Aaron Green

After identifying pay inequities, it's time to ask an important question: Do you have the resources to remediate them? When resources are limited, there are still ways to make progress on addressing pay inequities while spending less on remediation. In Gail Greenfield's latest Pay Equity Deep Dive, she outlines three options. #PayEquity #PayGap #FairPay #EqualPay

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Step 1. Create a 5-Year Career Plan Step 2. Reach out to see how Okland can make it happen for you People are key to company performance. Organizations that use company growth to fuel career growth for their people understand that. Find one to call home!

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Interesting thoughts from Harvard Business Review: "We believe that companies can benefit from a radical reframing of work as something that employees actively choose to “buy” with their labor—and that must be designed to help them make that choice every day." Eric Anicich Dart Lindsley #workasaproduct #newwork #peoplesuccess

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Bought in to lead a GBS? Gone all-in to the company which your GBS supports? Drinking the Kool-Aid when it comes to vision, mission and culture? See non-GBS enterprise roles that can harness your talents but feel stymied at every chance to transfer? Not feeling the love? Is a GBS role a poor springboard to other enterprise leadership roles when you haven't been voluntold into the job? Or are there conditions that suggest moving on internally is possible? Is there No Exit? Take a read and see what you think. (Rest assured I won't out the many friends whose career frustrations have informed this post). #GBScareers #noexit https://lnkd.in/e2GaeEqH

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I am looking forward to having a conversation regarding Finding Harmony: A Discussion on Work-Life Balance. Calling all members of the Careers & Collaboration Community of Practice! Join Victor Simmons (He/Him/His) and Brandy Starks for a LIVE and engaging discussion on balancing personal and professional boundaries. Work-Life Balance: Strategies & Boundaries for Success 📅 June 27, 2024 at 7 PM ET / 4 PM PT In this insightful conversation, we'll explore: ➡ Personal & Professional Perspectives: Delve into the importance of work-life balance from both sides of the equation. ➡ Effective Strategies: Learn from Yasmeen's personal experiences and impactful practices for achieving a healthy balance. ➡ Conquering Challenges: Discuss common roadblocks to work-life balance and strategies for overcoming them. ➡ The Power of Boundaries: Explore the significance of setting boundaries and communication tips for successful implementation with colleagues and superiors. Mark your calendars and set a reminder!

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I was so inspired by Francine Parham The Business Behind the Book Summit.  I had so many fav parts of this summit. I am going to be sharing insights and book reviews for the rest of the week. One of them is all the books I added to my book list. I am going to share my reviews here!   Kicking off with Elaine Lin Hering - Author of Unlearning Silence My initial thoughts - Thought-provoking, instructive, SIMPLY BRILLANT! "Unlearning Silence" skillfully integrates evidence-based research with real-life experiences, creating a comprehensive resource that is both illuminating and accessible. This book raises awareness of how silence can be costly while providing concise ways to consider and calculate the cost of speaking up or remaining silent. It also shows how we are quickly silenced or unintentionally silence others. Reading this book, you become more conscious of how you operate with those around you. The examples, reflections, and practical solutions were terrific and helpful in my growth. This book genuinely moved me; as Black women, we are more familiar with Silence than we should be. Fear of being considered a stereotype has pushed many people of color into corners we have had trouble navigating out of, especially in the workplace.  This book is an actionable tool for anyone who has ever felt silenced or has done the work to be comfortable with their voice. Do yourself a favor and add this book to your reading list. Thank you, Elaine Lin Hering, for sharing your brilliance and the much-needed exploration of how individuals, leaders, and system participants can unlearn the harmful aspects of silence and shift culture in a more inclusive and equitable direction. #BookReview #ElaineLinHering #MustREAD!!! #SelfDevelopment #SelfAwareness #BookList

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If facing personal hardships, seeking advice from those who have triumphed over similar challenges may not always be the best choice. Why? Because individuals who have successfully overcome difficulties might become less empathetic towards those still struggling. For more well-rounded guidance, consider consulting a range of sources, including individuals with diverse experiences and unique hardships. #PersonalGrowth #Empathy #AdviceSeeking

