Simone Greve

Today marked our fifth module with the fantastic team at Lohn Caulder LLP, and the focus was on performance feedback - a crucial topic for any organization. It's essential not only to set clear performance expectations but also to hold people accountable to them. Often, leaders shy away from having difficult conversations with their employees out of fear they might leave. However, it's critical that we engage in these discussions - not only to give people a fair shot at improving their performance but also to show understanding and support that helps them grow and advance in their careers. We explored strategies for delivering feedback effectively, ensuring it's clear, constructive, and focused on growth. As always, this group came prepared and left with new learnings to apply in their roles. It’s always a breath of fresh air to work with such an incredible group of leaders! Looking forward to the next module in November as we near the end of this impactful program. #PerformanceFeedback #LeadershipDevelopment #EmployeeGrowth #ClearExpectations #DifficultConversations #SupportiveLeadership #ProfessionalDevelopment #ContinuousImprovement #LeadershipJourney #LeadershipTraining #HRConsulting #CorporateTrainer #UpskillHR

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How OpenIntervue Came to Life? Every great business starts with a strong team. But let’s face it, traditional hiring processes are exhausting: slow, biased, and a logistical nightmare. We knew there had to be a better way. That’s when the idea for OpenIntervue was born. In early 2023, we set out to reimagine the hiring process. We wanted something faster, simpler, and, most importantly, unbiased. After diving deep into market trends and understanding the hiring challenges businesses face, the idea of an AI-driven platform took shape. By July 2023, we launched our first prototype, and the results were game-changing. Today, OpenIntervue reduces hiring time by 95%, making it completely data-driven and free from human bias. We’ve turned a complex process into a streamlined, efficient solution that’s helping businesses build stronger teams, faster. So if you also want the first mover advantage to revolutionize your hiring process? Go to 👉openintervue.com/demo and book your demo today. #AIsolutions #hiringprocess #recuiters #HRs

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🎄 𝗕𝗙𝗜 𝗛𝗥 𝗔𝗱𝘃𝗲𝗻𝘁 𝗗𝗮𝘆 𝟰 🎄  “Don’t be wise in words – be wise in deeds.” – Marcus Aurelius Today's wisdom comes from ☀️Ambra Parisi, Director of Human Resources Consulting at Vone HR:   "𝘉𝘶𝘪𝘭𝘥𝘪𝘯𝘨 𝘵𝘳𝘶𝘴𝘵 𝘪𝘴 𝘢𝘣𝘰𝘶𝘵 𝘮𝘰𝘳𝘦 𝘵𝘩𝘢𝘯 𝘫𝘶𝘴𝘵 𝘸𝘩𝘢𝘵 𝘺𝘰𝘶 𝘴𝘢𝘺 - 𝘪𝘵’𝘴 𝘢𝘣𝘰𝘶𝘵 𝘸𝘩𝘢𝘵 𝘺𝘰𝘶 𝘥𝘰. 𝘈𝘤𝘵𝘪𝘰𝘯𝘴 𝘩𝘢𝘷𝘦 𝘵𝘩𝘦 𝘱𝘰𝘸𝘦𝘳 𝘵𝘰 𝘤𝘳𝘦𝘢𝘵𝘦 𝘨𝘦𝘯𝘶𝘪𝘯𝘦 𝘤𝘰𝘯𝘯𝘦𝘤𝘵𝘪𝘰𝘯𝘴 𝘢𝘯𝘥 𝘭𝘢𝘴𝘵𝘪𝘯𝘨 𝘵𝘳𝘶𝘴𝘵 𝘸𝘪𝘵𝘩𝘪𝘯 𝘺𝘰𝘶𝘳 𝘵𝘦𝘢𝘮, 𝘦𝘷𝘦𝘯 𝘥𝘶𝘳𝘪𝘯𝘨 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘪𝘯𝘨 𝘵𝘪𝘮𝘦𝘴." 💡 Why this matters? - 𝗧𝗿𝘂𝘀𝘁 𝗱𝗿𝗶𝘃𝗲𝘀 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 – Teams perform better when they know they can rely on their leaders. Trust fosters a sense of safety and motivation. - 𝗜𝗻𝘁𝗲𝗴𝗿𝗶𝘁𝘆 𝗯𝘂𝗶𝗹𝗱𝘀 𝗹𝗼𝘆𝗮𝗹𝘁𝘆 – Consistency between words and actions makes employees more likely to stick with an organisation through thick and thin. - 𝗜𝘁 𝗶𝗻𝘀𝗽𝗶𝗿𝗲𝘀 𝗮 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 – Leaders who lead by example set the tone for collaboration, accountability, and respect. At BFI, we’re passionate about turning words into meaningful actions, especially when it comes to supporting HR leaders in fostering strong, resilient teams.  💬 What’s your top tip for building trust in the workplace? Share below!   Follow us for daily inspiration throughout December! 🎁 BFI's team of elves are always happy to help: Guy Otty, Bee F., Samantha Travis, Catherine Ouston & Kate Hitchman #HRAdventCalendar #HRLeadership #WorkplaceWellbeing #CultureChange #FamousQuotes

