Jennifer Gibb PhD

🚨Episode 2 is here - The Cost of Toxic Workplace Culture🚨 In this episode of A Matter of Culture, Reem and Sula take a hard look at the tangible and intangible costs of toxic workplace cultures. Dedicated to Sula's late mentor, Elza Maalouf, this discussion is as heartfelt as it is insightful, diving into the personal and organizational impacts of neglecting workplace well-being. From the organizational life cycle framework to real-world examples, Reem and Sula provide a blueprint for identifying toxicity and transforming workplace cultures into spaces that uplift and empower. Whether you’re a leader, an HR professional, or someone navigating challenges in your work environment, this episode is a must-listen for understanding the hidden costs of cultural neglect. AMOC is more than just a podcast; it's a community focused on building supportive, empowering, and equitable workplaces. Whether you’re looking to make a positive change in your own organization or simply want to be part of the conversation, join us for Episode 2 as we continue our mission to create inspired workplaces. 🎧 Tune in, share, and be part of the culture revolution! #AMOC #ToxicCultureisExpensive #WorkplaceWellbeing #LeadershipMatters #CultureTransformation Sula Al Naqeeb | Reem M. M. Osman

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🔎 What does it take to deliver world-class implementation? 🔎 What is the role of HR in today's digital world in transforming an organization? 🔎 What are the hard-won insights from top-performing organizations? These are the key questions I will be addressing on the morning of September 12th in Singapore. I'm looking forward to the opportunity with B.Connected, and thank them for the invitation. #strategyimplementation #worldclassimplementation Binu Balan

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During periods of transformation, leaders who act as coaches rather than bosses foster stronger, more resilient teams. Leaders can help employees navigate transitions with confidence and purpose by guiding and supporting them. This approach not only builds engagement but also nurtures trust and long-term loyalty. Click the link to learn how to guide your team through tumultuous times: https://lnkd.in/g7BQkAny. #Leadership #ChangeManagement #Coaching #TakeCareOfYourPeople

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https://lnkd.in/gCDR4Vgd The coaching models since 2000s have served to make an industry bereft of systems thinking. However, the premise that individual effectiveness is possible without systemic intervention is what is flawed. Individual, group and organisational level effectiveness go hand in hand in OD. Coaching owes (like DEI does) much to the OD practice. Atomisation of the practice is harmful. It's like the lobotomy of the brain. Differentiation has a shadow or functional opposite : integration. Unfortunately the assembly of lobes is insufficient for the brain to function. Synthesis between lobes makes it effective. Allon Shevat

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Lego’s Blueprint for Modern HR: People, Places and Culture https://lnkd.in/excg3-KY “(Our new HR operating model is) a three-pronged framework: product management, communities of excellence, and flexible business partnering. We're moving from centres of excellence to communities of excellence, where everything we create is co-designed with our colleagues.” What does the modern HR operating model look like? the LEGO Group’s blueprint combines People, Places and Culture and is designed around a three-pronged framework encompassing product management, communities of excellence and flexible business partnering. To explore how this innovative framework is setting new standards, I am joined for this week’s episode of the Digital HR Leaders podcast, by Loren I. Shuster, Chief People Officer at the LEGO Group. “HR leaders should focus on creating the right context for people in the organisation to thrive so that they can deliver the best results for the company.” In our conversation, Loren and I discuss: 1️⃣ How integrating ‘People, Places and Culture’ aligns with Lego’s broader business objectives. 2️⃣ How this model influences Lego’s approach to talent management, workplace design, and cultural development. 3️⃣ How Lego utilises technology and analytics to support its innovative people practices and maintain its commitment to continuous innovation. 4️⃣ How these practices enable a flexible and adaptive organisational culture. 5️⃣ Guidance for other organisations looking to innovate their HR practices in similar transformative ways. "There’s no doubt AI is one of the most significant technological developments of our lifetime. We tend to overestimate the short-term impact of technology and underestimate the long-term impact." Thanks to Loren for sharing his time and expertise with listeners as well as Philip Arkcoll, Laura Morris and the team at Worklytics for sponsoring this series of the podcast. Thanks too to Manpreet Randhawa, Stefan Kesić, Jasmine Panayides, and the team at Insight222 and myHRfuture for bringing the podcast to life. cc: Maja, Thomas, Javanthy, Paul, Thomas, Jeppe, Matias, Dave #humanresources #leadership #culture #peopleanalytics #futureofwork #employeeexperience #chro #workforceplanning #hrtech #diversity #talentmarketplace #orgdesign #hrpodcast

