Colleen (Karpinsky) Cone

What is on your plan for today, this week, or month? Driving programs and change forward requires focus, yet other things happen. In leadership roles it can be challenging when unexpected events arise and consume large amounts of time. So, how do we get the right balance between reactive mode, addressing the unexpected, and continuing to ensure there is space to focus on the future? This recent HBR article provides some great guidance around how we need to assess the current significance of unfolding events and determine the likelihood of these increasing or decreasing over time. The categories below resonate. Article: Leaders Must React - HBR https://lnkd.in/eZd_Cx9M #leadership #focus #development #resilience #impact

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Recent data from Gallup reveals a concerning trend: employee turnover risk is at its highest point since 2015, with 51% of U.S. employees actively looking for new opportunities. Managers, don't underestimate the value of connection. Proactive and regular engagement with your team can drastically reduce turnover and foster a more committed workforce. 

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Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!

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9.11 and HR Leadership I've noticed my recent posts combine things that typically don't go together. Today's intersection is focused on the 9.11 attacks and HR Leadership. This SHRM article was shared in a private HR group this morning and I was inspired. Alayne Gentul was a SENIOR VIE PRESIDENT OF HR and sacrificed her own life to help save 40 other lives. In a world where HR is divided, this article is a great reminder that: ❤️ No job is ever too small. There are a lot of SVPs who wouldn't run into the fire for their employees. ❤️ You can never influence someone whose values mean more than a paycheck. ❤️ True Servant Leadership exists and empathy is a top skill that great Leaders possess. Alayne Gentul is survived by her husband and two sons. The article closes with this beautiful quote from her husband, Jack: "There is not a day that she is not mentioned. But it’s not sadness anymore. It’s all in affection and humor and remembrance.” As you lead, do you go through the motions or do you remember that each day is an opportunity to build your legacy? Thank you to Robyn Bayne for sharing this article and inspiring this post. #humanresources #hrleadership #servantleadership #hrleaders https://lnkd.in/g4VBny36

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HR aren’t always allies. In fact, they’re more interested in protecting the company’s interests than championing the concerns of marginalized employees. That’s what I’ve been hearing a lot lately; and even if it’s not your truth, it’s someone’s… and it’s a more common sentiment than we’d like to admit. As someone in HR and also a diverse employee, it’s a tough reality to face, but it’s one that many professionals—especially first-generation and/or diverse individuals—know all too well. The result? A culture where we feel the need to shrink ourselves just to survive, where staying silent seems safer than speaking up. But here’s the thing: shrinking yourself won’t get you where you want to go. It’s time to step out of the shadows and show up fully—authentically. In my latest blog, I talk about why embracing your true self is not just necessary but vital for your success. This isn’t about being loud; it’s about being real and knowing your worth. Check out the blog (link in the comments) and let’s start a conversation. How do we stop playing small and start owning our space in the workplace? #Leadership #CareerGrowth #DiversityAndInclusion #CulturalIdentity #Confidence #PersonalDevelopment #Inspiration

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If you’re in HR, you know what it’s like to: - Have legitimate business concerns dismissed as “fluffy” nice-to-haves - Sit in a room full of senior executives who think your only job is to plan fun parties and (ironically) act as the fun police - Partner with a stakeholder who constantly goes around you, only to call you in when it’s time for damage control If you’re tired of being perceived as “out of touch” with business needs, you’re not alone. The sad reality is: Most business leaders dismiss their HR counterparts before they’ve even entered the room. Maybe they’ve had bad experiences partnering with HRBPs in the past, maybe they’re convinced you don’t understand their team’s needs (after all: what could an HR professional possibly know about what it takes to run an efficient Sales team?), or maybe they believe the People function is strictly responsible for payroll and benefits (nothing else!), and therefore wish you would kindly take a step back and stop infringing on their territory. Whatever the reason, most #HR professionals face an uphill battle when partnering with stakeholders. And difficult though it is to accept, just yelling at people to drop their preconceived notions and take you seriously usually doesn’t work. Which means that HR professionals looking to make an impact need to approach stakeholder buy-in more thoughtfully. My favorite approach? Start by learning everything there is to know about your audience, and then leverage that knowledge to demonstrate exactly the kind of expertise and value you bring to the table. Not sure where to start? Here are 4 questions to bring to your next stakeholder check-in: 1. What are the most significant risks on your team right now, and what are you doing about it? 2. Who are your strongest players, and what are you doing to retain them? 3. What are your top 3 priorities this quarter, and what’s going to make or break your chances of success? 4. And if you’re feeling extra bold: What’s the best and worst relationship you ever had with an HRBP, and what role did you play in its success or failure? Not only do these questions show you mean business, they’ll also get you a whole lot of valuable information you can then lean on to demonstrate your expertise as you help them tackle challenges, achieve goals, and avoid critical risks. Want to learn more about how to effectively partner with leadership stakeholders? Tune into my next webinar, happening Wednesday, December 4th at 3pm EST / 12pm PST, where I’ll share tips on how to go from undervalued HRBP to trusted thought partner and go-to advisor. Register here: https://hubs.la/Q02YrmMk0 —- Want more smart questions to ask at your next stakeholder 1:1? Check out my HRBP 1:1 template here: https://hubs.la/Q027cvCT0

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Suzanne Lucas's recent article on Inc. debunks the myth that HR professionals are miserable. Contrary to popular belief, many HR practitioners find their work deeply rewarding and impactful. HR is often the backbone of a healthy workplace, navigating complex challenges to ensure a positive work environment. The dedication and passion of HR teams are vital in driving organizational success. Check out the article to understand the real challenges and rewards of working in HR. https://lnkd.in/g_Djja_r #HR #WorkplaceWellbeing #EmployeeRelations #EmploymentAttorney #WorkplaceInvestigation

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Our latest Word on the Street video explores why ongoing and integrated DEI strategies are essential for fostering true equity in the workplace.

