Jenny Peabody

My wife was right - the second day after surgery is awful. I'm feeling pretty lousy. But you know what? I've got to suck it up because I have an exciting job interview today! I'm interviewing with ServiceTrade, a company that puts employee well-being at the forefront. I was pumped to see this on their website's recent news: "ServiceTrade Recognized by Mental Health America for Commitment to Workplace Well-Being - Attains Platinum Status, Signifying Unwavering Dedication to Mental Health and Employee Wellness." How cool is that? They achieved the highest distinction from Mental Health America's Bell Seal certification for promoting positive mental health. Only 1 in 4 companies meets the rigorous standards, and #ServiceTrade hit it out of the park. If that doesn't get you stoked about a potential employer, I don't know what will! So yeah, today might be a struggle as I'm recovering. But I'm channeling all my energy into prepping for this interview. A company that values employee Mental Health this much? That's a vibe I can get behind. Wish me luck! #Interviewing #Hiring #Jobs #JobSearch #ReadyForMyNextChallenge #LetsDoThis

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This one's for my friends who use Calendly 📣 Be honest: who has totally given up on reaching out to someone because you couldn't find a link or contact info? Don't make people hunt down your Calendly link — that makes it all too easy to lose meeting opportunities. Instead, make your scheduling link available everywhere! Use this list for inspiration. There are places I never thought about on this list! 💡 #BetterMeetings

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[takes a deep breath] Nearly everything in this article rubs me the wrong way. First off, the way these conservative groups are framing LGBTQIA+ identities and issues as "partisan" and "divisive" is so messed up. My gender identity is not a political stance or ideology. It's who I fundamentally am as a person. Describing partnerships with LGBTQIA+ organizations as companies taking "partisan policy preferences" is just dehumanizing. PERIOD. Then you've got lines referring to gender-affirming care for trans youth as "mutilating the reproductive organs of children." Are you kidding me? That's an inflammatory, inaccurate, and harmful way to characterize best-practice medical care supported by every major health organization. These groups are pushing an extremely biased, anti-trans agenda. Boycotting companies simply for being inclusive of LGBTQIA+ employees and customers is disturbing and ridiculous. Brands shouldn't have to live in fear of vicious backlash just for treating LGBTQIA+ people with basic human dignity. And then downplaying it all as just "making a point" and "raising the pain threshold"? That's just plain nonsense. This is about erasing and dehumanizing trans and LGB+ people's very existence and right to be ourselves openly. I'm so damn tired of having to constantly defend my identity and humanity from these messed up political attacks. Let me live, let companies be inclusive of people like me without getting crushed. It's 2024! What are we doing? Where is the humanity? Make. It. Make. Sense. #LGBTQIA #Transgender #Boycotts #Organizations #PrideMonth2024 #Discrimination #Bias #Politics #Brands #Homophobia #Transphobia #Hate

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It's #TDOR (Transgender Day of Remembrance) and it is *more critical* than ever to create spaces where trans and nonbinary people feel safe, valued, and supported. For many, work is one of the few places where people can experience belonging and acceptance. As allies, leaders, and coworkers, we have the power to make a difference by: 🌟 Recognizing the specific challenges trans folks face. 🌟 Providing access to affirming mental health care and resources. 🌟 Standing up for inclusion and equity in every space we’re in. Creating a truly inclusive workplace isn’t just about policies—it’s about showing up with compassion, listening to what our colleagues need, and fostering a culture of belonging every day. Let’s work together to ensure our trans colleagues feel seen, supported, and celebrated—not just today, but every day. ❤️ And take a minute to share this article from #LyraHealth: https://bit.ly/4hVFWLo.

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A few weeks ago I decided to start showing some appreciation to those folks who I learn from in the L&D and learning design world. My #DesignCrushDonderdag is Jess Almlie, M.S. and I have been following her for quite some time. It’s been great learning about leadership, as well as leadership coaching and training from her. She has a newsletter called "L&D Must Change", I thoroughly enjoy it and it's a great resource for anyone in L&D. Jess also has a podcast ("L&D Must Change"), which is so fun. If you’re interested in learning about L&D, take the opportunity and give it a listen. I’ve been gaining so much knowledge. Check the link in the comments. Some key takeaways from the introductory episode: - We both love silly socks (anyone who knows me knows) - We both enjoy watching baking shows (I also love to bake) On a more L&D-related note, Jess emphasizes the importance of: - Challenging our own thinking and ways of doing things  - Realising that learning continues in real life, post-training - L&D not simply being an order taker I’ve already listened to a few episodes of the podcast, and have thoroughly enjoyed them. The conversation with JD Dillon was super informative and I learned so much. It was fun listening to folks talk L&D while on my morning walk. Thanks for sharing your wonderful insights and knowledge Jess. ✍🏾 Comment and write your thoughts ♻️ Share if you think others might find this useful 💾 Save this post to find it later

