Simon Little

How lovely to return to the Emotion at Work podcast to talk about The Resilience Handbook. Phil gives me the space to just ramble, and his questions and our conversation make it a good ramble I think.

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Behaviour change is the bread and butter of L&D. There are myriad companies who all have their own version of what good looks like. It can be difficult to know if the variety of stuff on offer is evidence based or researched enough that there is credibility. Today's piece for New Voices in L&D comes from Wil Procter where he writes about the COM-B approach, which looks to examine the capability, opportunity and motivation that comes with behaviour change. Read more, here! https://wp.me/p1mwMK-1r2

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This CIPD comment does acknowledge the need to take on board the needs of older workers but with their numbers increasing and the numbers of new workers decreasing this is one thing employers cannot afford to ignore. They need to address the haemorrhaging of much needed talent not just for themselves but for all the alternative avenues they might consider after their professional services career. Teaching, charities, mental health, you name it, they have so much to offer. Victoria Tomlinson FRSA at NextUp has taken this issue by the scruff of the neck and, focusing initially on professional services is running with it. Firms sign up for courses offering a forum to support older employees in realising that there are far more possibilities either within their current firm or in other settings, than they realised. The energy levels displayed are heart warming as the blinders are taken off. If you are a lawyer or accountant or in a big corporate take a look at the NextUp website https://www.next-up.com/ #olderworkers #outofthebox #possibilities Jon Boyle ⭐ Henry Rose Lee ⭐ Inter-Generational Diversity Specialist ⭐ Thushara Collins Farah Malik Philip Mendonça Helen Bunker Caroline Bradford Donald Davies David Radburn Anthony Mutton FAICD https://lnkd.in/e6dNAcDz

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A long-term disability is a condition that is likely to be permanent or last more than 12 months, for example, a serious breathing problem. For more guidance on how to support employees with a disability or HR advice on another matter, please contact us at [email protected]. #InvictusHR #HRConsultant #AbilityNotDisability #DisabilityAwareness #Employment

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Our experienced HR Consultants and HR Advisers can facilitate sessions on a broad range of topics including leadership styles and mindfulness. If you need help with mindful leadership strategies, or any other HR support, please contact us at [email protected]. #InvictusHR #HRConsultant #Mindful #Employment #Leadership

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We are committed to empowering L&D leaders and managers to engage in strategic-level conversations with stakeholders, speak the business language fluently, and effectively align their initiatives with organisational priorities. That's why we've crafted a comprehensive 3-month programme focusing on essential business alignment topics: Commercial Awareness Finance for L&D Building a Business Case Strategic Thinking L&D Strategy Demonstrating Impact This programme is perfect for L&D leaders and managers keen to deepen their business understanding, prepare for meaningful conversations. Kicking off this November, see details below and link in comments. #BusinessAlignment #CLO #LearningLeadership

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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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I have been in HR practice long enough to remember when, as individuals approached their (then) default retirement age, we would diary in to have a discussion with them. The purpose was to co-ordinate plans to achieve an orderly transition for all concerned, and I don't recall anyone ever reacting badly. I'm struck that those discussions touched on many of the points people want to address as outlined in this report, including the possibility of reducing hours and changing responsibilities and, perhaps most critically, having the opportunity to coach and share their valuable knowledge in a structured way. Of course age discrimination is something to be aware of, but I do wonder if everyone if worse off for the loss of those very valuable exchanges which used to happen, but which are now effectively forbidden for fear of inadvertently falling foul of the legislation. As ever I suspect the answer lies somewhere between the 2 positions; certainly I consider a default retirement age to be a nonsense as we are all so different, so I wouldn't be driving anything by a calendar. Perhaps, while the new Government is re-assessing so many employment laws, some thought could be given to how discussions about the needs and preferences of many of those approaching retirement, and their employers and colleagues, could better be better facilitated. https://lnkd.in/eaiZqG4C

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DID YOU KNOW: You can read our current issue of Hr NETWORK Magazine which is just out and covers the topic of #professionaldevelopment and all our back issues on our dedicated back issues page. Recent topics include: #neurodiversity, #leadership, #menopause and much much more. VISIT OUR BACK ISSUES PAGE: https://lnkd.in/dJ-y-RQ

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Perkbox’ latest research reveals that 9 out of 10 managers feel responsible for their team’s wellbeing. This statistic, though familiar to many managers and HR professionals, prompts a critical question: how can we support both managers and employees effectively? For valuable tips and insights, take a look at this piece.  https://lnkd.in/eqzhdJZW

