Vera Salgueiro Martinho

Digital parents and caregivers need strategies, support and straight talk. And that's what I will be doing on May 4th as I share some of the best practices and evidence-based strategies I've been gathering for more than 20 years in the digital space. The Conference will take place in person in Porto and online on a screen near you, with simultaneous translation from English to Portuguese and from Portuguese to English. To find out more information about the Conference, follow the link in the comments. Support Projecto MiudosSegurosNa.Net and Tito de Morais, a leader and trailblazer in internet safety. #digitalparenting #internetsafety

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Today is World Mental Health’s Day! This is for sure a fundamental topic that needs and must have more space in our days. Talking about mental health, especially in professional environments, is still not well seen and not considered a relevant topic. And This needs to urgently change. Creating safe working spaces where everyone can feel confortable to openly speak about what they feel, experience and be able to ask for support will for sure prevent burnouts. I truly believe, and I’m an example, that ambition and professional success are important, however they should not come at the expense of our mental well-being. Balance between work and personal life, knowing when to stop, having emphatic leaders open to listen and to whom you can ask for support are essential and all companies need to be sure that they create and potentiate this kind of environment. We really need to urgently open this dialogue together because taking care of our mental health, openly speak about it and when needed to ask for help is not a weakness – it is a Strength! #mentalhealth #worldmentalhealthday #leadership #organizationalculture #wellbeing #worklifebalance #burnout

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❗ Illegal Immigrant Numbers in Europe Remain Stable for 16 Years A recent study by the European project MirreM reveals that the number of irregular migrants in Europe has remained stable since 2008, representing less than 1% of the population in 12 countries. Portugal has experienced a slight increase, following a previous decline during the last financial crisis.

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Only 2 weeks until TAC Insights' SAP for Asset and Service Management Conference in Porto...are you ready? ✈️➡️🌞 Meet SAP experts, learn from real-life case studies (including a speaking session from us!), network with industry leaders, participate in interactive sessions, and much more. This is your chance to enhance your asset management operations and discover the future of asset management. We look forward to seeing you there! Register before it's too late: https://okt.to/wYjB89 #AssetManagement #EnterpriseServiceManagement #servicemanagement

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Join me at the World Summit 2024 in Porto 14-15 May! Discover how HR can play a critical role in delivering profit in this new era. We'll explore not just the importance of culture in the organization, but also reveal how to put it into practice. Don't miss out on this opportunity to learn and grow. See you there! #WorldSummit2024 #CoatsGroup

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A truly Great Team OR only a Great Company? We are reading these days about a “Great Place To Work” actually looking quite opposite in one of its teams. All these years of being a part of the corporate world and some great workplaces, I could never understand the concept of a ‘great company’ or a ‘not-so-great company’. In my mind, there can be no such thing. In fact, there are ‘great teams’ and ‘not-great teams that are more of reality, as far as engagement of any employee is concerned. Think of it, if you were working in a ‘not-great team’ inside an otherwise ‘great company’, would you be really engaged and productive? No, right? On the other hand, if you work in a really great team, chances are that you’d be far more engaged, even if your company is not really appearing on the great companies’ lists. If you agree, then I wonder why is there so much fuss around a ‘great place to work’ and so little or less meaningful focus & effort around building & nurturing great teams, consisting of effective managers & competent employees! It is my experience that organizations do better by focusing on identifying & nurturing ‘great teams’; there is a real need to learn from what those teams are doing right, their culture & ethos; and albeit I do not like the term, what are the ‘best practices’ that can be learnt from & used to turn around the ‘not-so-great teams’. Great teams focus upon whether each & every teammate is getting right opportunities to use their strengths every day; that they get chances, challenges & encouragement to demonstrate their best every day and they feel cared for. That, in my considered opinion, is the bottom line of creating a winning workplace. In my career, I worked with some great workplaces. And yet, what I more vividly remember are the teams I was part of. Some ‘great teams’ I worked in… and on a rare occasion or two, also found myself in a ‘dysfunctional team’. While I fondly remember the great teams & people I worked with, I also equally remember that when I was part of a ‘not-so-great team’ - where I wasn’t able to use my strengths or give my best every day. The very fact that the company I worked with was really world class didn’t make any difference to my motivation and energy levels during that phase. And I am sure, many of you would have experienced the same predicament one or the other time in your career. Workplaces are not ‘great companies’ merely by some survey or rating or ranking (while no disrespect to any such rating mechanism, per se). They are a unified whole, a superset of several ‘great teams’ built with ‘great individuals’, who give their best every day. Modern organizations must try to achieve that, in order to make them a really ‘great workplace’. I would any day prefer working in a ‘great team’ vs. a ‘poor team in a great company’. Now it’s your turn. Which of these views speak most to you? I am sure you too worked in some great as well as not-so-great teams; what are your experiences?