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The most rewarding aspect of coaching people is facilitating a successful change transformation. It isn’t just about talking about change — it's about making change happen. This masterclass, What it Takes to Change when Change is Difficult, by Dr Ben Koh, will transform your thinking about what coaching is. In this webinar, Dr. Ben draws on decades of research and fieldwork to understand how change occurs in coaching conversations, explain what it takes to help people move past their obstacles and want to respond differently. You will understand how this process occurs and how to be more purposeful in your coaching intervention, helping people change even when change is difficult. You will understand how this process occurs and how to be more purposeful in your coaching intervention, helping people change even when change is difficult.   13 Sep 3pm Singapore OR 20 Sep 8pm Singapore Register: https://lnkd.in/gXJkPvWV What can you expect to take away? ⭐ Gain deeper insight into the change process as a complex phenomenon ⭐ Discover the different natures of personal change. ⭐ Learn one effective strategy that initiates the change process. No undertaking is more critical than understanding what makes the most difference in creating and sustaining change over time. We look forward to having you in the masterclass. #coachingskill #transformationalcoaching #coaching

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To all aspiring psychologists - do you want to gain more information and understanding about our wonderful field? I would encourage you to register below! I know information about our world isn't always readily available, so this is a great opportunity to hear from the experts. #psychology

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Some interesting insights in this research on the performance of internationally dispersed virtual teams during the peak of Covid . Key takeaways include that the scale of impact of the crisis for individuals negatively impacted team alignment and performance. Also that greater levels of team alignment in collaborative behaviours ("consensus") was consistent with better team performance. Gordon (Gordy) Curphy, PhD this sounds a lot like the importance of creating shared norms from the Rocket Model of Team Performance. #teamdevelopment #virtualteams #teamperformance https://lnkd.in/g3EziQHr

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Leaders in Malaysia tend to score high on the Hogan MVPI scales of Power, Commerce, and Altruistic. If you know Malaysia, you’re nodding in recognition. This combination of values reflects a blend of authoritative ambition, a drive for business success, and a commitment to the well-being of others. This July, Anne-Marie Paiement, PhD, regional manager of Asia Pacific, and Nicole Dickie, senior consultant, visited Optimal Consulting Group Pte Ltd, a Hogan Assessments authorized distributor in Malaysia. Find out what insights we gained about Hogan assessment data from Malaysian leaders. Learn more: https://lnkd.in/eKK7PZFH #HoganPersonality #PersonalityAssessment #Personality #Malaysia #Leadership #HoganAroundTheGlobe

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Hogan Assessments’ insights on Malaysian leaders reveal characteristics that collectively paint a picture of Malaysian leadership adapting to a fast-paced, globally competitive business environment, while still retaining some culturally influenced traits. Wan Leng Ho, CEO of Optimal Consulting shares that “as Malaysia becomes increasingly integrated into the global economy, its leaders are likely adapting their styles to incorporate both local values and international business practices. This blend of cultural diversity, government-driven economic and social goals, and the pressure of globalization creates a unique environment that shapes the characteristics and approaches of Malaysian leadership.” Learn more about the personality data of Malaysian leaders in the Hogan article on Leadership in Malaysia: A Cultural and Psychological Perspective.

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CEO SUCCESSION Passing the baton of #leadership or picking the right replacement for a departing #CEO is a critical challenge for the Board of Directors. It is oftentimes a complex decision given the interplay of corporate politics and personal emotion. As the CEO’s performance and that of the Company are so intertwined, CEO succession is a key task the Board cannot afford to get wrong. In reality, CEOs are not, for the most part, keen to have this discussed by the Board – perhaps because they are too preoccupied with running the Company or as is typical with all humans, “they are not eager to contemplate their professional mortality” (Harvey Seifter & Peter Economy ). A Board’s action or inaction regarding CEO succession can have tremendous impact on the Company which Directors owe a duty to protect. The process can indeed be laborious and contentious, but as the Board must live with the consequences of a succession process gone awry, it is in the best interest of the Board to get involved. Leaving it entirely to the CEO to choose a successor may not always be in the best interest of the Company. Acting alone, it is typical for the CEO to use largely intuitive criteria to sort through potential candidates. A collaborative approach in which the Board acting through the Nomination (or Governance) Committee – made up predominantly of Independent Directors – actively partners with the incumbent CEO is preferable. Whilst the CEO drives the process, the Board plays an active oversight role as opposed to rubber stamping the CEO’s choice. Working with the CEO, the Committee will identify the most significant challenges the organization is facing and likely to face as well as the leadership competencies required to deal successfully with those challenges. These will entail some scenario planning, periodic review and adaptation in the context of overall corporate strategy and changes in the business environment. Continue reading on the blog 👇🏾 #successionplanning #corporategovernance #boardofdirectors