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What is a #CultureBook, then? And how do companies use them? The short answer: it's a 𝐮𝐧𝐢𝐪𝐮𝐞, 𝐛𝐫𝐚𝐧𝐝𝐞𝐝 𝐛𝐨𝐨𝐤 – printed or digitally-produced – that 𝑏𝑟𝑖𝑛𝑔𝑠 𝑦𝑜𝑢𝑟 𝑐𝑜𝑚𝑝𝑎𝑛𝑦’𝑠 𝑠𝑡𝑜𝑟𝑦 𝑡𝑜 𝑙𝑖𝑓𝑒. It captures things like… Who you are. What you do. Why you do it. It helps employees know 𝑤ℎ𝑎𝑡 𝑡𝑜 𝑒𝑥𝑝𝑒𝑐𝑡 and 𝑤ℎ𝑎𝑡’𝑠 𝑒𝑥𝑝𝑒𝑐𝑡𝑒𝑑. And because of that, it's got plenty of uses. The culture book projects we've worked on broadly fall into three categories: 𝟏) 𝐀𝐧 𝐢𝐧𝐝𝐮𝐜𝐭𝐢𝐨𝐧 𝐠𝐮𝐢𝐝𝐞 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐧𝐞𝐰 𝐡𝐢𝐫𝐞𝐬 𝐭𝐡𝐫𝐢𝐯𝐞 𝟐) 𝐀 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐭𝐨𝐨𝐥 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 (𝐚𝐧𝐝 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬) 𝐲𝐨𝐮’𝐫𝐞 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝟑) 𝐀 𝐰𝐚𝐲 𝐨𝐟 𝐚𝐭𝐭𝐫𝐚𝐜𝐭𝐢𝐧𝐠 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬, 𝐢𝐧𝐯𝐞𝐬𝐭𝐨𝐫𝐬 𝐚𝐧𝐝 𝐞𝐯𝐞𝐧 𝐜𝐮𝐬𝐭𝐨𝐦𝐞𝐫𝐬 But even if you've made one to transform inductions, you can give it to existing employees. Or use it in a strategic way. Or share it with people outside of the organisation to show them what you're all about. It's an asset you can use in a small way or in a big way – it's really about what works for you and your organisation. The key thing is to have one. Because otherwise... 😴 Inductions might too rely heavily on face-to-face sessions and soon-forgotten presentations. 😵‍💫 Cultures might take on a life of their own because there's nothing to hold them to; and 🤔 Candidates, customers and investors might have to work harder to find a reason to join. Now you know what a culture book is and how it's used, are you ready to make one? #The3rdPlace #CultureBooks #Culture

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Our CTO shares insightful thoughts on why transparency in performance evaluations is crucial. At Kodecrew, we believe that you should own your performance data, receive immediate feedback, and be in control of your professional growth. Dive into the future of performance reviews with us and discover a better way to work https://lnkd.in/gqbqYBV4

