Jennifer Reilly

My first official article! Thank you Stephen Dupont, APR, Fellow PRSA for the support! All of these articles are amazing but mine is page 66 if you want to check it out ;) I truly believe in what I wrote. Thinking about the future doesn't have to be hard or scary. It takes just a few simple steps to transform how you and your organization thinks.

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Thank you Christopher Rainey and James Elwell for the invite- it was a great exchange with inspiring colleagues in the panel. Learnings for me- it takes bold engagement of everyone in an organization to foster a feedback culture. HR teams- enable your leaders and people how to give impactful, deep and authentic, honest feedback. It is not easy and like a muscle that has to be strengthened. Leaders- be role model. Ask for feedback yourself in your 121s. Listen, be curious, be authentic. Reward critical thinking and learning from mistakes. Best boosters for feedback culture. Everyone- Start with yourself. Ask for feedback in specific situations where you want to get better. Don`t be defensive, but take it as a great gift. Take ownership of your own growth, be proactive. Having gone through big learnings myself, I truely believe in the power of feedback!

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Join Naomi Titleman and I this Thursday as we review insights from our recent white paper on the power of #community for #HR leaders. Details below.

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Workplace culture is a key part of the employee experience. But creating a positive workplace culture isn’t a checklist, committee or KPI. It’s not a “nice to have,” as this article points out. It’s critical to business success. We know this at Belden, and have worked diligently to lead by example and breathe life into programs that actively offer employees an opportunity to live our culture and values while feeling a sense of pride and belonging. We listen. We value feedback and diversity of thought. We are committed to our cultural mantra: Belong. Believe. Be You. This is a key component of a bright future for us all, and what makes Belden a Great Place to Work in 18 countries. #Belden #WorkplaceCulture #BelieveBelongBeYou

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The experience of imposter syndrome among CEOs is a reminder of the complex emotional landscape leaders navigate. Embracing vulnerability and leveraging a strong, cohesive leadership team can transform this challenge into an opportunity for growth. As leaders, acknowledging our limitations and seeking support from trusted advisors fosters a culture of authenticity and resilience. #Leadership #ImposterSyndrome #EmotionalIntelligence #ExecutiveLeadership #HRInsights #TeamBuilding #GrowthMindset #AuthenticLeadership #ResilientLeadership #CEO https://lnkd.in/dgZ5WeZH

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Hey folks! There is a TON going on with SIOP right now! Leading Edge Consortium: We have a terrific line up of speakers, on an essential and exciting topic - Developing Leaders in a Shifting World. Today, Sept 13, is the LAST DAY for early bird registration –Come join me in Minneapolis October 23-24!  https://lnkd.in/g5QWkWG8 Annual Conference Proposals:  It’s that time again! Every year our Annual Conference is an enormous celebration of learning and insight – be a part of the action! I have personally found participating in SIOP sessions, and in particular designing and coordinating sessions to be a great development experience as well as a terrific way to build relationships and expertise. Show us what you’ve got! The submission portal is open until Wednesday, October 9, 2024 at 5 pm ET, which seems like a lot of time, but I swear it isn’t! https://lnkd.in/gRsaAaRs Officer Nominations:  The SIOP community is lucky to benefit from a tremendous number of dedicated volunteers. This year, we have 4 positions on the ballot: President-Elect, External-Affairs Officer, Instructional and Educational Officer, and Professional Practice Officer. Did you know that you can nominate yourself? It’s true! Nominations are open until September 30! https://lnkd.in/gkChg2WT Fellowship Nominations:  SIOP Fellowship recognizes those members of our community who have made extraordinary contributions to Industrial-Organizational Psychology. Each year, I am blown away by the incredible impact that our folks can have. Nominators facilitate building a packet for the Fellowship Committee to evaluate, but contributions can (and do!) come from research, practice, teaching, service or administration – the main thing is to have demonstrably elevated the field. Fellowship nominations are open until October 1. https://lnkd.in/gB_u68XY I’m excited for all that lies ahead!

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Thank you Dix & Eaton for such a great session today - Make Your EVP an MVP. So many good takeaways today from the panel with George Sample, MBA, SHRM-SCP, Lindsay Domingo, SHRM-SCP, Cynthia Burns and Sandra L. Reid, SCMP. Wonderful job moderating Theresa Gutierrez! Some of my key takeaways included: * recruiting is everyone's job, including how you talk about your company * what is your aspirational strategy and how will your employees help you get there? * using a multi-channel approach with a clear, consistent message * delving into your metrics to find out where you're winning and losing * how to know when it's time to make a change in your message #employerbranding

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In this insightful Harvard Business Review article, Karyn Twaronite writes about the critical need for belonging in the workplace. She stresses the need for organizations to "establish more opportunities for colleagues to check in with one another". She emphasizes that when employees feel valued and connected, they're motivated, productive, engaged, and 3.5 times more likely to contribute to their fullest potential. #leadership #engagedworkforce #connected #belonging https://lnkd.in/euCWttkx

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Such a great post! As a leader it is critical that you can have those tough conversations and it takes practice to get comfortable for those conversations. #AlwaysLearning #EffectiveCommunication

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Big topics in the Total Rewards environment today - from pay transparency and pay equity to flexible benefits to the impact of GenAI. Will be a great conference #TotalRewards25.