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🌟 Diverse Representation in Leadership: Paving the Way for Inclusive Success 🌟 In today’s world, the push for greater representation of underrepresented groups, especially in leadership positions, is more critical than ever. Companies are being held accountable for their diversity goals and are taking significant steps to ensure diverse representation at all levels of the organization. Here’s why this matters and how it's being achieved: 1️⃣ Championing Diversity: Diverse leadership brings a wealth of perspectives and experiences that drive innovation and success. Representation matters, and it's essential to reflect the diverse society we live in. 🌍 2️⃣ Setting Clear Diversity Goals: Companies are setting specific, measurable diversity goals to track progress and ensure accountability. This commitment to diversity is a step toward creating a more inclusive workplace. 🎯 3️⃣ Implementing Inclusive Hiring Practices: Organizations are revising their hiring practices to remove biases and create equitable opportunities for all candidates. This includes diverse hiring panels and transparent recruitment processes. 🤝 4️⃣ Fostering an Inclusive Culture: Beyond hiring, companies are working to build an inclusive culture where everyone feels valued and heard. This includes DEI training, employee resource groups, and open dialogues about diversity. 🗣️ 5️⃣ Leadership Development Programs: To ensure diverse representation at the top, organizations are investing in leadership development programs tailored to underrepresented groups. These programs provide the skills and support needed to advance into leadership roles. 📚 By pushing for greater representation in leadership, we are creating workplaces that are not only more equitable but also more successful. Diverse leadership fosters innovation, enhances decision-making, and drives better business outcomes. Let’s continue to hold ourselves and our organizations accountable and strive for true diversity at all levels. 🌟✨ #DiverseLeadership #Inclusion #RepresentationMatters #EquityInTheWorkplace #DiversityGoals #InclusiveCulture #CareerSuccess #BlackWomenLead #Mentorship #SkillDevelopment #WorkplaceResilience #ProfessionalGrowth #SSWOC #SisterhoodSocietyForWomenOfColor

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Few have left as indelible a mark as Bill Campbell, whose guidance has shaped some of the most successful leaders and companies in Silicon Valley. Known affectionately as "The Coach," his principles on leadership continue to inspire leaders across industries. Today, I reflect on how his work has influenced my own practices and the way I coach leaders in embracing their roles not just as managers, but as visionary guides. Remembering Names, Building Trust Bill Campbell believed in the power of personal connection. He had an uncanny ability to remember names and took the time to get to know people, recognizing that trust starts with genuine engagement. In my own coaching, I stress the importance of leaders making similar efforts, as small acts of recognition can significantly strengthen team bonds. Seeing Beyond Ego For Campbell, ego was a potential obstacle to effective leadership. He fostered environments where leaders were encouraged to put team success above personal glory. This resonates deeply with my philosophy that the best leaders are those who focus on collective achievements, and building environments where every team member can thrive. Innovative Pairing and Collaboration One of Campbell’s effective tactics was pairing team members on projects, which not only enhanced deliverables but also fostered deeper mutual understanding and trust. I've observed that when leaders implement this strategy, it not only enhances productivity but also builds a resilient team culture. It forges bonds that enable better communication for future problem solving scenarios. Empowering through Listening Perhaps one of Campbell's most enduring lessons is the importance of listening - truly listening to one’s team. This practice of 'free-form listening' - being fully present and open to understanding others without immediate judgment or responses - has helped me in my personal and professional life, and the way I coach. It underpins the belief that effective leadership is as much about hearing others as it is about being heard. Bill Campbell's legacy teaches us that leadership is a practice that requires a balance of empathy, strategy, and unwavering commitment to the growth of individuals and the team. To all aspiring leaders, I encourage you to take a closer look at Bill Campbell’s methodologies. For more insights into his philosophy, explore resources such as Eric Schmidt, Jonathan Rosenberg and Alan Eagle's book Trillion Dollar Coach or visit online tributes that delve into his monumental impact on leadership. A special hat tip to Li J. with whom I had a conversation at a recent AI event in San Francisco. When we turned to the topic of leadership and Bill's name came up, he shared some of his first-hand personal experiences and notes about Bill. That in part inspired me to revisit the well of inspiration. Did you ever get to work with "The Coach"? What are your Bill Campbell memories?

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Performance is hard at the best of times. Only 2% of Fortune 500 CHRO's think their practices help employees improve at their jobs. On a recent panel discussion with Workleap, I was asked what I thought a practical tip was for companies looking to enable this process My answer was simple: get a system. Too many companies still seem to think they can wing it with forms (digital or paper). They're wrong, and it forces performance to be bad. Performance is critical for too many things: • How you pay people • How you know your org is healthy • Giving people a sense of how they're doing Don't force performance management to be an administrative process that sucks up hours of time just to get to the actual conversation. Get something in place that makes the conversation happen seamlessly. Whether thats: • Checking in on wellbeing • Delivering feedback • Discussing growth Find a system that helps you have those conversations more easily, and track them to make effective decisions. What's your one tip for improving performance management improvement? Interested in seeing the full discussion? Check the link below 👇

