Felipe Hessel

Look at the picture below… that’s how most of us feel at various stages. Climbing on a hill, feeling #burdened and or #stressed. And starting all over again. Which stage are you in? And do you need support? Do message me—to listen to you, support your journey, and help you reach that goal with more happiness! #Coaching #CoachDeepHK

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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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I don't believe in cancel culture but I do believe in consequence culture. What is the difference between cancel culture and consequence culture? It entails that society should encourage growth and education even when holding individuals or companies accountable for their actions. In consequence culture, the focus is not on punitive measures or public shaming as seen in cancel culture. The past couple years, if not more, we've heard the argument about what constitutes someone getting cancelled, following an outcry about the dangers of “cancel culture.” In turn, those who are for cancelling people for mistakes, transgressions, or outright bad behavior call it “consequence culture. Some media commentators including LeVar Burton and Sunny Hostin have stated that "cancel culture" should be renamed "consequence culture." The terms have different connotations: "cancel culture" focusing on the effect whereby discussion is limited by a desire to maintain one certain viewpoint, whereas "consequence ... diversity done right " was named by Amazon as: Top New Release #1 Best Seller #1 Best Business Diversity, and Inclusion (book) #1 in Human Resources (book) #3 in Social Science (book) on Amazon #diversity #changestartshere

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It was just a “get to know you” call, but what he said stuck with me. I was speaking with Pa M. K. Sinyan, a managing partner at Gallup in Europe, thanks to an introduction by Michael Trautmann. We talked about trying to make a positive difference in the workplace and the ripple effects that can have on people’s lives, on their families. We shared challenges and setbacks, and our feelings about falling short of having the impact we aspire to make. We talked about persisting anyway. That’s when Pa said “we have a moral responsibility.” Yes, we each have products and services to sell and corporate customers to satisfy, but there’s more to it than that. In just a few words, he articulated a sense of personal mission that deeply resonated with me. Below is a talk he gave (11 minutes) that gives you a sense of his work and mission and also his humor and humanity. There iss so much to do against what can feel like overwhelming odds. But there is courage in the attempt. Onward. #workingoutloud

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A few days ago I had the pleasure of facilitating another enriching workshop with a group of senior HR leaders, where we delved into best practices for succession planning strategies. Through the use of LEGO® SERIOUS PLAY®, participants were able to break away from traditional thinking patterns and unlock fresh insights that led to innovative approaches. #LeadershipDevelopment #SuccessionPlanning #HRLeadership #LegoSeriousPlay #InnovativeThinking #WorkplaceStrategy #TalentManagement

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Last week we completed our final module of Leadership Curriculum for #MetroSourcing. So much of fun and such nice interactions among the colleagues to enhance the learning impact! Key take aways: 1. There is no one-size fits all as far as leadership is concerned 2. Be mindful of when to use what 3. Managing people may not be easy , but can be rewarding Love to hear your stories when we next meet again! #LeadershipDevelopment #LeadingSelf #LeadingOthers #www.infinitelnd.com

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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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Cultural Empathy Two words which are simple and hide a lot of behaviors, approaches, norms and values. Two words we would like to experience in our teams, in our companies, supporting clients and working with colleagues across cultures. However, we often take "cultural empathy" for granted. Many people believe... cultural empathy... is somewhere in the air. There are some companies, leaders and HR managers who encourage their teams, colleagues and employees to develop their cultural empathy. What about you? #hrconsulting #generation #agile #hospitality #university

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What is Coaching? The International Coaching Federation (ICF) describes coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” But what does this look like in practice? At KJE Coaching, we offer a variety of programs tailored to individuals’ unique needs and even within this there is flexibility and cross over. This customisation is one of the greatest strengths of coaching—it’s not a one-size-fits-all approach. As a certified Master Coach, I know when I’m actively coaching and when I’m not, and I ‘d like to think that my regular check in with clients shapes what happens next. In some cases, it may be useful to incorporate training resources, questionnaires, or structured frameworks to help clients achieve their goals. Additionally, other tools and techniques, including those developed within the field of NLP (Neuro-Linguistic Programming), can also be valuable in certain situations. My goal is always aligned with my clients; their success is my success. To demonstrate how a coaching program can be customized to suit different individuals, I’ve outlined several approaches within the KJE Coaching Journey. https://lnkd.in/ehzmKfcj If  you would like to engage in a KJE Coaching programme, please contact me and book a free introductory meeting!

