Anja M. Weisbach

After two intensive days (and 40K+ steps counted), I am back home from Gartner ReimagineHR in London. I wanted to say a few thanks first: - To my former Gartner peers, for their wisdom and great advice across sessions and 1on1s, and for their warm welcome - many hugs included! - To my numerous friends in #HR and HR tech, for stopping by for a chat, it was great to learn from their perspectives. - And, very, very importantly, to the tireless team of Dayforce colleagues in booth 419 (Aneka, Jordan, Lisa, Emma, Norbert) for their abundant passion and kindness, and for their support to deliver my session on our latest #research about unlocking value in the frontline workforce. And, as usual, a couple of my own takeaways: - Skills-based talent management: clearly more on the radar of HR professionals (and vendors). The challenge is where to start and how to progress, taking into account a number of prerequisites (e.g. providing learning activities at scale or bringing the right data together). - (Gen)AI pointing towards outcomes: the direction of travel shifts increasingly towards identifying and solving specific problems. The degree of cohesion between (Gen)AI, other tech and non-tech solution components for each vendor will ultimately determine adoption. - HR tech buyers become more mature and specific: making more targeted visits to the exhibition floor, asking more nuanced questions, requiring more effort by vendors to understand their context before pitching their solutions. #hcm #hrtech #makesworklifebetter #gartnerhr #research #frontlineworkers

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Welcome to Amsterdam, my new favorite city to RUN.😍 Spring is showing off in Netherlands. Tulips🌷are on full display, the weather turned gloomy to gorgeous, the canals are teeming, and HR Technology Europe is ready to host the HR community on May 2-3. Mercer is happy to host ChatHRT, a series of 6 interactive sessions designed to help you envision the coming generation of #HR. I'm doing a bunch of the sessions below along with Jason Averbook, Armin von Rohrscheidt, and Martin Kühnert. Check out: 1️⃣ Shortcomings in your #HRTech stack? Streamlining and optimizing what you have can help you cut technical debt, improve #EmployeeExperience, and get the outcomes you need. We'll show you. 2️⃣ #AI isn't just a bright shiny object; it could actually be the impetus you need to redesign the HR function itself. We'll explain. 3️⃣ There's a reason we keep correcting you when you say you're "implementing technology." If you're not #deploying net new capabilities for the business, you're missing the point. We'll elaborate. 4️⃣ Anyone love using their employee #portal? Bueller? Bueller? No takers for the company intranet? You probably didn't design it for intent-based navigation that people would truly love if it could help them. We'll demonstrate. 5️⃣ We keep implementing #technology without changing the way work gets done and calling it #Transformation. I said what I said. I'll say more. 6️⃣ Employee #journeys aren't siloed, they're seamless and connected. The HR function has a hard time creating a frictionless workforce experience when HR itself is so siloed. We'll help. HR, time to evolve. Never a better time to let #technology be your best ally. See you in Amsterdam! 🌷 🎥 Pictured: My 5-mile jaunt around the sights, canals, and best of Amsterdam…best way to beat jet lag. ✈️🏃🏻‍♀️What an eyeful! 😍

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Our latest Talent Climate report with The Josh Bersin Company reveals that despite the proven benefits of strategic workforce planning, organizations are failing to fully capitalize on the transformative potential it offers. The main findings, drawn from a global survey of executives include: - skill shortages remain the top issue for TA leaders (60%) - 58% are under tremendous pressure to improve the efficiency of their recruiting processes - only 32% of TA leader respondents feel they serve as a truly strategic partner to their organization - 45%, were told to prioritize cost reduction over strategic talent advisory - 42% disclosed that their company does not have a workforce plan Stay ahead of the talent forecast, download our ‘Talent Acquisition at a Crossroads’ report. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology

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Sharing a very good report from Mercer on the new challenges facing Chief Human Resources Offices. Issues such as navigating AI, an uneven talent market and trying to unlock the HR function to drive organisational success. Interesting to hear how CHRO's are feeling as they navigate these challenges. Familiar themes with some CHRO's feeling confident and supported while others are struggling and feeling isolated. The CHRO role can feel lonely at times. I've been in the role so can relate to the sentiment expressed by CHRO's in the report. Reach out to me if you're a CHRO who would benefit from having a confidante and trusted adviser to help you navigate some of these challenges.

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Discover how ICEO Executive Mentoring can transform your leadership journey. HR managers, invest in executive mentoring to unlock new levels of success for their organisations. 33% of HR leaders think their company offers adequate ongoing support to executives to perform at their best, compared to 43% who think support is lacking. Read LHH's article to gain valuable insight into what mentoring can do for your organisation; - Personalised guidance and support - Accelerated career growth - Build confidence and leadership skills Take a new step in your leadership journey 👉 https://lnkd.in/gh9HPGMw #CareerGrowth #ICEO #Development

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How does AI impact recruiting processes right now in companies across the world? This is the #1 question we ask our clients right now here at Talentor International. ➡ One more day to participate! If you are a leader in a global organization, and have a say in how AI will drive recruiting, please participate in our global survey of 2024. 👉 This year's hashtag #AI survey go to: https://lnkd.in/dK4s7fJz We will be sharing the results very soon! #talentorinternational #executivesearch #AI #leaders4tomorrow