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2024 began with fire & chaos and a lot of gratitude for what we've achieved and what I would focus on this year. Gratitude is a powerful process and a humbling feeling. It is also my first step for thinking through next year: What we're building, will be launching and reiterating based on user feedback. You can't "plan" the entire year. But you can visualize "what" you want out of it. For me, it starts with visualizing the current year without bullshiting myself. To do that, I start with gratitude. I've spent 3 days trying to be grateful for 2024. I haven't been able to have my "2024 Wrapped" yet. Writing helps. So sharing what I asked and answered myself: What's the overall feeling when you think about 2024? Me: Disbelief at the opportunity. Dreamlike. Excruciating growing pains and huge growth marks. 2024 has been the most exciting and crazy year of my life and career so far. I have a bench of crazy-ass mentors & coaches patiently expecting and pushing me to ship & sell at Bay Area standards. The opportunity, the gap, and the timeline is a combination of excitement, crushing terror, and back. This coupled with an amazing team that's giving their all to build & ship together. They're the ones checking up on how regular I am with founder-led content too. 😂 Side note: I've never written so much.. it's awkward but it's critical. I'm following Adam Robinson's advice and sticking to it for 2025. 🙏🏻 Building & learning has never been this energizing. I've never shied away from getting back up after failing. The past 6 years at Disrupt.com drummed this resilience further.🔥🚀 ✨ I'm grateful of the reality: we're alive in the most amazing times in human history. The opportunities that exist today for creating impact, happiness, and wealth have never existed in the past 5000 years of human history. The only way to cash on them is to stay abreast of change, be clear on our next move, unlearn & relearn fast, and execute like crazy. ✨🚀 Finally, there's been a lot more love than I could process and be grateful for, acute personal awareness and humility at what I don't know or can't do, greater responsibility for my health, and growth as a family -- we've moved houses twice this year. After staying put for 19 years in one place. 2024 has jolted us for what's next: constant change, adapting & thriving in it, and building a product to enable people and organizations do the same.❤️‍🔥 I am pumped and grateful as the year ends. And I keep looking back to one of my favorite quotes from Antoine de Saint Exupery: "What saves a man is to take a step. Then another step. It is always the same step, but you have to take it." 🥹 The first step is to show up. I recall it from my university years, debating. It will be the quote of 2025. Wishing everyone the strength & resilience to continue showing up and taking the next step towards their dreams. All the best! #Gratitude #TeamWork #DreamWork #Wrapped #Resilience #Leadership

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Celebrate diversity with these hiring and retention strategies April is Celebrate Diversity Month, and in the human resources field, diversity, equity, and inclusion work is integral to understanding how to make better teams and teams better. Often, DEI work is centered on race and gender, but it also includes many other ways your workforce can differ from each other, like their age, cultural background, education, and socioeconomic status. It’s well-documented that more diverse companies financially outperform more homogenous ones, and @Ingentis’ org.manager solution can help you measure and track your teams. The tool tracks diversity factors like ethnicity, age, gender, disabilities, and veteran status and provides an index score that allows you to track positive trends for internal placement, promotions, and recruitment. Ingentis' Org.manager includes these diversity factors in its dashboard automatically, giving you a holistic picture of the strengths and experiences of your workforce. When it's time for a reorganization, you can see plainly if a team is lacking in someone with a certain experience, education, or background. The clear, whole-person data allows leadership to have a multi-dimensional view into its organizational structure and the differences of each of its teams. Once we have an understanding of the diversity of our organizations, we use certain strategies to further it. A highlight of inclusion efforts worth mentioning:  Neurodiversity as a competitive advantage: People with neurological types like autism, Attention Deficit Hyperactivity Disorder (ADHD), dyslexia, and others are often excluded from or discriminated against in workplaces. But some companies that have built programs to hire, train and support neurodivergent workers, are finding teams with neurodivergent workers are up to 30% more productive than other teams. 5 extraordinary benefits of age diversity in the workplace: With four generations — Baby Boomers, Gen X, Millennials, and Gen Z — all currently active in the workforce, it’s important to underscore how a range of age and experience can strengthen your organization. Older generations in an organization can increase productivity, improve diversity of skill, create mentorship opportunities and improve retention. But there are specific strategies, like onboarding and benefits, that can support age diversity better than others. How to start a formal, diversity-focused mentorship program within your organization: Forbes shares data showing that companies that have successful, engaging mentorship programs not only do better with skill development and knowledge transfer, but these efforts also can increase employee retention and bring more equity to their leadership teams.