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𝑨𝒉, 𝑴𝒐𝒏𝒅𝒂𝒚 𝒂𝒈𝒂𝒊𝒏... 𝒐𝒓 𝒊𝒔 𝒊𝒕 𝒕𝒉𝒆 𝒑𝒆𝒓𝒇𝒆𝒄𝒕 𝒇𝒓𝒆𝒔𝒉 𝒔𝒕𝒂𝒓𝒕? 🌅 We all know the feeling: the weekend fades away, and suddenly, Monday looms like an unwelcome guest. But what if we looked at it differently? 𝐖𝐡𝐚𝐭 𝐢𝐟 𝐌𝐨𝐧𝐝𝐚𝐲 𝐰𝐚𝐬𝐧’𝐭 𝐭𝐡𝐞 𝐞𝐧𝐝 𝐨𝐟 𝐭𝐡𝐞 𝐰𝐞𝐞𝐤𝐞𝐧𝐝, 𝐛𝐮𝐭 𝐭𝐡𝐞 𝐛𝐞𝐠𝐢𝐧𝐧𝐢𝐧𝐠 𝐨𝐟 𝐬𝐨𝐦𝐞𝐭𝐡𝐢𝐧𝐠 𝐠𝐫𝐞𝐚𝐭?🌟 Work can sometimes feel overwhelming, but remember: 𝐲𝐨𝐮’𝐫𝐞 𝐧𝐨𝐭 𝐚𝐥𝐨𝐧𝐞.🤝It’s okay to feel the weight of deadlines or expectations, but what truly matters is how we approach it. Take a moment to step back, breathe, and reset when needed. Your well-being should always come first.💖 𝑺𝒕𝒂𝒓𝒕 𝒃𝒚 𝒄𝒉𝒆𝒄𝒌𝒊𝒏𝒈 𝒊𝒏 𝒘𝒊𝒕𝒉 𝒚𝒐𝒖𝒓𝒔𝒆𝒍𝒇. 𝑯𝒐𝒘 𝒂𝒓𝒆 𝒚𝒐𝒖 𝒇𝒆𝒆𝒍𝒊𝒏𝒈? When pressure builds up, taking a short break or giving yourself space to breathe can make a world of difference. Your mental health is as important as your productivity.🧠💼 𝑺𝒑𝒓𝒆𝒂𝒅 𝒑𝒐𝒔𝒊𝒕𝒊𝒗𝒊𝒕𝒚 𝒂𝒓𝒐𝒖𝒏𝒅 𝒚𝒐𝒖! 😊A small smile or a kind word to a colleague can lift someone’s spirits. Positive energy is contagious, and when we all make an effort to spread it, the entire team benefits. Let’s build each other up.🌻 When tasks feel like too much, break them down into manageable steps. It’s okay to take things one step at a time. Celebrate every little achievement along the way—success is a journey, not a race. 𝑷𝒂𝒕𝒊𝒆𝒏𝒄𝒆 𝒘𝒊𝒕𝒉 𝒚𝒐𝒖𝒓𝒔𝒆𝒍𝒇 𝒊𝒔 𝒌𝒆𝒚.🎉 𝑺𝒖𝒑𝒑𝒐𝒓𝒕 𝒆𝒂𝒄𝒉 𝒐𝒕𝒉𝒆𝒓. 𝑰𝒇 𝒚𝒐𝒖 𝒔𝒆𝒆 𝒔𝒐𝒎𝒆𝒐𝒏𝒆 𝒔𝒕𝒓𝒖𝒈𝒈𝒍𝒊𝒏𝒈, 𝒓𝒆𝒂𝒄𝒉 𝒐𝒖𝒕. A simple conversation or act of kindness can turn someone’s day around. We’re all in this together and it’s important to create an environment where we lift one another up.🤗 𝑨𝒏𝒅 𝒅𝒐𝒏’𝒕 𝒇𝒐𝒓𝒈𝒆𝒕 𝒕𝒐 𝒎𝒂𝒌𝒆 𝒕𝒊𝒎𝒆 𝒇𝒐𝒓 𝒚𝒐𝒖𝒓𝒔𝒆𝒍𝒇. Outside of work, do what makes you happy—whether it’s a hobby, spending time with loved ones, or simply unwinding. 𝑩𝒂𝒍𝒂𝒏𝒄𝒆 𝒊𝒔 𝒆𝒔𝒔𝒆𝒏𝒕𝒊𝒂𝒍 𝒕𝒐 𝒌𝒆𝒆𝒑𝒊𝒏𝒈 𝒚𝒐𝒖𝒓 𝒎𝒐𝒕𝒊𝒗𝒂𝒕𝒊𝒐𝒏 𝒂𝒏𝒅 𝒆𝒏𝒆𝒓𝒈𝒚 𝒔𝒕𝒓𝒐𝒏𝒈.🧘‍♀️💕 𝑳𝒆𝒕’𝒔 𝒎𝒂𝒌𝒆 𝒐𝒖𝒓 𝒘𝒐𝒓𝒌𝒔𝒑𝒂𝒄𝒆 𝒂 𝒑𝒍𝒂𝒄𝒆 𝒏𝒐𝒕 𝒋𝒖𝒔𝒕 𝒇𝒐𝒓 𝒑𝒓𝒐𝒅𝒖𝒄𝒕𝒊𝒗𝒊𝒕𝒚 𝒃𝒖𝒕 𝒇𝒐𝒓 𝒘𝒆𝒍𝒍-𝒃𝒆𝒊𝒏𝒈, 𝒔𝒖𝒑𝒑𝒐𝒓𝒕, 𝒂𝒏𝒅 𝒑𝒐𝒔𝒊𝒕𝒊𝒗𝒊𝒕𝒚. Together, we can make Mondays the start of something good. If you’re feeling overwhelmed, remember: there’s always someone ready to help.💪 #MentalHealthMatters #MotivationMonday #PositiveWorkplace #SupportEachOther #WorkplaceWellbeing #FreshStart #NewWeekNewGoals #WorkLifeBalance #Teamwork #Productivity #MentalHealth #Glocal #KindnessMatters #GLocalDeliverySolutions #ChooseGlocal