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Talent Mobility and Network Analysis. When people ask me about the use cases of Org Network Analysis we do with OrgLens, I usually have few to share. I never thought we could use the network insights for Talent Mobility. Olivier Meier writes about this in this Mercer paper! https://lnkd.in/gKYbFP4z

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How can you support talent acquisition with AI, begin your transition to a skills-based organization, and unlock human potential within your organization? Download the e-book to find out here: https://lnkd.in/e2zjzgMv

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Gartner surveyed over 1,400 HR leaders across 60+ countries and all major industries to identify and assess the top HR trends, priorities and expected challenges for 2025. Download the Gartner Top Priorities eBook to take a deeper dive into HR priorities to expect in the coming year. Gartner for HR | #GartnerHR #CHRO #HumanResources #TopPriorities

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💸 COST PRESSURE 📈HR functions in larger corporates are under significant cost pressure, despite the FTSE100 reaching an all-time high today. 📉Downsizing within the function is being felt most acutely in the TA and Talent CoE's but is also impacting some HR Business Partners. 3️⃣I've spoke with at least 3 organisations looking intently for which aspects they can outsource (primarily to India) and what must remain onshore. 💰The below article is a good analysis on the FTSE100. Much of the strong share price performance is due to successful cost-cutting but companies are clearly still held back in a high interest rate environment. ❓How do you see the mood for growth and investment amongst listed companies? Edit: Actually included the link this time. Thanks Kerry Heaton! https://lnkd.in/eY86ivin

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HR and talent leaders are always facing a large number of questions when it comes to total rewards. Building an employee reward program that’s internally fair and externally competitive is a classic business imperative...and HR tech can help. https://krnfy.bz/47MkzpY #HR #tech #leaders

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Excited for this one! This session will give you an insider’s view of how a CEO and CPO can work together to push beyond traditional boundaries, integrating HR into the core of business strategy. If you're ready to learn how to cultivate this kind of impactful relationship in your own organization, you won’t want to miss this conversation. Join us and discover how a powerful CEO-CPO partnership can propel your HR leadership (and your business) to the next level.

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The future of work is poised for significant transformation, primarily driven by AI. Professionals can expect roles to be redefined, fostering innovation and challenging traditional approaches to work. The rise of the creator economy and digital platforms will also reshape career paths and work culture. Embracing these changes will be crucial for professionals to thrive in the evolving landscape. #management #ceo #leadership #humanresources #marketing #director

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Less than 33% of executives receive proper onboarding support—no wonder up to 70% fail within 18 months of starting a new role. See how our Executive Onboarding program changes this ➡️ https://lnkd.in/dTzgVK6J #ExecutiveLeadership #Onboarding #ExecutiveOnboarding #NewLeaders #LeadershipDevelopment

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“The amount of money spent on career development for non-HR people is 10–20 times higher than it is for the HR people. So somehow everybody in HR is expected to make everybody else’s career better and somehow figure out how to manage their own in their spare time.” - Josh Bersin Interesting article and tool for my HR family! https://lnkd.in/g4-WdkcD

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I've spent the last 36 months HR consulting for all different businesses. And the other day, an old friend reached out to me with an issue. She told that she wanted to make the most of her network, but didn’t know how to actually initiate the right conversations. I totally get it: > You want to reach out and offer your services. > But you don’t want it to feel sales-y, forced or unauthentic. So we jumped on the phone, had a good 15 minute chat and I offered her my suggestions. And today, I thought why not share this on LinkedIn too. So, if you’re stuck in knowing how to use warm outreach effectively?  Don’t worry → this is for you! Here are my top 7 tips on getting started with warm outreach ↴ 1/ Build up your network Start by creating a list of contacts, this can include anyone from current colleagues, past clients, to those who work in your industry. 2/ Start the conversation Don’t be afraid to reach out! You can drop people in your network a message and start the conversation - but don’t forget to personalise each message (no one likes an AI or copy & pasted message.) 3/ Share your ideas Shift the topic and share your ideas when it comes to business, for example: “I’ve been working on some new HR strategies that I’d love to talk to you about”. 4/ Asking for referrals Drop the direct pitch and instead, keep things conversational by asking if they know of anyone who might benefit from your services. It definitely makes things feel less sales-heavy and keeps the conversation far more genuine. 5/ Keep value at the forefront Offer something of value upfront. Maybe it’s a free consultation, a chat or a helpful article? This positions you as someone worth knowing (rather than just another consultant looking to make a sale.) 6/ Don’t forget the follow-up Don’t neglect the importance of following up with people. If there’s no initial response, wait a few days and send them a short follow up. Persistence does show dedication, but remember to keep it non-intrusive. 7/ Exchange value for feedback and testimonials. Gathering feedback and positive testimonials provides you with heaps of value. I suggest offering some services to a few people for free, in exchange for feedback and reviews.  (Not only vital for boosting your credibility but for attracting more leads too!) ____ Warm outreach isn’t just about making sales. It’s about creating genuine connections that help you to build up your credibility and help move you forward. Your network will always hold heaps of potential and opportunity. Yet it’s something that so many consultants seem to overlook. If you’re looking for a nudge in the direction? Feel free to drop me a message - I’m always happy to help! 👋

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New Insights. Read loud or for yourself, insights are enclosed in my colleagues summary.

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