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Future business challenges are getting harder and more complex, how can HR contribute not only as a partner but also as a change agent? let's learn together.

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#WorkSmart, #NotHard 🎯💪 For many years, we’ve embraced the mindset that even small innovations lead to big results. This approach mirrors how we at Intrum continuously find smarter ways to optimize business processes and now we’re doing the same on our digitalization journey. Hurray to embracing technology and digital solutions, allowing us to focus on what truly matters 🌱

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Today I had the opportunity to complete one of the most important trainings for leaders: “Understanding employees with disabilities and onboarding them to the corporate world”. This learning reminded me the importance that each leader has in their employees life, caring about the person behind every job in a company, being effective when communicating and driving the manager-employee relationship with empathy and respect, without focusing on each other limitations and instead strengthening each invididual abilities. Humans are here to drive change, learn and growth together, let’s never be the type of leader that is not actively listening their employees or understanding their specific needs. Be inclusive, give opportunities and learn from others.

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Not long ago, at the HR Congress World Summit in Porto, the new trend of "culture of cultures" was frequently mentioned. This concept involves creating an environment where different cultural practices are integrated, allowing employees to learn from each other. It’s an excellent experience, and we strive to implement it at Growe. At one time, 99% of our employees were from Ukraine. However, for successful operations in global markets, local expertise is necessary. This realization led us to decentralize and explore new opportunities. Our Go Global HR strategy aims to integrate diversity within Growe. We are learning to work with different cultures, hiring international experts, and enriching our teams with new practices and approaches. This process is very challenging, and many companies that go global do not realize how complex it can be. 𝗦𝗼 𝘄𝗵𝗮𝘁 𝗱𝗼 𝘄𝗲 𝗱𝗼? As an HR team, we regularly organize training sessions and workshops on cross-cultural communication and cross-team interaction. We include this in our onboarding process so that newcomers learn about different cultures from day one. Growe also provides opportunities for employees to go on international business trips to meet local colleagues and share experiences. We place great importance on communication. We share stories about our international divisions, showcase our offices, highlight the experiences of foreign colleagues, and organize challenges to unite our teams and immerse them in our culture. All of our spaces meet the corporate standards. No matter where you are, you will feel equally comfortable and understand that you are at Growe. Our global corporate policies are adaptable to local laws and cultural specifics. This flexibility allows us to ensure equally high-quality conditions and opportunities for all our employees, including access to benefits and training programs. Globalization is a challenge, but each step brings new experiences and strengthens our team.  #CrossCulturalCommunication #InternationalTeams #HR #GoGlobal 👋 P. S. The photo shows our colleagues from the Growe LATAM hub sending their greetings.

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Sonae's First Half of 2024 Results: a significant growth from our current businesses and the positive integration of the last investments. As João Dolores, Sonae’s CFO, shared during an internal presentation and live Q&A with all employees, these results are only possible due to the effort from our #teams. Check some of the highlights 👇 #ShapingTomorrowToday #2Q24 #ResultsReview

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Always pushing forward!! Go Worten Portugal!! #WortenPortugal #InovaçãoLogística #ResponsabilidadeSocial #EducaçãoTecnológica #NovosTalentos #ParceriasEstratégicas #InstitutoSuperiorTécnico #Taguspark #LogLab #EducaçãoeTecnologia #FuturoDaEducação #DesenvolvimentoTecnológico #LogísticaAvançada #InvestimentoEmEducação #ColaboraçãoAcadêmica #TecnologiaNoEnsino #EngenhariaLogística

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The launch of the New Career Network (NCN), an AI-driven platform aimes the urgent need of upskilling European workers. This initiative demonstrates how critical it is for professionals to embrace continuous education and adapt to new technologies, particularly in AI. As industries evolve, ongoing learning and tech adaptation empower workers to thrive and sustain career relevance. The NCN underscores the transformative power of AI in reshaping career paths and facilitating accessible, targeted learning.

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The offices are part of our growth strategy. The annual objectives are quite ambitious, but the economic indicators and commercial efforts indicate that this year could be a year of affirmation in this business area. Let´s keep the focus. #officedesign #officeconstruction ERN construções

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Happening now with ICF Portugal

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The situation in organizations is much worse. The problem is not only in the relationship between employees. The main problem is in the relationship between the CEO and C-suites, between C-suites and middle managers, between different functional departments. The problem is a skewed Management System and a perverted System of Mutual Obligations. This is not a cultural issue. This is a problem Of An Outdated Management Paradigm. Now it is necessary to finally move from Astrology to Astronomy. The names are similar, but the meaning is the opposite.

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Just finished the course “Psychological Safety: Clear Blocks to Innovation, Collaboration, and Risk-Taking” by Amy Edmondson! Check it out: https://lnkd.in/d6MTaMcv #buildingtrust #emotionalintelligence #openinnovation.

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