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Employees don't want to go through endless trainings - That is the harsh reality. But trainings are very important to run an efficient company. So how do companies solve this problem? The best solution is changing the perspective. Ask yourself. Why do most employees hate trainings? Probably because they're not engaging enough to spark an interest or curiosity in them. When you are genuinely interested in something, you love doing it. There are various principles and techniques we use at Falcon Reality that make trainings fun, engaging and immersive. Something employees have wanted all along. If you are struggling with getting people interested in trainings at your company, checkout our new Demo : https://lnkd.in/gDzSMuGY And if you find it interesting, we are here to solve your training problems. Get in touch to learn more #Immersive #Engaging #Trainings #Employees #Gamification

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🔑 The Key to Long-Term Success in Any Organization? Developing Skills & Competences Not Just for Today, But for All the Tomorrows Ahead! Wondering how to make proactive, strategic, and ROI-driven decisions for learning and development trainings? Time to befriend ADDIE—the superhero model for crafting powerful learning experiences & create valuable impact! Here’s how ADDIE can work its magic: 🧩 A is for Analysis: This is where you pinpoint exactly what your learners need. Ask yourself: Why is that training valuable & what are the specific learning gaps or challenges that need to addressed? 🛠️ D is for Design: Plan your approach. Think: What instructional strategies will best achieve the learning objectives? And, how should the content be structured for maximum engagement? 🎨 D is for Development: Time to create! Consider: What tools and resources are necessary to develop high-quality materials? And, how can feedback loops be built into it in order to refine the content along the way? 🚀 I is for Implementation: Roll it out! Ensure success by asking: How can it be fully prepared & what are the best means to support both facilitators & learners? And, what barriers might arise, and how can these be overcome? 🔍 E is for Evaluation: Measure the impact – at each & every level! Key questions here are: How will the effectiveness in terms of learner performance and overall organisational ROI derived from it will be evaluated? And, what feedback is needed in order to continuously improve? Want to also get on good terms with ADDIE? Reach out, and we’ll make sure you’re introduced to your new best friend in L&D! 🙌 #learninganddevelopment #strategicimpact #addie #positivelypowerful #futureproof #copiinaction

