Andy Wild

AI: quantity against quality or not? To my mind, AI is a huge help in searching and summarizing information, but useful content creation should be provided and supporters byL& experts so far

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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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Train with an MCC and author of Mentor Coaching: A Practical Guide on an ICF-accredited programme to become a (more) masterful mentor coach. Starting 1st October. "I hoped the Coach Mentoring programme would bring me clarity, confidence, direction, and renewed enthusiasm for coaching (not a lot then really). It didn’t disappoint.   Clare’s teaching is simple, yet thorough and considered, and I loved the mix of experiential practice, education, and shared examples". "Many people promise to give step-by-step guidance but still leave you wondering what to do next. Clare’s Coach Mentoring offering is different.   At the end of the workshops, I knew what to do". *Are you driven to professionalise the coaching industry? *Are you motivated to share what you have learned with other coaches about what makes great coaching? *Do you see a need for coaches around you to sharpen their edge? *Perhaps you relish the idea of learning more yourself by mentor coaching others? *Or maybe you are looking to develop your business and add an additional revenue stream? Registrations close on 30th August. Register now. This is the last programme I will be running, as I move my focus to other coaching-related programmes. Don't miss out on this chance to train with me. https://lnkd.in/eTPxJerx

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What does ethical leadership mean to you? Sometimes simple questions lead to tough reflections which we absolutely need from the top. #governance #CEO #change #ethics #leadership #transformation Odgers Berndtson Luxembourg

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Recently my biography of my father’s life was published. This account was to celebrate his life and legacy. What I didn’t focus on, was what caused his death. He died from pleural mesothelioma; a lung cancer caused from exposure to asbestos. I reflect on this, with my insights as someone that has been responsible for health and safety compliance training in organisations and the learning systems to manage the process. #healthandsafety #HSE #asbestos #mesothelioma #compliance #compliancetraining #LMS #CIBSE #healthandsafetycompliance #learningsystems https://lnkd.in/eKTKdQSh

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Only 29% of strategists agree their organizations change plans fast enough to respond to disruption.  Our research shows companies that do this have a common attribute: Their business and function leaders are deeply involved in the strategy planning process. Subscribe now for more actionable, objective insight on timely topics that directly affect you and your team. #StrategicPlanning #Leadership #Disruption #Strategy

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Succession planning is an important but often neglected aspect of business leadership. Proactive succession strategies benefit organizations by ensuring better transitions, supporting talent development, and aligning with long-term company objectives. https://lnkd.in/g6kAzACq #succession #successionplanning #leadershipsuccession #csuiteleaders

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Unlock the secrets to mastering business acumen for your HR certification exams! Listen to the latest episode of the HR Certification Podcast now. https://lnkd.in/dPWtb7WC

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Important 🖐 The Paradox of Organizational Culture Measurement Despite a proliferation of tools claiming to measure organizational culture, a clear consensus on the "right" approach remains elusive. This lack of agreement underscores the complex and multifaceted nature of culture itself. Furthermore, the link between culture and business performance is far from straightforward. While some studies suggest a connection, the evidence is often weak and inconsistent. It's increasingly apparent that the strength of this relationship is heavily influenced by the specific culture measurement tool or model employed. This raises important questions about the validity and reliability of existing culture assessment methods. It also highlights the need for a more thorough understanding of the relationship between culture and organizational outcomes.

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Fantastic and very factual presentation from Sven Elbert from Fosway Group on the strategic focuses for Talent Leaders from their recent survey of thousands. So where are Talent Leaders focusing their time and energy? 🔑 Quality and Candidate Experience have become non-negotiable. 78% of leaders are focused on ensuring quality hires, while 73% are putting candidate experience front and centre. These areas have overtaken speed as the top priorities, showing a shift toward getting the right hire rather than just a quick hire. ⚡️ Speed is now secondary, which is surprising considering how much it used to dominate the conversation. Leaders are putting more emphasis on meaningful engagement, hiring manager involvement, and delivering long-term impact with their hires. 📈 Other key areas of focus include diversity and inclusion, automation, and internal mobility, proving that there’s a broader strategic lens being applied to how teams acquire and nurture talent. It’s clear that talent leaders are evolving—taking a long-term approach to success and aligning their efforts with business outcomes, even in challenging times. What’s your take on these shifting priorities? Are you seeing the same trends within your organisation? #TalentAcquisition #Recruitment #TalentStrategy #Hiring #HSEMEA24

