Lucy Adler

This week, I had the privilege of joining a panel at CONNECT HR UK, joined by Abigail Wilmore (FCIPD) Founder and CEO, People Flow and Yuki Watanabe on how we can embed wellbeing holistically and proactively into company culture. With the expectation on employers shifting when the COVID pandemic began in 2020, it's no longer a question of 'should employers lean into wellbeing', but rather a question of 'can we afford not to?' Wellbeing comes in different shapes and sizes and means different things to different people - so we need to account for that in our approach. Like most other things, one size certainly does not suit all. On the panel, we talked about the importance of leader role-modelling and the unspoken messages they can send; we touched on self-care and the role technology has to play in accessing financial education, especially when considering the different starting points we each have; and we talked a lot about psychological safety. There are still a lot of things we can't be sure of, but what we can be sure of is that wellbeing is critical to organisation success. To my colleagues at Sky, let's talk. #wellbeing #panel #ConnectHR #psychologicalsafety #leadership #rolemodelling #financialwellbeing #selfcare #Twickenhamstadium Picture shows me seated on stage with two other panellists, in front of ‘Quartz Network’ signage.

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I assume, many would agree that it is an imperative to build a #collective in a space (teams, organisation, groups etc)... as this exhibits the aspects of being 'one unit' that is #collaborative and #inclusive. However, I wonder to build a collective what would matter that will have the utmost impact - A dialogue or a discussion? Or perhaps, How are these two different? If a group engages in a dialogue and another group engages in a discussion, what will be similar and different? What do you think?

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More and more, we are seeing a ton of activity coming from HR leaders who are sharing (very transparently) how hard HR work truly is. And I'm not talking about the "cushy" HR job where things are relatively predictable, you lead a massive team, your budget matches the team size and you can focus on planning for 3+ years at a time. I'm talking about fast-growth environments, often venture backed, that put a lot of pressure on organizations with challenging revenue goals, lots of change & scaling and plenty of pivots to keep the business going. It's not easy to work in fast-growth companies. It's also very challenging for HR leaders who need to keep a pulse on everything that's happening in real time. And we all know, when things move fast, things also break. I'll be the first to say that HR isn't easy. It's really hard but I don't think people quite understand why it's so hard or frustrating. So I drafted my latest Diary of a CPO chapter focused on that topic, and also why we might be seeing so many HR leaders leave the industry in droves. I'm not one to shy away from sharing how I feel so if you're curious about why HR leaders are so burnt out (and dare I say, jaded as well), take a peek. And just a quick reminder, if you're going to be disrespectful in the comments, your comment will be deleted. If you have a differing viewpoint, state it with maturity and professionalism. And of course, if you have more than a ton of opinions to share, I would suggest you draft up your own post for your exclusive audience and platform (but you won't be disrespectful on mine). 🙂 https://lnkd.in/ghWkwiy2

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How do you achieve Inclusive Recruitment & Talent Management? Last week I had the pleasure of running a session at the IHR - In-house Recruitment Diversity & Inclusion conference in London on this very topic. I shared some top tips on how to make your process more accessible and equitable including: - How to review every step in your process and identify where the bias exists - How to use data to create transparency and equity in the process - How to make the process accessible and attract a wider talent pool If this something you are struggling with or need help and advice, don’t hesitate to get in touch with me or my team at [email protected] Together I truly believe we can unlock people’s potential and remove barriers. #recruitment #talent #inclusion

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📢 Budget 2024: Key HR Takeaways 📢 Today's budget announcement has important implications for HR teams and organisations alike. Key areas of interest include wage support, training incentives, and mental health funding – all of which affect our strategies for employee engagement, retention, and development. Here’s what HR professionals should focus on: 💷 Wage Growth & Support: Evaluate wage adjustments to stay competitive, especially with new funding in key industries. 📈 Upskilling & Training Incentives: Take advantage of grants and incentives to expand skill development programs and support a future-ready workforce. 💚 Mental Health Investments: Leverage increased mental health funding to enhance employee wellness initiatives, fostering a healthier, more resilient workforce. Now's the time to align budgets with these priorities and maximise the support available for our people and businesses! #HR #Budget2024 #PeopleFirst #WorkforceDevelopment https://lnkd.in/e5FEqGcA