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𝗡𝗼 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝗛𝗮𝘀 𝗘𝘃𝗲𝗿 𝗦𝗵𝗮𝗿𝗲𝗱 𝗧𝗵𝗶𝘀 𝗕𝗲𝗳𝗼𝗿𝗲—𝗕𝘂𝘁 𝗬𝗼𝘂 𝗡𝗲𝗲𝗱 𝗧𝗼 𝗞𝗻𝗼𝘄! Because it's in tune with where the world is heading! An Executive Vice President, People and Culture, came to me very frustrated with his recruitment needs. He was fed up with the same old problems: positions taking forever to fill, new hires burning out quickly, and the current team’s energy sinking. He knew something had to change, and that’s when I saw the opportunity. “We’re stuck at the beginning—with the job descriptions,” I told him. I could see it immediately—the lifeless, uninspiring job descriptions were the first big problem. So, I pitched an idea: ‘What if we banned them entirely?’ He was electrified. “It took me hours to review every job description in the company, and I was bored out of my mind”! he said. “When you actually read through these endless, lifeless pages, it’s obvious—they spark zero excitement.” That's when he took my suggestion and ran with it, implementing ‘𝗜𝗺𝗽𝗮𝗰𝘁 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀’—dynamic, outcome-driven outlines that define success in the role over the next 12 months. Why? Because if we say “people first,” treating roles like numbers and tasks is outdated. I suggested focusing on 𝗶𝗺𝗽𝗮𝗰𝘁, not checklists. We don’t just want workers; we want 𝗶𝗺𝗽𝗮𝗰𝘁 𝗰𝗿𝗲𝗮𝘁𝗼𝗿𝘀—people who drive results and elevate the team. The results? Faster hiring, clearer goals, so far longer retention, and candidates fired up from day one! And it didn’t stop there. He also took my advice to ditch generic interview questions like ‘Where do you see yourself in five years?’ and now asks: '𝗛𝗼𝘄 𝘄𝗶𝗹𝗹 𝘆𝗼𝘂 𝗺𝗮𝗸𝗲 𝗮𝗻 𝗶𝗺𝗽𝗮𝗰𝘁 𝗵𝗲𝗿𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝟭𝟮 𝗺𝗼𝗻𝘁𝗵𝘀?' Now, they’re hiring candidates fully aligned with the company’s growth and vision. And what's next?" he asked me with a spark in his eyes. "Job titles," I told him. "In a few years, we’ll laugh at how much importance we gave them. The future is all about real human impact, value in action, and the difference you make—not your title." #hiring #culture #hotelindustry #HR #hospitality #recruiting #uhnwi #jobdescription

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🎣  It gut-level gets to us. That a colleague might say, “The succession 9-Box, especially the middle-middle, is where great leadership goes to die.” And we ask ourselves, “How did we even get here?” We have an imperfect understanding of business leadership❗ >  The imperfect understanding has SEEPED into succession methods >  The succession methods are stuck in OLD practices >  The old practices have OOZED into leadership development 😩 Business leaders❗ Break free from the instruction. Don’t accept the imperfect understanding. The seeping, old + oozing. Instead, find your own leadership rhythm. Ask for guidance, backing and support . . . . . . What Modern Leadership looks like . . . How Modern Leadership looks different for your role . . . When you can get feedback and tools for Modern Leadership Leadership facilitators❗ Break free from the instruction. Don’t further the imperfect understanding. The seeping, old + oozing. Instead, help leaders find their own leadership rhythm. Lean-in to Modern Leadership development . . . . . . Build a capability framework at the leader and business-level . . . Serve the complexities of diverse leadership roles . . . Provide actionable Modern Leadership reporting and analytics There’s a break-free-from-the-instruction world out there for Modern Leadership and the development of it.   It’s 3xFast + 6xAwesome. And it’s Rejuvi. 🎣 #leadership #innovation #analytics #strategy