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🤝🏼 Yes, Employee Engagement Matters 🤝🏼 A 2020 Gallup study is just one of the studies confirming that engaged employees drive organisational growth. Here’s just a few of the impressive findings: ✅ 81% less absenteeism  ✅ 64% fewer safety incidents ✅ 10% higher customer loyalty/engagement  ✅ 23% higher profitability As a leader, these statistics are hard to ignore. So, how do you keep your employees engaged? Understanding team members’ different thinking preferences and creating opportunities for individuals to leverage their strengths can significantly enhance team effectiveness, engagement, and workplace productivity. At Carole Cooper Consulting, we apply Whole Brain® Thinking to improve employee engagement at all levels. Learn more about our Certified HBDI Assessments and Consulting here: https://lnkd.in/gAErSEZV #herrmannasia #wholebrainthinking #leadership #hbdi #peopleandculture #employeeengagement #DEI #neurodiversity

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August Reflections // The Power of Feedback in Driving Growth and Engagement - 7 Tips on How to Make It Count! 🚀 We’ve just wrapped up our mid-year reviews at Envu, and I’m reminded once again of the transformative power of feedback. Feedback isn’t just about performance ratings or critiques—it’s a catalyst for growth and engagement. And the data proves it! According to Gallup, employees who receive regular feedback are nearly three times more likely to be engaged than those who don’t. Engaged employees are more productive, perform better, and are more likely to stay with the company. Who wouldn’t want that? Here are some effective practices we’ve embraced at Envu to make feedback a real driver of growth: 1. Encourage Self-Reflection: Preparing for feedback conversations ensures they are meaningful and productive. When we understand where we stand, we can better identify our next steps. At Envu, we encourage people to reflect on and document their thoughts by answering two key questions before their feedback conversation to promote self-reflection. 2. Incorporate Intercultural Knowledge: To ensure feedback is effective and impactful, we must consider cultural dimensions like high-context and low-context communication. At Envu, we offer workshops on intercultural communication to help our teams understand these differences and give feedback that resonates across diverse backgrounds. 3. Encourage Performance Dialogues: Regular, open conversations about performance help keep everyone on the same page and prevent year-end surprises. It’s all about staying aligned and moving forward together. 4. Focus on Strengths: Building on what people do best can boost engagement and accelerate growth. At Envu, we use the StrengthsFinder assessment to identify and leverage each person’s unique strengths. Let’s amplify what makes each of us unique! 5. Offer 360° Feedback: A holistic view from peers, managers, direct reports, and other stakeholders provides valuable insights. My recent experience with a 360° feedback session was eye-opening, especially in seeing diverse perspectives. According to a Harvard Business Review study, companies using 360° feedback for executives saw a 10.6% greater increase in shareholder value. That’s impactful! 6. Use a Robust IT Platform: A solid platform for tracking goals and feedback helps keep everyone focused and on track. It’s essential for driving continuous improvement. 7. Be a Role Model: Leaders, let’s walk the talk. Embracing feedback and showing our own growth journey inspires others to do the same. Feedback is more than just a review—it’s an ongoing conversation and a vital part of learning and development. Let’s continue to embrace it, learn from it, and use it to drive our success forward. What feedback practices have made the biggest impact for you? Share below! 👇 #Feedback #Growth #Leadership #ContinuousLearning #Envu #BestPractices #Engagement #Development #InterculturalCommunication

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In the new world order, the role of the Chief Human Resources Officer is evolving rapidly. Modern CHRO must navigate an increasingly complex landscape shaped by technological advancements, diverse workforce expectations, and shifting business paradigms. This role now demands a strategic vision that integrates human capital with business objectives, fostering innovation and resilience within the organization. The CHRO of the future is a catalyst for change, blending visionary leadership with a deep understanding of the human element to build resilient, innovative, and inclusive organizations ready to thrive in an ever-evolving global landscape. #leadershipinsights #CHRO #futureofhr