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When they embark on a business journey across continents, most managers I support know what culture shock is. Yet, they are utterly surprised by the unexpected angles and intensity of the culture shock that hits them. Why is that? Join my FREE webinar on April 25 to understand, discuss and apply: - How mangers misunderstand the causes, nature and consequences of culture shock. - Applicable strategies & practical tips for intercultural communication, sales, entrepreneurship, and leadership. - How you and your team should prepare for crossing cultural barriers in your daily business. Click the link for details & registration. #BusinessCulture #CrossCulturalCommunication #GlobalLeadership #Webinar #FreeTraining #InternationalBusiness #CulturalIntelligence #intercultural #leadership #free #expat #globalmobility #EastWestLeadership

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Do you know where your career will take you in the next five years? What about your fellow leaders? What about your staff? Gartner recently reported that less than a third of employees understand where their career should go in the next half-decade. https://lnkd.in/d_EcburZ #careerpath #adaptive #leadershipinsights #csuiteleaders #csuiteconversations

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We believe in doing executive search differently. Click here to learn more about Search+ ➡️ https://lnkd.in/dvdTvP7r #executivesearch #executiverecruitment #csuiterecruitment #leadershiphiring

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The myth of the superhero CEO is ever-present in today’s discourse on leadership — as is its counterpart, the corporate villain whose failings are all too clear. This mythologizing popularizes misguided notions about how leaders succeed. Learn more in a new article by my colleagues, Claudius A. Hildebrand and Bob Stark, in Fast Company: https://lnkd.in/eMWnv42Z

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We are never short of challenges, at work or otherwise. This article is a great read on finding opportunities in challenges, instead of responding to them as threats and triggering defense mechanisms.

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Your Greatest Strength May Be Your Biggest Challenge! This paradox has been on my mind as I dive into my Hogan Assessments certification journey. One of Hogan’s most powerful insights is this: Our greatest strengths, when overused or imbalanced, can become our biggest challenges. In my work at EDWINS Leadership & Restaurant Institute, I’ve seen this dynamic in action, and Hogan has helped me put a name to these patterns. For example: Grit can lead to burnout when leaders push through every obstacle without recognizing the need to pause or delegate. Empathy can make leaders reluctant to give honest feedback, fearing it might harm relationships. Big-picture vision can leave leaders struggling to focus on critical details or follow through. Cautiousness, a strength for avoiding unnecessary risks, can lead to missed opportunities when fear of failure dominates. Confidence, while inspiring, can tip into overreach, alienating team members or stifling collaboration. This principle is already reshaping how I think about leadership and personal growth. Starting in January, I’ll bring this perspective to all my executive coaching clients, including those with Formerly Incarcerated College Graduates Network, helping leaders uncover and manage these patterns to unlock intentional growth. Have you noticed how your strengths can sometimes work against you? Let’s start a conversation—I’d love to hear your thoughts! (Like, share, or comment!) #Hogan #leadership #coaching

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If company culture eats strategy for breakfast... how to cook it? 🥐🍳 I just read this Harvard Business Review article on how to shape company culture. When managing organizational change, we often focus on tools and strategies during these transformations to guide and structure us, but this piece reminds me not to underestimate the 'softer' factors like culture and leadership. The highlight for me is the emphasis on connecting a company’s core values to reality. For example, if integrity is a core value, we should ask: when facing a challenge or difficulty in our company, what does it look when we act with integrity? What actions are connected to acting with integrity, what is a priority and what choices would we make? Do they indeed represent those core values? Additionally, Erin Meyer gives 5 other tips in how to build a culture that works. I highly recommend giving this article a read to anyone involved in leading change or interested in culture.

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Empathy and understanding is critical during times of change. Being empathetic doesn’t mean ignoring KPI’s and ROI’s. Having an empathetic leader during change is critical to ensuring buy in and it will make a huge difference in your productivity dip. #bekind

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#expectations I've often used the saying, "𝗬𝗼𝘂 𝗰𝗮𝗻'𝘁 𝘀𝘁𝗮𝗻𝗱 𝘂𝗻𝗱𝗲𝗿 𝗮𝗻 𝗮𝗽𝗽𝗹𝗲 𝘁𝗿𝗲𝗲 𝗮𝗻𝗱 𝘄𝗮𝗶𝘁 𝗳𝗼𝗿 𝗺𝗮𝗻𝗴𝗼𝗲𝘀 𝘁𝗼 𝗳𝗮𝗹𝗹 𝗱𝗼𝘄𝗻. 𝗬𝗼𝘂 𝗲𝗶𝘁𝗵𝗲𝗿 𝗵𝗮𝘃𝗲 𝘁𝗼 𝗰𝗵𝗮𝗻𝗴𝗲 𝘁𝗵𝗲 𝘁𝗿𝗲𝗲 𝗼𝗿 𝗰𝗵𝗮𝗻𝗴𝗲 𝘆𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻," in my career when #coaching leaders and employees. This simple metaphor holds profound wisdom, especially in the context of professional (and personal) life and leadership. Managing expectations is crucial, not just in aligning our own #goals but also in guiding our teams towards achievable outcomes. Often in our #careers, we find ourselves under the 'apple tree'—whether that's a project, role, or organizational culture -- hoping for outcomes that are simply not in line with reality. The lesson? We must either pivot our strategies and resources to align with the goals we're aiming to achieve (change the tree) or recalibrate our expectations to reflect the reality of our situation (change our expectations). This approach not only helps in minimizing frustration but also in maximizing #productivity and #satisfaction within teams. How have you managed expectations in your professional journey? Have you ever had to 'change the tree' or 'adjust your expectations' to ensure success? #leadership #managingexpectations #organizationalculture #workplace #growthmindset LinkedIn News

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