Mike Knott

I know I’m biased, but I/O psych is a fantastic field that offers so many research/science-based methods for improving individual and organizational performance. Check out the link below for a SIOP paper that summarizes how.

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Future of Work - Employees Want to Know About AI Yesterday, I attended the Future of Work Symposium at the University of Nebraska at Omaha, where the conversation around skills-based hiring was both engaging and forward-thinking. Dawn Karber’s keynote highlighted workforce needs for 2027, with key skills like AI & Big Data and Design & User Experience taking center stage. One recurring theme I hear from employees is the need for guidance on how AI will affect their roles. While we're in a period of exploration with many unknowns, companies will soon need to provide clear tools, guardrails, and job-specific training to effectively integrate AI—especially generative AI—into the workplace. That's why I've developed an AI Readiness Audit. It helps organizations assess how AI will impact each role, identify the right tools, develop necessary training, and update processes and job descriptions. If your company is ready to get ahead of the AI curve, I’d love to connect and discuss how I can help. Reach out to learn more!

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Unlock the power of people analytics! Share your insights in our quick survey and get early access to game-changing results. Be a part of the future of #PeopleAnalytics #i4cp #NextPractices

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Would 3-4 sessions of coaching be enough to help you progress through your challenge? Could AI fill in the gaps between your coaching sessions with a human coach? Having fewer coaching sessions may also be a call to cut costs and not about efficiency and effectiveness of the coaching. The challenge is, even with effective coaching models, will 4 sessions be enough? For ongoing issues there may need to be continuous coaching as well as coaching together with others, group and team coaching. Trying to cram that into 4 sessions may actually be unethical. Agile forms of coaching require regular connection, conversation and collaboration. Some issues just don't fit into a box, a time slot or a single person, especially team or organisational challenges. Lisa Ann Edwards highlights some recent studies.

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This is a very informative Future of HR Podcast discussing team performance with Rob Cross and Katheryn Brekken, Ph.D. Here are a few of the dozens of insights shared from their research. Team effectiveness is moderated by three distinct areas: 1) Internal structure: setting clear goals and prioritizing work to avoid role overload and conflict among members 2) Quality of team connections: ensuring team members trust each other, gain energy from working with each other, and avoid stressing each other out. 3) External connections: effectively collaborating and gaining support from other groups outside of the team. Team leaders impact on these through their personal behaviors. Some critical actions include actively integrating new members into the team, distributing work effectively across team members, and creating "energy generating" activities that bring members together to collaborate in ways that increase motivation and excitement about being part of the team. I also found the discussion of trust to be fascinating. They looked at three kinds of trust: a) benevolence based - do you care about me; b) competence based - do you have the skills to do your job; and c) dependability based - can I trust you to fulfill your obligations. Of these three, dependability based trust had the biggest impact on team performance. Put another way, nobody likes to work with slackers. Thanks JP Elliott, PhD for another great interview! https://lnkd.in/gA4F47M8

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Boost your problem-solving capabilities with Lori's insightful article, "The Power of Critical Thinking", published in GCM Magazine. It's a guide on using critical thinking to solve problems effectively. https://lnkd.in/gEujG-SH

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Organizations have a big impact on the mental health of their employees. The statistics paint the picture: In a 2023 SHRM Survey: - 1 in 3 say job has negatively impacted their mental health over past 6 months - 30% feel overwhelmed or 29% anxious at least once a week - 27% Gen Z workers say job has made them feel depressed at least once a week These feelings cause lack of engagement, productivity and increased likelihood of leaving their current position. According to the WHO, an estimated 12 billion working days are lost every year to depression and anxiety - costing $1 trillion per year in lost productivity. 8 in 10 US workers are looking for future workplaces that support mental health. Factors that contribute to this, according to a 2023 Mental Health America workplace survey are: - Workplace Stress has increased from 79% to 815 from 2021 to 2022 - Workload is a leading factor according to 51% - Poor leadership or management is a factor according to (28%) - Understaffing (29%) & lack of career advancement (26%) According to a UKG study in 2023: - Managers impact employees mental health by 69% - approximately the same as a spouse, larger than doctors (51%) or therapists (41%). So what can organizations do? Here are some ways organizations can create a culture of well-being. 1. Provide resources and programs to support wellness and building resilience 2. Evaluate current processes and procedures to see where improvements in efficiencies can be made to streamline workload - this can be done as employees are doing work - by creating an environment where collaboration and innovation are encouraged. 3. Provide training on emotional regulation skills (using emotions intelligently) I have found when we conduct these trainings, the organization culture is kinder to each other and these skills build a culture of teamwork and cooperation 4. Provide training on strong communication skills, building trust, and creating accountability so teams feel valued and understand what they are working towards These are just a few ideas. The key for an organization is to be proactive in the support of both leaders and employees to create a culture of well-being. #resilience #mentalperformance #selfcare #leadership