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Some people are like sunshine. Bryony Williams is one of these people. Bryony is CEO & Founder of The Glass Female, a Career and Leadership Coach, Creator of the Happy HR Method and UN Women UK Delegate. In episode 9 of People & Pioneers - The Podcast, you'll hear about: 🟡 The value of coaching in rediscovering identity as a parent and career person 🟡 Trends that CEOs and founders should be mindful of in the startup and scale-up space 🟡The importance of self-care and wellness in personal and professional development 🟡 Avoiding the people and scaling trap 🟡 The Happy HR Method, which focuses on communication, confidence, and passion to help people overcome burnout and frustration in their careers And much, much more. Whether you're a business leader, entrepreneur, or someone striving for growth, this podcast promises to share some game-changing strategies as we get real about people-powered success. 🎙 Listen on Spotify here: https://lnkd.in/eSZG9t53 #people #hr #culture #startups

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As we head towards the uk general election, check out this great piece in Employer News - HR and Business News for UK Employers from my Traction Coaching colleague, Philippa Spratt about how we all may benefit from thinking of a promotion like being up for election. https://lnkd.in/ebBe6mbf #election #coach #managerdevelopment #leadership

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Creating an inclusive workplace takes commitment, communication and continuous effort. This blog from MHR explores some effective strategies to help you get started, including: ✅ Gaining leadership support ✅ Promoting inclusive communication ✅ Recognising diverse contributions #HR #Recruitment #WorkforceManagement

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🌍 Creating Inclusive Workplaces: Lessons from The Inclusive Workplace Conference Last week, I attended The Inclusive Workplace Conference at County Hall, London, hosted by Santé Group and Headspace. Thanks to Paul Nugent for inviting me. Here are my key takeaways: ✅ HR's Expanding Role: HR professionals are now strategists, culture shapers, and mediators. Balancing DEI, hybrid work, and mental health support has never been more critical. ✅ Training, Development and Coaching Matters: Embedding training through coaching empowers teams to thrive, fostering resilience, adaptability, and sustainable growth. ✅ Generational Balance: With five generations in the workplace, inclusivity isn’t just important—it’s essential for collaboration and innovation. ✅ Leadership’s Role: Culture starts at the top. Leaders must champion DEI and provide HR with the tools to build a thriving workplace. Let’s invest in our people and their ongoing development where everyone thrives. Increase talent attraction and retention by shaping workplace cultures that last! You can read the complete blog here: https://buff.ly/3ZqIYAd #DEI #Leadership #Coaching #WorkplaceCulture #HRTransformation #SallyPhilip #LeadershipRole #Mentorship

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🌍 Diversity & Inclusion: Beyond Lip Service UK businesses with diverse teams are 15% more likely to outperform their peers. However, many organisations struggle to move beyond mere statements about diversity and inclusion. It’s time to implement measurable initiatives that embed true inclusivity within your teams. What are your goals for D&I, and how can we help you achieve them? Let’s connect to create a meaningful impact in your organisation. Contact us at [email protected]! #DiversityAndInclusion #Leadership #BusinessImpact

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What are your thoughts on conferences? I am off to the CIPD festival of work today. Some of the sessions I’m excited to attend are: 📣How internal comms can support corporate values ❌Thriving through transformation, it’s time to stop talking about change management 📕From theory to action and AI playbook for L&D strategies 💪🏿Fearless Leadership: Fostering an honest and open culture, and creative courage in the modern workplace The part I woke up feeling a little less excited about this morning is the networking. It’s how we grow (along with word of mouth and referrals from our lovely existing clients) but let’s be honest, it’s not many people’s favourite thing to do! I’ve had a motivation boost though, from my lovely co-founder Becki Nazareth. 💙 Is anyone attending the Festival of Work today who can help me check off some of my bingo card? Comment if you are! (Or if you want to chat about what we do at Wonderful Brilliant ) (Also, I’d love a 🙌 in the comments from anyone who sees this and feels nostalgic….Yes you Explore Learning crew!)