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It’s here! Calendly's 2024 State of Meetings Report just landed, and WOW was I surprised by some of this data. The main takeaway:  Workers crave more productivity from their meeting time. I was especially interested to find out that 81% of respondents said more meetings would help them in some way—if they’re good ones, of course. 💡 But no more spoilers! Check out the report, then let me know in the comments what surprised you: https://bit.ly/3U9ebEG

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How many of us are guilty of having a workday devolve into something like this? I think it’s indicative of a performative culture in workplaces. When we use things like email as a substitute for real communication, I think we get bogged down by presentation. Be intentional with the way you communicate. Keep your door open. It matters more than you think. #Leadership #Productivity #WorkplaceCulture

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🔪 When Kim Kwock and I were at Slalom- waaaaay back when - she used to say: "take time to sharpen your knives." By which she meant, continue to carve out time [pun intended] to improve how you work - don't _just_ do the job; get better at doing the job. [Did I get that right, Kim?] A skill I am always working on: Communicating in a way that helps people [especially Execs] see inside my mind. just took a Slack to an Exec from: "the interest we get from this proposed email partnership could be a good gauge of how worthwhile their email audience." to: "The interest (aka attributable clicks) we receive from this proposed free Giveaway Email send would be a great gauge of how qualified their email audience is for us and could inform future investments in this partnership. I recommend we do it." Some of the feedback I have received over my career is around slowing down so that people understand the mental leaps I am making. I have always liked to talk quickly and take action quickly. But as I get better and better at receiving feedback [ie, asking follow up questions, pondering the feedback from many angles, staring it right in the face] - I understand more and more things I can do to improve how I work with others and the scale of the positive impact I can make. I find it fulfilling to improve and very fulfilling to communicate effectively! Do you have more ways I could have improved the edits I made to my Slack to the Exec re the partnership opportunity? Hit me with #feedback! 💙

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Whoa! Quarter 2 is coming to an end. Panic time. Let's shift our mindset from anxiety to reflection and learning. A few weeks ago I shared a post about celebrating your wins and your team's wins. You can put this idea into action by using this free template that I created below. Start by setting 45 mins to 1 hour aside once every quarter to recognize you and your team's hard work. Canva link: https://lnkd.in/e8kTuYuF Follow, like, and comment for more of this content. 👍🏽

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Very interesting article at The Register about the return-to-office (RTO) movement: "A quarter of executives and a fifth of HR pros hoped RTO mandates would result in staff leaving [but] the end result has been the growth of a different office culture, one that's even more performative, suspicious, and divisive than before the COVID pandemic." https://lnkd.in/eyEVUush #work #office #hr

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Hot take that should (actually) be a cold hard fact: Internal communication drives company revenue. "But...HOW?" shrieks Brad from the flashing stock ticker room. Honestly, it's simple. Engaged employees do their jobs. Engaged employees are more motivated to drive revenue. Disengaged employees look for new jobs. Disengaged employees will leave the organization. Comms teams, please don't separate yourselves from 'the business" — You are the business. You are the drivers. The value of your work is both tangible and intangible. Culture is both of these. Culture is invaluable. Communication is currency. Communication is vital. Communication is the pumping heart of an organization. When the heart stops pumping, the body will die.

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Time for another shout to say that I am still ✳️ OPEN TO WORK ✳️ — and hoping that you might be able to help change that.   WHAT I’M LOOKING FOR 💡 Director – Senior Management – Leadership roles in the areas of 👉🏼 Employee Experience 👉🏼 Culture and Change 👉🏼 Workplace Engagement and/or 👉🏼 DEIB   WHERE I WORK 🌎 Remote or hybrid in Portland, Oregon   WHAT I BRING WITH ME 💼 ➡️ More than 15 years of success running, scaling and innovating all things talent lifecycle and culture ➡️ Robust expertise creating multi-year People/Employee Experience strategies and targeted short-term Engagement and Inclusion initiatives ➡️ A deeply empathetic understanding of people and their needs — and the know-how to deliver effective solutions to address them   WHY YOU SHOULD HIRE ME 🎯 The solutions I have put in place have resulted in ⭐ Reduced turnover and a 12-point net promoter score improvement within six months ⭐ Learning & Development platform user adoption, content consumption, and repeat user rates in the provider’s upper 80th percentile (consistently for 18+ months) ⭐ A 32% improvement in both applicant response and time-to-hire ⭐ An 8-point uptick in CEO approval ⭐ A 47% increase in utilization of mental health & wellness benefits, support services and resources   If your team could use a creative, #GSD, strategic and tenacious pro to achieve big for your people and your bottom line, let’s talk. 📞   📌 My resume is available in the *Featured* section of my profile and via Linktree here: https://lnkd.in/gwJs5DbA   Engagement for reach is appreciated. 👏🏻 Leads are appreciated. 👏🏻 Referrals and introductions are deeply appreciated. 👏🏻 Thank you! ❤️   #JobSearch #EmployeeExperience #DEI #Culture #Change #Workplace #Engagement #EmployeeEngagement #ProgramManagement #Talent #Leadership #EmployeeLifecycle

