Deepak Lalwani

Leading #DEI transformation (DEI-> Belonging) is backed up by the board from leaders and ex-leaders in consulting, finance, aerospace, etc. It is very similar to another movement of #ESG->#sustainability happened last year. #issp, International Society of Sustainability Professionals (ISSP) Here is the list of companies that backed away from DEI initiatives like #Walmart. #Ford, #Boeing, #JohnDeere, #HarleyDavidson, #BlackDecker, #Caterpillar, and #TractorSupply Those boards must have approved the movement as well. It is going to cascade down to other Fortune 500, middle-, and small-sized companies because of most boardmemebers working for other companies or boards. The conversation must be happening in the boardroom. More announcements are just a matter of time. #Walmart Board approved:

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If anyone is interested in experiencing Prosci's new #AI assistant, Kaiya, consider joining Tim Creasey's live demo session. They are always fun and informative. Prosci #changemanage #prosci #adkar #changemanagers

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Are you ready for the great AI adventure in HR? Talent teams are prepping for AI’s impacts, exploring the technology market, examining ethical impacts and understanding the latest implications to RPO. Are you? https://lnkd.in/ee9uYqA2 #AI #Talent #ArtificialIntelligence

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NelsonHall's market analysis of Multi-Process HR Transformation services and industry trends by Elizabeth Rennie is now available to subscribers. The broad HR environment is experiencing increased legislation with greater focus on AI governance, pay equity and pay transparency: https://lnkd.in/eKcPUrim #MPHR #HR #HRTransformation

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Gen Z, like all up-and-coming generations, is telling us things we don’t want to hear. Read more in Briefings Magazine. https://krnfy.bz/3R9g8zs #genz #generations #leaders

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🌟 Exciting insights from Dr. Jessica Conser, Ph.D., on redefining women in leadership in the digital age! Dive into the key takeaways and explore how LHH's Leadership Development programs can elevate your organization's leadership skills: 1. Women at the Forefront: Women are central to digital transformations, bringing unique perspectives that redefine successful leadership. 2. Balancing Act: Leaders today, especially women, juggle professional responsibilities and unpaid caregiving, pushing for innovative leadership styles that accommodate complex personal and professional lives. 3. Value of Diversity: Research underlines the evolving role of women leaders who prioritize multidimensional, human-centric approaches to leadership. 4. Empowering Women Leaders: LHH's programs support women by fostering environments that celebrate diverse leadership styles, helping them to step into roles authentically and effectively. 5. Practical Steps for Organizations: Encourage women's leadership through mentorship, sponsorship, and tailored development programs. Recognize and challenge gender stereotypes and create a supportive ecosystem for women leaders. 6. Mentorship and Networking: Strategic connections and strong networks are crucial. LHH programs emphasize building impactful relationships that support women’s leadership paths. 🚀 Transform Your Leadership Culture: Our LHH Leadership Development programs are designed to cultivate strong, adaptable leaders who can navigate today's challenges and drive innovation. 📈 Join us to create a dynamic future where diverse leadership thrives. Explore our offerings and see how we can help your organization grow and succeed. 🔗 Visit [LHH Leadership Development](https://www.lhh.com) #LeadershipDevelopment #WomenInLeadership #DigitalTransformation #InclusiveLeadership #LHH https://lnkd.in/gV8btHmh

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Kellum Thomas latest editorial for Staffing Industry Analysts offers a deep dive into the importance of embedding equity within contingent workforce programs to advance supplier diversity. He outlines strategic approaches that can move the needle, driving meaningful, long-term impact on diversity and inclusion in supply chains. https://lnkd.in/gzAjVv8e #supplierdiversity

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I had the pleasure of interviewing an insightful HR leader, James Egbert, Director of Human Capital Planning & Analytics for the U.S. Department of Health and Human Services (HHS). He believes that before addressing employee or project challenges, leaders should first look within. He advocates for self-reflection, asking whether we, as leaders, have done everything to support our teams through proper training, guidance, and resources. Without these critical elements, we can't expect success. With a strong foundation in the Air Force, where he advanced to master trainer and facilitator, he values continuous learning. As he put it, "Training is one thing, but learning is everything." He focuses on ensuring teams aren’t just trained but genuinely learning and applying that knowledge. He also emphasizes the importance of double-loop learning—challenging the way we think and making sure our mindset isn’t blocking us from being the best leaders for our teams. We should all strive to lead with our team’s success in mind and not our egos. More to come on James' insights in the full article—coming out soon! #HRLeadership #SelfReflection #ContinuousLearning #DoubleLoopLearning #LeadershipDevelopment #TeamSupport #EmployeeSuccess #LeadershipInsights #AirForceValues