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I have been speaking to d&i Leaders (Diversity and Inclusion Leaders) about how we can recognise and reward #employeenetworks. In this piece, I discuss the importance of employee networks with Jo Faragher (she/her), but we also examine why they are often undervalued. I think that’s mainly because employers can see employee networks as passion projects. This hugely undervalues the work of the network and the people within it, don’t you think⁉   I want to encourage employers to provide network leaders with protected time to fulfil the additional work and ensure that the work takes place during working hours.    I also think that many network leads are looking for visibility. Employers can fulfil this by inviting network leads to present their work, achievements and successes to the senior team and feature their work in internal and external communications.   What do you think? What else can we do to reward employee networks? #commentbelow   #employeeculture #productivity #employeeengagement

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Are you a CPO/CHRO/HRD interested in a deeper discussion, thinking about how we systemically address the challenges of being a People Professional in the world of work today? And how we can create environments for People/ HR teams that reflect the real world challenges of our work? Look no further 👇

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How effective are your Employee Resource Groups (ERGs) as change enablers? Our new ERG Accelerator Programme recognises that each will be on their own maturity journey, but are essential tools for inclusion in any organisation. Why do ERGs matter in achieving #diversity #equity and #inclusion? 📌 Mission & Purpose ERGs are crucial change partners in supporting your company achieve its mission and align with your values-led purpose 📌 Innovative Customer Insights ERGs offer vital perspectives on the changing expectations of your people, clients, and suppliers; informing innovative product development and ultimately driving market relevance and growth. 📌 Employee Value Proposition ERGs act as important ambassadors for your organisational identity and can set you apart by becoming an employer of choice. 📌 Growing Future Leaders ERGs at their best offer invaluable leadership development and mentoring opportunities, empowering employees to grow professionally. 📌 Inclusion Advocates ERGs are paramount to fostering an engaged and inclusive work environment by accelerating connection, promoting diversity awareness, and advocating for equity. Join us on 20 June 1030-1100 BST for our launch webinar when Minaxi Mistry and I will walk you through our new 3-part bitesize learning experience to support your ERGs on their change journeys, working effectively in partnership with their executive sponsorship. 🔽 Joining link in the comments 🔽 #InclusionMatters #Belonging #DiversityAndInclusion #InclusiveLeadership

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Did you know that UK men are less likely to seek mental health support, and men aged 40 to 49 have the highest suicide rates in the UK? ED&I initiatives aim to create a fair and inclusive environment for all, so it’s crucial to address Men’s concerns along with those of marginalised groups. This article highlights the importance of male allyship, creating safe spaces and how these efforts benefit everyone. https://smpl.is/9gcqv

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Webinar alert! Do Generation Z have unique needs? Or have our L&D practices confused new ways of working with the typical challenges of early careers? Join us as we share Cappfinity’s meta-analysis of all working generations. Info to sign up in the post!

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A recent Samaritans survey shared that 💚74% of Respondents felt comfortable talking about their mental well-being with family and friends 💚45% felt comfortable talking to family and friends about Suicidal Thoughts Today at ATM we are working with our partner WeTalkToo to deliver Training sessions for our Managers and Mental Health First Aiders to be able to support each other and colleagues 💚 Having the ability to talk is so important 💛 #Suicidepreventionday2024

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🔍 Exploring Business Challenges with Childlike Curiosity 🚀 While en route to the Tower of London with my family, my children’s questions about the Crown Jewels sparked a reflection on the power of curiosity. Children naturally think dynamically, creatively, and with unbridled excitement. They ask questions without hesitation, opening doors to new perspectives and ideas. This experience got me thinking: how can we harness this childlike energy to approach our business challenges? How can we cultivate an open mindset that allows us to explore new possibilities without limiting ourselves? Embracing curiosity can be transformative. It encourages us to challenge assumptions, seek diverse perspectives, and experiment with new ideas. By fostering a culture of curiosity, we can inspire innovative thinking and drive meaningful change in our organizations. How do you encourage curiosity and open-mindedness in yourself and your teams? Share your thoughts below! Let’s learn from each other and embrace the power of curiosity in our workplaces. #Curiosity #Innovation #BusinessMindsetq

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