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The question I get asked the most by CPOs and Heads of TA? How to avoid a failed implementation .. Josh Bersin talks of the '80 HR tools in the kitchen drawer' languishing because the buyer fell in love with the tech rather than the business problem Getting value out of your tech stack is about mastering change management and that's a very human affair. Our global Head of Customer Success Maura van As lays out the 4 critical steps to implementation success Honestly it's a much watch session #heartsandminds #changemanegement #focusonthebusiness #HRtech #recruiting

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In today's rapidly evolving business landscape, the concept of leadership is being redefined. An insightful article by Nell Derick Debevoise delves into the essence of purposeful leadership and offers a powerful framework for leaders aspiring to make a meaningful impact. Key takeaways include: A - Authenticity: Authentic leaders inspire trust and loyalty. By staying true to their values and being genuine in their actions, they create an environment where others feel empowered to do the same. B - Boldness: Purposeful leaders are not afraid to take risks and make bold decisions. They challenge the status quo and drive innovation, always with a clear vision in mind. C - Connection: At the heart of effective leadership is the ability to connect with others. Building strong relationships, fostering collaboration, and demonstrating empathy are crucial for creating a cohesive and motivated team. D - Dedication: Commitment to a greater cause is what sets purposeful leaders apart. They are dedicated to their mission, and this unwavering focus drives their actions and decisions. E - Empathy: Understanding and valuing the perspectives of others is essential for building trust and creating an inclusive culture. Empathetic leaders listen, learn, and adapt to the needs of their team and stakeholders. As we navigate the complexities of modern leadership, it's worth reflecting on how we can embody these principles. Are we leading with authenticity, boldness, connection, dedication, and empathy? How can we further align our actions with our purpose? Read the full article https://bit.ly/4bwtWwh #PurposefulLeadership #Authenticity #Boldness #Connection #Empathy #LeadershipDevelopment

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Change isn't always comfortable. In fact, it’s often messy, uncertain, and takes us far from our comfort zones. But if we’re willing to embrace it, change has an incredible power to shape us in ways we might never imagine. Whether in our careers, our personal lives, or how we approach learning and development, being open to change is how we find growth and resilience. Each shift, every unexpected turn, brings with it new perspectives and skills that we wouldn’t gain if we stayed in the same place. The secret? Approach change as an opportunity, not a setback. Ask yourself: What can I learn from this experience? How might this push me closer to my goals? What new doors could this open for me? It's about how we respond to the change. That’s where the true growth happens. Are you ready to embrace what’s next?

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Had the pleasure of talking about one of my favorite topics on the Engaging Leadership Podcast by EngageRocket: Culture! "Culture eats strategy for breakfast", and in my opinion, it couldn’t be truer. If you want to build a vibrant culture, you need healthy and productive debate. Surround yourself with people who are smarter, think differently, and are willing to disagree with you. It's how you get to the best answer. Check out the episode here: https://lnkd.in/ecd58fxX #culture #leadership #debate #productivity #excellence

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After org charts, I started thinking about org transformation. Here’s how I see the steps in the evolution of #OrgTransformation  ⬇ Step 1: Org Chart 📌 Most companies begin by visualizing their current structure and reporting hierarchies. It is the foundation, using tools like basic HRIS systems, PPTs, or #dynamic tools like Agentnoon to map out the organization. Step 2: Operational Workforce Planning 📊 In this next step, companies start planning near-term changes to headcount, costs, and structure. Aligning day-to-day operations with strategic goals, ensuring the right people are in the right places. Step 3: Strategic Workforce Planning 🔄 At this stage, focus shifts to balancing long-term supply and demand for talent. It is very important to avoid #skillgaps and make sure that the workforce can meet future business needs. Many organizations have started using more integrated systems for better #forecasting. Step 4: Organizational Design 🔧 This step is about optimizing the #structure, #roles, and #hierarchy to drive #agility. Org design involves rethinking and making necessary changes to how teams are organized across departments, geographies, etc to best support the company’s strategic objectives. Step 5: Organizational Performance 🚀 Tying it all together to drive business #performance, this is where changes to the org structure and improvements in effectiveness directly support business strategy and goals. This leads to better business performance.

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In today's world, especially in remote work environments, authenticity in leadership is more important than ever. As leaders, being genuine and having candid, open conversations with our teams fosters a culture of transparency and trust. This authenticity not only strengthens team dynamics but also ensures that everyone feels valued and heard. 👏 And now to sum up the first, fancy-sounding paragraph, leadership is about being human, and being vulnerable. When we lead with authenticity, we create an environment where open communication thrives, and collaboration flourishes. This approach allows us to truly enjoy our work, have fun, and share moments of laughter, even when we're miles apart. 😂 I sometimes feel like when I tell people outside of IT and software industry that “I sell a project management software” they almost feel sorry for me because they imagine some really boring desk job. I just wish I could sometimes take you all to some of my daily online stand-ups with my remote team. Because it’s the day like today when I we laughed so much that I ended up crying that remind me how blessed I am to do this job and work with my absolute awesome team. ❤️ Let's champion authenticity and openness in our leadership. It's the key to building strong, cohesive teams and creating a workplace where everyone can excel and feel genuinely connected. #Leadership #Authenticity #RemoteWork #TeamBuilding #OpenCommunication

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