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Feeling the need to #listen, #help, and #learn even more effectively? This November conference (virtual and in-person in #Philadelphia) is for leaders, service providers, and lifelong learners. https://lnkd.in/gxcDavNB #processconsulting #howwework

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Listen to BPM's Jessica Hekmatjah on the latest episode of the "MOVE Like This!" #podcast to learn about BPM's commitment to attracting and retaining more women and underrepresented groups. #DEIB #WomenLeadership

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#GenAI can transform #hiring, but it’s not without challenges such as inaccuracies, #bias, and robotic responses. Korn Ferry’s 2025 Talent Trends Report discusses how to balance #AI with being human. Read the full report here: https://krnfy.bz/4eZ6g58 #HRTech

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My colleague and I were asked to transform regional leaders who were competing for resources across multiple locations, geographies, and countries into an ‘Enterprise’ Leadership Team, focused on a shared vision, shared goals, and shared resources. We accepted the challenge! By the end of the summer, this team of siloed leaders had fundamentally turned into a united force, making enterprise decisions, sharing talent and other resources across the company, and making decisions and solving industry problems as a true leadership team. Recently, we have been working with a number of clients who present with statements such as this: “We have good skills in each discipline among the executive team, but we are not acting as one team. We are lacking the level of trust and transparency needed to move the business forward.” Whether they know it or not, what they are asking for is a transformation from a traditional Executive Leadership Team to an ‘Enterprise’ Leadership Team. And they have come to the right place! To learn more about the difference between the two and to get a few tips to get you started on your own transformational journey, take a look at our latest article, “Transforming the ELT", linked below: https://lnkd.in/g96yAhRh #enterpriseleadership #leadershipcoaching #leadership

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A very relevant article from Daniel giving insight on how to expand the attractivness and long term success of an organisation in world where motivation and impact is critical! #emotionalsalary #leadership #panoramaleadership #successthroughpeople

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🌟 New Blog Alert! Anne C. Kelly, ICF PCC, CMC breaks down the new ICF Recertification Guide in her latest post. Simplify your journey to staying certified with clear insights and actionable tips. 📽 Watch the video clip for a sneak preview, click the link to read the full blog! 👉https://lnkd.in/eNJyXftC Update 2025 Guide to GROUP and INDIVIDUAL Mentoring with Anne Kelly. Preview the latest here: https://lnkd.in/eNJKbQWQ #ICFRecertification #CredentialingMadeSimple #AnneKellyInsights #CoachingJourney

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Are you overlooking the human capital elements in your M&A deal strategy? In a new podcast, we explore how business leaders can deliver promised deal value. #business #talent #podcast #mergers

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Last year, we met with 17 hiring managers and recruiters just at the start of Gen AI's introduction into the profession. It's been a brave new world since, but how brave? We're aiming to speak to at least 40 of you in this year's wave of the Insights Career Network's Hiring in Insights qualitative study. If you recruit, hire and/or manage teams in research and insights industry roles*, please sign up now so we can understand your perspective! *in any function, department, or job where sector experience is important are welcome: Research, Analytics, Tech, Security, Strategy, Services, Sales, Platforms, project management, etc. #hiring #insightscareer #mrxjobs #marketresearch #researchonresearch Kahren Kersten Randy Adis Doug Keith Justin T. Hawkins Maya Kantak

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🚀 Transforming Talent Acquisition: A Strategic Three-Gate Approach by CRA | Admired Leadership Talent Solutions Team 🚀 In today's competitive market, selecting the right talent is more critical than ever. At CRA | Admired Leadership, our Talent Solutions team applies the Three-Gate Approach to ensure that our clients not only find candidates with the right skills but also those who align perfectly with their organizational culture and long-term goals. 🔹 Gate 1: Skills and Experience We begin by assessing the foundational skills and experiences through comprehensive interviews, practical skill assessments, and situational judgment tests. This ensures candidates are prepared from day one. 🔹 Gate 2: Talent Potential Next, we evaluate potential beyond the present capabilities. We look for intrinsic motivation, adaptability, and social awareness—traits that indicate a candidate's ability to grow and thrive within various roles and environments. 🔹 Gate 3: Cultural Suitability Finally, we measure cultural fit. It's not just about skill sets; it's about finding candidates who share the organization's values and are likely to contribute positively to its culture. This approach helps our clients build robust teams that are not only skilled but also deeply integrated into the fabric of their organizations. It's about creating a sustainable match between talent and the overarching goals of the company. Happy to share with you more on how our strategic approach to talent selection can revolutionize your hiring process and help you secure the best talent for your organization.

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