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Digital First HR - my latest insights on the evolving landscape of HR! 3 articles that explore a digital-first approach. Digital-First Mindset in HR: Discover the transformative power of integrating digital strategies into HR practices. https://lnkd.in/gPnt3q-N The 4 Stages of Digital Maturity: Learn about the four key stages that define a digitally mature HR function and how to navigate through them. https://lnkd.in/gQkPvdug   The Digital-First Function Experience: Explore the comprehensive experience of a digital-first HR function and its impact on business success. https://lnkd.in/g5tQ_wpE #DigitalHR #HRTransformation #BionicHR #Leadership #HRTech

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BECOME A CERTIFIED TEAM PSYCHOLOGICAL SAFETY PRACTITIONER - 4 Places Remaining 14-15 November, 58 Republic Plaza, Singapore Master Facilitator Dr Philip Merry https://lnkd.in/gHS6nVjb Google research identified Team Psychological Safety (TPS) as the most important contributory factor to team success; TPS has become a "must-have" skill for team coaches. Based on the original research of Harvard Professor Amy Edmondson, the workshop will equip you with the team coaching skills necessary to boost TPS, team learning and team results; enabling you to add TPS to your offerings to clients.

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Want to develop your leadership skills and behaviors now? Introduce your Collab on 29 July and prepare to kick off with us on Monday 5 August. #leadership #challenge #workplace #collaboration #coaching #grow3leaders #positivechange

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A new handbook in HRD will come out soon. I am contributing two chapters. One focuses on challenging the foundations to align HRD theories and frameworks with what practitioners actually do and whom organizations are hiring. This second one focus on theorizing people analytics. We boldly claim that HR should stop playing a business supporting function passively. IMHO, even the argument that HR should be strategic falls short. HR should be recognized and practiced as one of mission critical business functions with greater accountability and impacts. #HRD #SHRD #HR #peopleanalytics #HRanalytics #AHRD

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This concept, known as psychological safety, is not just a buzzword but a foundational element for high-performing individuals, teams and organisations. Let’s delve into what psychological safety is, why it matters, and how organisations can cultivate it. Read our series of articles about how leaders, individuals and wellbeing managers can build psychological safety in organisations. 👉 https://lnkd.in/gEHs9hni #hr #hrmanager #workplacewellbeing #psychologicalsafety #workplacesafety

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During Gloat Live, Josh Bersin singled out transformation and change as the most important leadership capabilities to drive execution. Rather than sticking with hierarchical ways of working, he argues that it’s time to embrace more dynamic approaches to talent management and skill-building. Check out his keynote to learn how you can accelerate business, people, and innovation outcomes at your organization: https://bit.ly/4b8QCC3

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TAKE YOUR SWP TO THE NEXT LEVEL! What are some of the research-based Human Capital Models that should underpin the development of your Strategic Workforce Plan (SWP)? We combine the following six models - integration multiplies value! 1.    Casio’s model of the 5 ways of building human capital 2.    A 3 layered pyramid model of (1) critical capabilities, (2) organisational capabilities and (3) individual competencies, linking roles to the business strategy 3.    A 9 skills-value model of how value can be (1) created and (2) enabled 4.    A skills-based workforce segmentation model, based on the work for Lepak and Snell, that categorises roles including ‘Make’, ‘Buy’ and Critical Roles Note. Different HR policies, including investments in roles and ‘deals’, will apply to these different role types. 5.    A model of the Psychological Contract comprising 15 items – both the tangibles and the intangibles, that comprise the ‘deal’ Note. One size doesn’t fit all – different deals will apply to different workforce segments.   6.    A people data cube model that captures 3 categories of HR data and reporting of the same: (1) demographic, (2) historical and (3) predictive data These models and their integration, are further explained in our white paper titled Strategic Workforce Planning:  Adopting a Best Practice Approach for Resetting Your Organisation in the New Economy, that can be downloaded from our website at: https://lnkd.in/gCpMn89 For further information, please contact me, Colin Beames, to discuss how we can assist at: [email protected] #talentmanagement #successionplanning #criticalroles #strategicworkforceplanning #HRanalytics #humancapital #workforcesegmentation #costofturnover #rolemapping #rolevalue

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How can Chief #Investment Officers and their #leadership team nurture and empower emerging #talent, often operating in the confines of specialist silos, into generalist future #leaders? https://lnkd.in/gkYgY4pc #management #futureleaders #nextgen #training

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