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TODAY'S BUDGET - the HR and reward challenges What should HR directors be thinking about following the budget? Their lower paid workforce!   The combination of National Living Wage and NIC increases will push up employment costs. Exactly how much depends on the profile of the workforce as the largest rise in employer costs is for employing lower paid workers. And, the headline numbers don’t factor in the need to adjust differentials between those employees on the NLW and those immediately above it.   Differentials are always a sensitive issue. HR directors and their reward leaders will need to look at differentials quickly with the intent of adjusting them in the upcoming pay round given NLW kicks in April 2025. In our experience and based on the NLW at £12.21 per hour, tackling differentials should affect anyone earning less than £15 per hour. This is a significant part of the workforce for retail and hospitality employers, for example.   Will low paid workers feel the benefit of these additional employer costs? Probably not. OBR estimates three quarters of the employer NIC increase will be felt by employees even if they don’t show up in payslips. Why? Many employers will have little choice but to restructure lower paid work and reduce jobs or reduce other employment costs, for example, employer pension contributions. Another issue for HR directors and reward leaders to think about.   HR directors and their reward colleagues have a fine line to draw. Low paid work is a valuable entry point to the labour market and it should be paid properly – we all have a social responsibility for lower paid workers. Low paid work can also get priced out of the market because we all have a responsibility for managing costs too.   In short, National Living Wage and NICs pull in different directions. HR directors and reward leaders must manage that tension. If you want to get in front of these tensions, we at FJ Advisory are here to offer advice and some critical friendship. Contact us on www.fjltd.com or Mike Falvey or Christopher Johnson or here at LinkedIn

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With the proposed changes to UK Employment Law by the new Labour Party (UK) government workplace culture has never been more important. Not only do employers have to ensure legal compliance, but there's also the increased requirement to ensure employee voice is part of HR strategy. After all, why would you want to spend up to 300% of an employees salary on replacing them? Big answer is...you don't. Listen to the people you thought could add to your business. Watch this video, drop me a message, and let's talk... https://lnkd.in/eFNMrRcp

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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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Shedding light on boreout - a new term for me, but an experience I know all too well. I’ve certainly encountered a lack of challenge at work, especially when my skills were perhaps undervalued or I was overlooked for new opportunities because it suited the business. The thinking seemed to be,“Why move me when I’m delivering results?” - without considering my own career ambitions. This kind of short-termism led to disengagement, and ultimately, I sought a fresh challenge elsewhere. How often have we heard managers say they'd rather keep their star performer exactly where they are, doing what they do best - without considering whether it’s working for the employee? Personally, I believe in advocating for an employee’s next challenge - ideally with us, but if it’s elsewhere, that’s okay too. The takeaway? Even if an employee is excelling and driving revenue, check-in with them as they may not feel fulfilled or challenged. Without offering growth opportunities, you may risk losing them! Have you experienced boreout? #boreout #boreoutthenewburnout #HRthoughtfortheday

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The majority of HR practitioners feel unequipped to meet their organisation’s needs, and struggle to maintain a good work-life balance, research reveals. Do you agree? Well done on this great article Isabel Jackson, 👏 which shines a light on how many HR professionals are feeling right now. It was a pleasure to add my view to this article and comment on the research: Lisa Murphy, CEO of Limelite HR, said the profession has had to “rapidly develop new skills and knowledge” and “step up and help to steer and guide organisations, often at a detriment to our own wellbeing”. “This year we’ve already seen significant changes to the employment law landscape, but this may just be the tip of the iceberg if the political landscape changes following the general election,” she said. “We deal with very difficult situations but, unlike coaches or counsellors, there is no expected form of ‘supervision’ or formal support, and the training we’ve had often doesn’t equip us with the practical or softer skills needed to manage the most challenging of situations we have to face. “You only have to look at how many successful online HR communities there are to see that our profession is actively, sometimes desperately, seeking professional and emotional support from others, and feeling lonely, unappreciated and ill-equipped.” What do you think, should HR have more support for their own wellbeing, or even formal Supervision? Read the full article below ⬇️ #HRThinking #HRResearch #HRWellbeing

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** Book recommendation ** As a HR nerd, I have been on many webinars, courses and workshops regarding neurodiversity in the workplace. However, nothing has given me more insight into the challenges, perspective and potential super power of autism than reading my summer holiday read. Strong Female Character, by Fern Brady, is moving, insightful, funny, sad. A rollercoaster. Just like life. #autism #bookrecommendation #hr #neurodiversity

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Happy International HR Day! To all HR Professionals out there Managers of human connection There’s never a dull day in your diary From office housework to strategic thinking You do it all, and don’t wait for a compliment Influencing from the frontline to the C-suite Powering systems, coaching tomorrow’s leaders On this day, whether you celebrate it or not Pause…….. Take a moment to check in with yourself 📌 “How are you, really?”📌 Listen to your heart - then, take action. Be Unstoppable!

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Here at SEE Change Happen we are thinking 'INCLUSION' this week, and today Inclusion in Recruitment & Leadership ..... 🌈 💛 💜 💗 💙 💚 🧡 So with that in mind, see what we can offer your teams and ultimately your organisation 🙂 'The Inclusive Leaders Journey' ...... Inclusive leadership is pivotal for building a workplace where everyone feels valued and heard. Leaders who prioritise inclusivity foster an environment of trust, innovation, and collaboration, enabling diverse talent to thrive. This results in a more dynamic and resilient organisation, capable of navigating complex challenges and driving sustainable growth. 🌟🤝 https://lnkd.in/eyxCpMZm #InclusiveLeadership #DiversityAndInclusion #Equity #Belonging #InclusiveCulture #OrganisationalPerformance #PositivePeopleExperiences

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