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𝗧𝗵𝗲 #𝟭 𝗠𝗶𝘀𝘁𝗮𝗸𝗲 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗞𝗲𝗲𝗽 𝗠𝗮𝗸𝗶𝗻𝗴 (𝗕𝘂𝘁 𝗦𝗵𝗼𝘂𝗹𝗱𝗻'𝘁) We all want "dynamic" and "motivated" employees, right? Sounds like the secret to success... 𝗪𝗿𝗼𝗻𝗴! Here’s the cold, hard truth: Just because someone "impresses" you during the interview doesn’t mean they'll thrive on the job. Being charming and energetic isn’t the magic ingredient for performance. It's a 𝘁𝗿𝗮𝗽 to think "dynamic" fits every role. The real stars? They have the skills, experience, and mindset to excel in their position. Don’t waste time looking for interview performers. Focus on those who'll shine where it matters most: 𝗼𝗻 𝘁𝗵𝗲 𝗷𝗼𝗯. So, if you’re always hiring the most energetic candidate but still wondering why results aren’t stacking up, it’s time for a strategy shift. What matters most in your hiring process: "Dynamism" or "Fit"? Share your thoughts in the comments! #RecruitmentStrategy #HiringMistakes #TalentAcquisition #WorkplaceSuccess #HRInsights #Kwiks

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We asked managers and different teams about their red flags in job interviews- those are in the video. And what about green flags? Here are a few we heard: ✅ Follow up after the interview- whether it’s a yes or no, it’s important to keep communication flowing. ✅ Look for applicants who did their research about the company and role, it shows they’re dedicated and they shouldn’t ask ‘what do you do?’ ✅ Keep an open mind, we all come from different walks of life and some career paths aren’t linear. Doing your best to stay objective is ideal. We’d love to hear your thoughts! What’re some red and green flags in a job interview? Tell us in the comments! #interview #redflags #greenflags #job

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What is Aida by SkillCycle? With Aida, we’re transforming the way performance feedback turns into real action. Aida connects performance management with individualized learning and development, helping every employee align their goals with company objectives — all in one seamless experience. ✨ What does Aida bring? -Personalized development plans based on real-time performance -Direct connection to learning resources and coaching -Clear insights for managers to support their teams better It’s time to make growth more than just a goal—it’s a continuous journey. 🌐 Learn more about how Aida makes this possible: https://lnkd.in/e9-ZS2mD #SkillCycle #AI #PerformanceManagement #ContinuousImprovement #TalentDevelopment #HRTech

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#Onboarding is your first impression as a full-fledged employer of a new hire. You've been matched with the job candidates and this is the one with whom you want to start a relationship. Everything you do in these first few days will set the tone for the #EmployeeExperience. But no pressure. 😆 With the stakes so high, you need to make all the right moves - and we've got you covered. Check out the latest Big HR Solutions column by Cornelia Gamlem SPHR and Barbara Mitchell, authors of the Big Book of HR. They provide 7 ideas for ensuring onboarding goes smoothly and motivates new hires to give it their all from day one. See the comments for a link to the column. Read, like, share, and comment. Tell us how you inspire new hires in onboarding. You'll also find a link to register for free for the All Access: Digital Transformation in HR webinar series on Oct. 8, when Cornelia and Barbara will be leading a breakout room discussion on developing the growth mindset and embracing change during digital transformation. Cornelia and Barbara will relate to you about tech burnout and feeling overwhelmed by all the choices. Together, you can both comfort one another and come up with solutions. It's free to join us - and you don't want to miss this opportunity to turn on the cameras and audio and talk face-to-face with thought leaders and the HR Exchange Network and PEX Network community. Oh yeah, did we mention we're joining forces with the awesome folks at our sister portal Process Excellence Network? It's going to be must-see-TV --- err, must-join-TV! Hope to see you there! #humanresources #hr #talentmanagement #pex #digitaltransformation #technology #ai #techburnout #wellness #growthmindset Francesca Di Meglio David James Michael Hill Leila Hawkins Edward Wells Tilak Antony