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In our fast-paced work environment, it's easy to focus solely on productivity and forget the importance of rejuvenating ourselves along the way. But the truth is, we can't pour from an empty cup. 🌿 Taking time to recharge isn't just about stepping away from work—it's about incorporating small moments of rejuvenation into your daily routine. Whether it's a quick walk, a few deep breaths, your favorite coffee or even listening to a song you love, these little acts of self-care can make a big difference in your energy levels and overall well-being. Remember, a refreshed mind is a productive mind. By prioritizing your own rejuvenation, you set yourself up for sustainable success. Take care of yourself, and watch how it transforms your work! 🌟 In the picture I am having a nice cup of coffee while working! #SelfCare #Productivity #WorkLifeBalance #MentalHealthMatters #Rejuvenate

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While some in higher education are looking closely at the new interpretations, business clients, especially federal contractors, are also assessing the new landscape. We help leaders navigate the current environment with practical solutions to move forward with confidence. Check out our take on how to move forward these days here: https://lnkd.in/g-2iAN83 #deistrategy #confidentleadership

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🚀 Why go fractional? Your HR solutions can be as flexible as your business needs! 📊 At The Outsourced CHRO, we provide businesses with the strategic HR leadership they need, without the full-time commitment. Whether you're growing 🌱, restructuring 🔄, or just need that extra push to achieve your people goals, we’ve got you covered. 💼 ✨ Here’s how we can help: 1️⃣ Strategic HR Planning 🧠 2️⃣ Leadership Development 👥 3️⃣ Compliance & Risk Management 🛡️ 4️⃣ Culture Building 💪 www.theoutsourcedchro.com Get the expertise you need when you need it. 🤝 Let's grow together! 🌟 #FractionalHR #HRLeadership #HRStrategy #TheOutsourcedCHRO #BusinessGrowth #HRInnovation

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"Starbucks recently said that it will no longer tie executive pay to DE&I goals. It’s a move that one lawyer believes will become more common amid backlash against diversity initiatives. Instead, executive bonuses will be based on equality, social, and governance (ESG) goals, which the company first established in 2020. Instead of mentioning DE&I, the incentive program now refers to “talent.” The company still has diversity goals and shares its progress toward them in its annual impact report." - HR Brew #hr #humanresources #hrnews #DEI #ESG

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What is your go-to podcast for all things HR, employment law or workplace matters? What do you like about it? What do you dislike about ones you tried but don’t listen to anymore? I’ve been fortunate to be featured as a guest recently on a few different ones and I’m curious what everyone listens to and why. Also, if you have a podcast that touches on these areas, feel free to put it in the comments. #podcast #employmentlaw #HR #workplacelaw #workplaceconsulting #TheWorkplaceLawfirm

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🎙️New Episode! 🎙️ Get ready to laugh with us as we share some crazy HR stories and discover why policies are so vital with our newest podcast episode, featuring the incredible Anne Donovan, SPHR, SHRM-SCP. Anne is a human resources leader known for developing new programs and training dramatically improving employer retention and leadership performance! 🌟 In this lively and illuminating conversation, Anne shares some of her craziest experiences in HR and why she is so passionate about her mission. "There's fewer people coming into the workforce. I'm excited to see what companies are doing to think about things differently." 🤝 Today, May 6! Episode #23 Listen to the full episode at https://lnkd.in/gY67sQcX or anywhere you find podcasts! #Podcast #DearHRDiaries #HR #Recruiting #BusinessInsights #Leadership #ProfessionalDevelopment #Management #TeamBuilding #CareerGrowth #ListenNow Trust us, you won't want to miss this one! 🚀

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HR Legal Update:17 states sue to block EEOC new pregnancy accommodation rule. The rule’s abortion accommodation provisions conflict with the Pregnant Workers Fairness Act, the plaintiffs, led by Tennessee, alleged. The PWFA requires employers with 15 or more employees to provide reasonable accommodations for job applicants and employees with known limitations related to pregnancy, childbirth and related medical conditions, absent undue hardship. EEOC’s rule, set to take effect June 18, interprets the phrase “related medical conditions” to include having, or choosing not to have, an abortion. The suit, filed in the U.S. District Court for the Eastern District of Arkansas, alleged that EEOC’s final rule implementing the Pregnant Workers Fairness Act is arbitrary and capricious and violates the Administrative Procedure Act because its abortion accommodation provisions conflict with the PWFA. The states also claimed the rule is unconstitutional because it coerces states “into promoting and implementing a federal preference for abortions that are illegal under state law” and requires employers to accommodate elective abortions in violation of the First Amendment’s free speech protections. https://lnkd.in/dmrHBsFd

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This The New York Times article refers to #HR as a thankless job. Very sad. The article is correct that too many of my HR colleagues are burned out and feel neglected. Business leaders often forget that their employees are their MOST important asset. Employees are stakeholders just like your shareholders. Don’t forget that. Your #CHRO and their staff must have YOUR trust and the trust of your workforce along with the level of independence necessary to allow them to function appropriately. To the #businessowners and #CEOs out there: make sure these folks feel respected and appreciated and have the necessary resources and tools to allow them to do their jobs EFFECTIVELY. #employmentlaw #hrlaw #inhousecounsel #GC SHRM #chiefpeopleofficer #hrleaders

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Gina Flaig and I are honored to have had Michelle SIlverthorn on the latest episode of HR unConfidential. Take a listen to this important discussion in the link below!

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