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What are your biggest meeting pet peeves? For me, it's a three-way tie between people coming late, showing up unprepared, or flat-out ghosting. 👻 Reminder emails make a big difference in avoiding no-shows (and keeping my stress levels in check!) Check out these reminder email tips + templates to have more productive meetings: https://lnkd.in/gZikscak #BetterMeetings

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Stark article with executive survey data revealing the impact of RTO on the employee workforce. It would be interesting to see how those people who moved or went remote during COVID, adapt to this trend by employers. The IT industry is going through tremendous changes and employees are absorbing the impact. For many, the ability to work remotely from where they choose is more important than career advancement. According to a June 2024 Fortune article, nearly half of Dell employees would rather work remotely than get promoted. Some employees say that the benefits of working from home outweigh what they believe working in person offers, such as more time, money, and personal space. Others say that returning to the office isn't practical for their job. The desire for employee work/life balance is on full display and it’s a tug of war that will continue to be a key theme for years to come. #RTO #Remote #HybridWork

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5 Ways to Build Sponsor Trust In today's article - I delve into an often overlooked aspect of change, building trust with your sponsor. I've seen some of the best change managers and program managers fall into the trap of "well, I'm doing the work and I'm giving my sponsor what they need" so trust will build automatically. This couldn't be further from the truth. I'm not going to tell you that building trust is a delicate art form. It isn't (and that narrative is old and tiring). Rather, building trust requires grit and rigor, and is an essential element of successful and transformative change. A Quick Summary of the 5 ways : 1. Build Predictability in the Relationship 2. Deliver on time (and communicate when you can't) 3. Talk about resistance (ALOT) 4. Meet your Sponsor where they are 5. Stay Future Focused Read all about it on my blog, The Change Maven here:

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IN JOB SEARCH MODE? Why haven't you used this list? Fortune 100 Best Companies to Work For I have been recommending the list to my clients for about 15 years now. The gamut of companies/industries have made the list, from QuikTrip to American Express, mostly based on employee feedback. But, there is also a rigorous and scientific method of evaluation, before a company can 'earn' it's spot on the list. SO, WHY AREN'T YOU STRATEGICALLY CHOOSING A "GREAT PLACE TO WORK" by using a great and FREE resource like this? Company cultures where all people are valued, paid and/or rewarded for great performance, no matter the title and not dependent solely upon 'career tracks' , can be seen as 'workplace nirvana'. READ ON...

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True story -- when I joined ServiceNow in 2010 as employee 177 I thought I'd "missed it." I looked around at the people and what they were doing and how much FUN they were having and I lamented -- why didn't I get here sooner? How could I have missed the best times? Now in my fifteenth year I can say without reserve that at ServiceNow the best times are TODAY. The culture survives. The work of "back then" blossoms into the success of right now. In twenty short years we've grown from one person to twenty five thousand, from zero dollars to ten billion, and one market to enterprise wide across all industries and disciplines. And. We. Are. Just. Getting. Started. As I tell every new hire I meet: your story starts TODAY. Life is too short for regrets. Join me at ServiceNow, where we’re putting AI to work for people. Visit careers.servicenow.com to learn more.

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Oh goodness! People are actually buying my book! This brings me joy. Whomever you are, thank you. ❤️ Also, whomever you are, while I don't expect it at all, if you would consider leaving a review on Amazon, that would be amazing. I'm number 454,502 in books! Would love to get to 399,999! (hey, there are a LOT of books out there). #salesforce #salesforcedesign #design #UX #salesforceben

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Workplace recognition can be weird. And not the fun kind of weird. Expressing gratitude in the workplace can become an expression of just how tone deaf the leadership team might be. It's odd that something with positive intent can miss the mark. There's definitely approaches to do it right, when you focus on who your employees are and what they care about. I have some thoughts about all this, and I'm confident all the other folks Jason Etter 🫶 has invited to his Enhancing Employee Recognition and Engagement party/webinar have some ideas too. Just look at who will be on hand to talk through all this: Pinaki Kathiari Jason Anthoine Jenni Field Chuck Gose Kristin Hancock Katie Macaulay and me 🤷‍♂️ I'm excited for the potential of these smart and kind internal comms pros to say something inflammatory and maybe even argue. Respectfully, of course. 🗓️✏️ Mark your calendar for Thursday, August 15 at 10 a.m. ET, and register now: https://lnkd.in/exeSVQGE #EmployeeEngagement #Recognition #Webinar #Event #VirtualEvent #Leadership #InternalCommunications #HR #Gratitude #CompanyCulture

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