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Before you even hit ‘record,’ there’s one big question to ask… What are your 3 key messages? (5 little-known steps anyone can use) Let’s assume your video will feature interviews with key players from your team. Before drafting those interview questions, take some time to clarify exactly what you want to communicate. A bit of preparation goes a long way. Clarify Your Purpose: Before you even hit ‘record,’ take a moment to identify the core purpose of your video. Ask yourself, What are the 3 key messages we want to communicate? Prepare Interview Questions: If your video includes interviews, draft questions that align with your key messages. Share these with your interviewees in advance to ensure they know what’s coming—just remind them not to memorise their answers. You want authentic, natural responses! Avoid Message Overload: Don’t cram too many ideas into one video. Stick to 3 clear, concise, and impactful messages that resonate with your audience. Too much information dilutes your message and confuses the viewer. Use Your Key Messages as Filters: For each interview question, run it through your key messages. For example, if your message is “Our product solves a specific problem better than the competition,” ask, What problems does your product solve? Shape Your Narrative: Once you’ve clarified your key messages and aligned your questions, build your video strategy around these points. Every visual, sound bite, and piece of content should reinforce those messages. Behind every great video is a strategy. It’s not just about showing up with a camera, it’s about having a plan. Starting with clear, purposeful messages. We’re excited to be attending DVD Event! 🎥 Come by, have a chat, and let’s explore how we can help you tell your story through powerful, creative video production. See you there! #CloudhillProductions #defence #defenceindustry #videoproduction #DVD2024 #interviews #KeyMessages #CreativeStorytelling #MarketingTips 

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NEWSLETTER NEWS - THREE INTO ONE Hello all, leadership and/or HR nerds. I'm trying to work smarter, not harder these days in how I provide valuable content to you. Currently, I produce 3 (yes, THREE) newsletters. Medium - a repost of my show notes that are currently also on my podcast website. Linkedin Newsletter - a collection of some takeaways from my recent guest show, a guest resource and what's coming up in the week ahead. R@W Note Newsletter - email subscription with thoughts from me on things we need to consider to be better leaders, a resource I've been inspired by and the latest episode. To stop all this craziness, I'll be bringing them all into one better version under the email subscription: R@W Note (though might rebrand). Launch Date: June 20th. The new newsletter will be a collection of the best of all three. This way I have a bit more control in how I'm represented rather than dealing with social platforms. If you're already subscribed, thank you. If you're subscribed to these others, I hope you'll join me over on the my emails if you haven't already. Appreciated. https://lnkd.in/emnTSvMS

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Your personal #values aren't your #professional values. We talk about different things here. When you think about what you value in your spare time - for instance spending time with your family - you can't necessarily want the same value at work. Because in this example, it rarely happens for your family to be at work as well. Unless it's a family business. So, thinking about how to define your values at work, where do you start? Should you look up your employer's website and see what they value and agree that you are in line with them too? After all, companies spend huge budgets when they define them, so they should be already smart, right? Sure, but when you think about values, you should firstly personalise them to you. Because if in ten months you change your employer, then you will change the values again? No. You start defining your values for work with you: what do you value and then are these in line with the company? You don't have to define 20 words of values so that some of them are the company's values too. Start by looking at what you like: 1️⃣ How do you choose between two things? 2️⃣ What are the beliefs that guide your decision making process? 3️⃣ What do you stand for? For instance, I am against bullying. Which means that one of the things I would not accept is to be bullied, to bully or to be surrounded by bullies. ➡ So my friends wouldn't be people who encourage this ➡ My family would be definitely questioned and debated on how to act on this. So I can say that one of my values is inclusion, or that I am an ambassador of bullying prevention. 📢 There are many ways on how to make your voice heard at work. And one of the reasons why you need to speak your values at work is because you demand boundaries. I see this a lot with managers, they chat and are kind until you step on their feet and then they will put you into your place. Because they understand the power they have by their title. So, make sure you find ways to express your values at work. Get into a habit of saying 'I value x', or 'yes, in fact I agree with you because that is one of my values.' So, how to define your values at work? After you pick one or two words as your values, that are yours and not your companies, try and find stories to blend your values into. And make sure you tell those stories as often as you can. Althogh your values are meant to guide you through your personality and decision making, ultimately, they paint a picture of yourself by letting people know about them. And, in the end, what you do is to market yourself: you're creating the packaging of your #personal #brand.

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Every now and then, a book challenges the status quo and shows us we can do better. "The Five Talents that Really Matter" by Barry Conchie and Sarah Dalton is that book. Discover the scientific approach behind identifying essential leadership talents and learn how the absolute best achieve success. #HRTechChat #Leadership #TalentAssessment https://hubs.la/Q02Ng5yM0

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