi-stage life where individuals curate diverse work experiences to gain skills throughout their careers. The younger you are, the more likely you want to be freelancing and not work with you full time. Hence, employment is shifting toward short-term contracts and project-based work, with employees looking for meaningful, growth-oriented roles rather than long-term, static positions. "Why would I want to work for you" is a question that every HR leader needs to be able to answer. Organizations must adapt by creating internal career marketplaces, using technology to support managers, and promoting autonomy to retain talent. The tendency to hoard the best talent must be addressed. People are choosing to work in different sectors to curate and broaden their work experiences, using this cross-sector approach to expose them to new ideas, learnings, tools, and practical experiences. Reversing the previous pattern of gaining experience in and hiring from the same sector AI and digital platforms will play a crucial role in managing workflows, improving talent flow, and providing insights into workforce skills and performance. Highly recommended listening and learning for you as a HR leaders looking for insights to address some of the top employment challenges facing your organization

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Great advice from Kathy Caprino for leaders to help employees (and their firms) be successful: recognize key contributions and strengths, foster open communications, "build mentoring communities," and eliminate inequities. I am privileged to have talked extenstively to Kathy about inequities (how to find and counter them). A "linked" article from this new piece covers that discussion. Thanks Kathy for your pursuit of such positive change! #GenderGap #PayEquity #CareerEquity #PayGap #DEI

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HR's influence on workplace culture is profound and multifaceted. Through strategic interventions, policy implementation, and exemplary leadership, HR can shape a culture that fosters collaboration, innovation, and employee satisfaction, ultimately driving organisational success. https://lnkd.in/gMj4cvJs Bijender Vats Crystal Crop Protection Limited #HR #strategic #leadership #hrleaders #organisation #success #workculture #workplace #development #reflecting #teamwork

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Loving Craig Forster's take on our deep listening workshop today. We are tag teaming on this one - seeing how many different fabulous things we can come up with the deep listening impacts. What a fun thing to do - Thanks for this one Craig! - From CONFLICT TO CONNECTION. YES YES and YES! We can see this around the world, in personal relationships, in work relationships, in siloes at work, in merger culture issues, in global politics, in war... People NOT LISTENING is a foundational problem that we can all start to do a little better at..... Craig and I both KNOW the impact of deep listening, from years of trainings AND all our work with clients - We SEE the transformation that happens in the CONNECTIONS between people as they slow down, start to listen to themselves, listen to others, listen for connection and understanding rather than listening to interrupt, rather than simply listening to the words...... Link to register in the comments. It's free, because hey we're great 🤣 and well, listening is free.... and ANYONE can learn to do it well! #deeplistening #resolvingconflict

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What is HR's New Role? In their thoughtful article for Harvard Business Review, Peter Cappelli and Ranya Nehmeh set out the case for the HR function to return to its roots as employee advocates. They argue that in a period of low unemployment and labour supply shortages, focusing on cost-cutting and restructuring is counterproductive and the onus should instead be on retention and preventing burnout. To realise this, HR needs to change outdated policies on compensation, training and development, layoffs, vacancies, outsourcing, and restructuring. Cappelli and Nehmeh recommend the first step should be for HR to create dashboards with metrics on the true costs of turnover, absenteeism, reasons for quitting, illness rates, and employee engagement. They contend that: “If leaders realized that the true cost of turnover is often a multiple of an employee’s annual salary, they would immediately demand changes." They also outline guidance on why and how to measure employee stress – particularly with regards to AI and restructuring. The article also provides examples of companies with HR functions that are moving to an employee advocacy approach. These include the likes of Walmart and Neiman Marcus (both on compensation and reward), as well as IBM and Unilever (both internal talent mobility). The article is included in my Data Driven HR Monthly collection of the best HR, future of work and people analytics resources for April. Peruse the full collection here: https://lnkd.in/gTx2ukmr #humanresources #chro #peopleanalytics #culture #leadership #strategy #learning #futureofwork #workforceplanning

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Before implementing a big change, run through this checklist and answer each question with a YES or NO. Will this [change] benefit the followers? Is [it] compatible with the purpose of the organisation? Is this change specific and clear? Are the top 20 per cent (the influencers) in favour of [it]? Is it possible to test this change before making a total commitment to it? Are physical, financial, and human resources available to make this change? Is [it] reversible? Is this change the next obvious step? Does [it] have both short- and long-range benefits? Is the leadership capable of bringing about this change? Does everything else indicate the timing is right? If too many questions have a NO by them, the timing may not be right. ~ culled from The 21 Irrefutable Laws of Leadership by John C. Maxwell. What's the most significant change you've implemented that didn't quite go as planned? Share your story of a well-intentioned initiative that ultimately led to unexpected consequences or regrets. What did you learn from the experience, and how has it shaped your approach to driving change in the future? Want to talk more about this? Feel free to schedule a call with me by sending an email to [email protected]. ✔ Follow me & my hashtag #HRwithEM® for daily inspiration. #HRwithEM #Leadership #Management #CareerDevelopment #EmployeeExperience #HumanResources #Coaching

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Though the other HR operating models are gaining momentum, Dave Ulrich model still is the most preferred... When asked which two archetypes best fit their HR operating model, 48 percent of people leaders attending a recent webinar selected Ulrich+, 47 percent EX-driven, 36 percent leader-led, 31 percent agile, and 6 percent machine-powered.5 Interesting and insightful read... #humanresources #HR #ceo #boardofdierctors #directors #vicepresident #chairman #managingdirector #executivesearch #talentacqusition #recruitment #leadershiphiring #finance #legal #CHRO #consultants #advisor #hrdigitalization #technology #IT

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