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Some big changes that make it easier to stay connected with, and more importantly join, the Fortive family of companies! Check out the latest and greatest at Industrial Scientific and many other great companies below.

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Need proof that each and every one of us can change the world? Check out our 2024 sustainability report to be proud and inspired from what we’ve achieved, together. https://on.jci.com/3QeG1xp #WeAreJohnsonControls

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Elevating to #leadership requires more than skills—it demands cultivating robust #relationships. Investing in relationships is not just advantageous; it's essential for personal and organizational growth, fostering a workplace where talent flourishes and success is a shared journey. Amii Barnard-Bahn, JD, PCC lists out 5 actions you can take on the path to success. Unifi, #leadership #CHROs #success #organizationalgrowth #workplacetalent #talent #skills https://lnkd.in/e3x5rRfU

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How organizations care for their employees during an exit is a crucial part of the employee experience. In this week’s episode of the foHRsight podcast, I had the opportunity to connect with Matt Goff from CareerJoy to discuss the value of career transition for both individuals who are impacted by organizaitonal changes and for organizations who want to “do the right thing”. We also talked about the future of career transition and provide advice on how to leverage career transition as an individual and an organization. Lisrten to the full episode whereever you get your podcasts.

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Employee Recognition: Unlocking the True Potential of Your Team In every organization, employees are the backbone of success. Yet, one of the simplest and most impactful ways to keep them motivated, engaged, and performing at their best is often overlooked: recognition. Recognition isn’t just about saying “thank you” (though that’s important too!). It’s about acknowledging the hard work, unique contributions, and dedication that employees bring to the table every day. Here’s why employee recognition is a game-changer: ✨ Boosts Morale and Motivation When employees feel valued, they’re more likely to go the extra mile. A simple act of recognition can turn a good day into a great one, fueling their passion and drive. 🤝 Strengthens Team Culture Recognition creates a ripple effect. Celebrating individual and team achievements fosters camaraderie, trust, and a sense of belonging. It reminds everyone that their work matters. 📈 Drives High Performance Employees who feel appreciated are more engaged, productive, and committed. Recognition aligns individual efforts with organizational goals, creating a win-win for everyone. 💡 Encourages Innovation Acknowledging creativity and out-of-the-box thinking inspires employees to take calculated risks and contribute fresh ideas without fear of being overlooked. At our organization, we’ve woven recognition into the fabric of our culture. Through programs like Champion of the Week, Month, and Quarter, we celebrate those who exemplify our core values and make meaningful contributions. Recognition doesn’t have to be extravagant to be effective—it just needs to be authentic. Whether it’s a heartfelt note, a public shout-out, or a formal award, the impact is undeniable. As leaders, it’s our responsibility to ensure every employee knows their work is seen, valued, and appreciated. Let’s make recognition a priority and watch our teams reach new heights. How does your organization celebrate its employees? Let’s share ideas and inspire each other! #EmployeeRecognition #WorkplaceCulture #HRLeadership #HighPerformance #EmployeeEngagement

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The HR Business Partner (HRBP) title often sits at a crossroads of perception within organizations. On one hand, it’s occasionally underrated, seen merely as a role focused on operational, day-to-day HR activities like addressing employee grievances, conducting routine performance reviews, or ensuring compliance with company policies. This view can reduce the HRBP to little more than a tactical executor of HR functions, overlooking the strategic potential of the position. However, the reality is that the HRBP role is designed to be much more than that. At its core, the HRBP is meant to bridge the gap between HR and the business, aligning human resources strategies with the company’s broader goals. This means being deeply involved in business planning, influencing leadership decisions, and driving initiatives that enhance organizational effectiveness. When executed properly, an HRBP acts as a strategic advisor, using his/her understanding of the business to craft HR solutions that support growth and innovation. He/she plays a key role in talent management, organizational design, and change management, ensuring that the company’s people strategy is aligned with its overall objectives. In this light, the HRBP is not just a facilitator of HR processes but a pivotal player in steering the company towards success. Please listen my views on the same. https://lnkd.in/dTFnbfhT

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I find it harder to ask for help than to continue navigating a difficult situation alone... anyone else?! If your plate is overflowing (at work or at home), it's OK to pause. It's OK to raise your hand and say you need help. It doesn't mean you've failed, it means you know your boundaries and you respect yourself enough to protect them. Where do you need to ask for help this week? Remember- asking for help isn't a sign that you can't do it, it's a sign that you know there's a better way to get it done. #personaldevelopment #askforhelp #takecareofyourself

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Being an inclusive leader doesn’t mean just surrounding yourself with a diverse team. It entails truly drawing on everyone’s perspectives to gain a 360 degree view of the situation, and leveraging the brainpower of the team to the fullest, in order to reach a more informed decision.

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