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🌐 Elevating Organizational Capabilities: Learning & Development at Zinnov: In today’s dynamic business landscape, investing in Learning and Development (L&D) early is critical for Global Capability Centres (GCCs). Here’s why: Strategic Talent Development: L&D ensures a skilled talent pipeline, with an impressive 83% completion rate for recommended learning initiatives. Retention and Cost Efficiency: GCCs experience a 32% increase in top talent retention through L&D. Internal leadership programs save on recruitment costs. Learning Culture and Productivity: A robust learning culture leads to 89% employee engagement on the Digital Learning Platform and an 86% Learning to Productivity Conversion Ratio. Future-Proofing Skills: L&D results in a 26% increase in employee productivity, equipping teams for the future. 🎯 Why Choose Zinnov? Our deep expertise in the Technology & IT-ITes landscape, access to industry forums, and commitment to providing a custom experience sets us apart. We’ve successfully established Tech COEs and solved technology use cases for numerous GCCs. Our global presence provides insights and support, helping clients navigate diverse markets. 📈 What We Offer: We offer end-to-end support and program management of talent development journeys. We can help your organization create your L&D function from the scratch to a robust and a mature stage. Our services include Learning Needs Analysis, L&D Roadmap creation, Learning Analytics, Competency Framework, Campus to Corporate and successfully measuring L&D impact. We also provide Blended Learning Pathways and facilitate Academia and Certifications. 🚀 How We Deliver: Our approach to L&D is threefold: Discover, Design, and Deliver. We conduct a thorough Learning Needs Analysis and Competency and Skills Mapping to discover capability gaps. We then design an L&D Strategy as per client needs, complete with a Learning Architecture and Customized & Strategic Learning Solutions. Finally, we deliver a comprehensive L&D Functional setup, including Facilitated Workshops, Social and Peer Learning, E-Learning, and more. 📞 Why You Should Contact Us: With Zinnov, you’re not just getting a service provider; you’re getting a partner committed to your success. Our proven track record includes increasing employee productivity, enhancing retention of top talent, and fostering a learning culture within organizations. We’ve helped companies navigate the challenges of engagement, workplace productivity, retention of top talent, and continuous upskilling. Join us on this journey to elevate your organizational capabilities. Let’s shape the future of L&D together. Hani Mukhey Karthik Padmanabhan Goyal Amita Nilesh Thakker Zinnov Namratha K SNamita Adavi ieswariya k Mohammad Mujahid Priyanka Kumar #GCC #Learninganddevelopment #shapethefuture #futureproofing #elevate

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CHRO Transition to a New Role —Dave Ulrich and Norm Smallwood share ideas to accelerate the transition into a CHRO role. They highlight 5 main questions that newly appointed CHROs should ask and answer during their first 90 days: 𝟭) 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀. Do I walk the talk about our business? 𝟮) 𝗛𝗥 𝗔𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀. Do I have a broad map of the HR activities being done? 𝟯) 𝗛𝗥 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀. Do I have a sense of the key HR priorities? 𝟰) 𝗛𝗥 𝗧𝗲𝗮𝗺. Do I have the right team in place? 𝟱) 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿. Do I clearly demonstrate my priorities and values through the transition? There are also sub-questions: 𝗲.𝗴., 𝗙𝗼𝗿 𝘁𝗵𝗲 𝗺𝗮𝗶𝗻 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻, '𝗱𝗼 𝗜 𝘄𝗮𝗹𝗸 𝘁𝗵𝗲 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀? a) Do I know how we make money? b) Do I see how (and how well) the business operates from multiple points of view? etc. Several other ideas are discussed, including actionable suggestions to accelerate a CHRO transition. See resource 3 in issue 234 of my Talent Edge Weekly newsletter https://lnkd.in/drD3tw5u If you want more content like this, check out my Talent Edge Weekly newsletter. Just click 'subscribe to newsletter' at the top of this post. #chro #hr #humanresources

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There is always change ahead and if you missed the webinar, please take a look. This is a great opportunity to gain insight into how you can be proactive in your planning for the future!! 🙌🏾🙌🏾👌🏾 take a look!! 👇🏾😁

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I’ve long been a fan of asking questions in all areas of our lives to build trust. It’s one thing I’m continually reminding myself to do, because it really does have to be intentional. This article highlights the importance of leaders asking questions. In the article: “You think you have the answers to all important questions? That suggests that you are either clueless — you have no idea how rapidly the world is changing — or that you are lying. In either case, you won’t find that trust that you’ve been looking for.” Read on for more nuggets of wisdom! (Article is in comments below.) HR Soul Consulting #SoulifyYourHr #LeadershipDevelopment

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