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This post was written in 2016, and I think these lessons apply to many of us today: In 2016, I left my job of 15 years to start building my own business coaching individuals and organizations through change. It’s been an exhilarating and challenging experience that included mountain highs and valley lows. Below are a few lessons learned from my year of change (click on the link to read the full blog). 1) Fight for what you believe in 2) You will find people who want you to succeed everywhere 3) When the going gets rough, do what’s right 4) Understand your value 5) Ask for help If YOU were one of the many who provided support, guidance, tools, a listening ear, laughter, or just information in 2016 and even today, I cannot thank you enough. I am a better person and professional because of you. Thank you for investing in my work…and please continue to spread your love and great influence. The world needs more of YOU. We are better together.

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I've spent decades trying to improve the dismal usage rates of most employee benefits, particularly EAPs. The problem, it turns out, is not a lack of awareness but a lack of trust. Employees don't entirely believe these services are confidential. Instead of carpet bombing them with reminders, try sharing stories, ideally from leaders, about their experiences with the program. Stories are much more powerful than email and when leaders are seen using and trusting these programs, it sends great messages and, as a bonus, builds authenticity for those leaders. https://bit.ly/4cU9W74 #trust #organizational trust #business ethics

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Absolutely loved discussing the future of work on "The Next 100 Days" podcast: "If you're a smart person with talent and skills, you don't have to sit in the same seat for 40 hours a week, make your TPS reports and go on with your life. You can actually apply that expertise to 2, 3, 4, 5 different companies serving as a fractional sales executive, helping to raise their revenue, build out their sales teams, identify where there might be holes in the funnel or friction in the sales process to oftentimes save time for the founder and the CEO." The future of work is evolving, and opportunities for talented professionals to make a broader impact are expanding. Embrace flexibility, diversify your experience, and drive growth across multiple organizations. Your skills are valuable, and there's a world of possibilities beyond the traditional 9-5. #FutureOfWork #FractionalExecutive #SalesLeadership #CareerGrowth #RemoteWork #BusinessStrategy #TheNext100Days #PodcastGuest

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Supply chain leaders are facing labor shortages, low employee engagement, and retention challenges. Current strategies for attracting, upskilling, and retaining talent are falling short. It's time to rethink your approach.  Explore our complimentary 4-part on-demand webinar series to learn more. Gartner for Supply Chain | #GartnerSC #BusinessTransformation #Procurement #TalentManagement

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Supply chain leaders are facing labor shortages, low employee engagement, and retention challenges. Current strategies for attracting, upskilling, and retaining talent are falling short. It's time to rethink your approach.  Explore our complimentary 4-part on-demand webinar series to learn more. Gartner for Supply Chain | #GartnerSC #BusinessTransformation #Procurement #TalentManagement

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ATD Research asked working Americans about their training preferences. Most respondents said they were interested in receiving training on Critical thinking and problem-solving skills (85%), Creativity and innovation skills (84%) Communication and interpersonal skills (82%), Leadership and executive-level skills (80%). #arhemployeetraining

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Important for any organization wanting to be human centered

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👥 People managers are dealing with some of the toughest challenges in today’s workplace. They’re tasked with driving performance, building culture, and keeping teams connected—often with little training and a workforce they may rarely see in person. In this week’s episode of Great Mondays Radio, Natalie Baumgartner, PhD Culture Thought Leader explains why people managers play such a critical role in shaping company culture, especially in a hybrid environment. She dives deep into what makes this role uniquely difficult and shares actionable insights for supporting your team—without adding 17 new to-dos to your plate (because, let’s be real, no one needs that). From simple strategies for fostering connection and belonging to the power of recognizing small wins, this conversation is the key for anyone looking to navigate the complexities of remote and hybrid work. If you’re a people manager, or you support those who are, this episode is packed with valuable takeaways. #GreatMondaysRadio #companyculture #peoplemanagers #fosteringconnection

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I’ve been doing evaluation for leadership development for many years. And I believe there are definitely ways it can be done more effectively! Read our latest blog post to learn more!

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If you're an #HR leader looking for a fresh perspective on advancing your #Data and #Governance strategy, check out my conversation with Lee-Anne James. What I like most about Lee-Anne's approach to data is its practicality. Join the conversation: https://lnkd.in/dDQWgJcA #Data #HR #DataStrategy #Analytics

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Yes, the authenticity of self is not limited to one version. And according to Shakespeare, the world is a stage. Yes...And! 🎤 People must perform even if we don't see it as performing. There are numerous examples—a negotiation, a conflict mediation, a job interview, a job performance review, a client pitch, a meeting with colleagues, a fight with loved ones, or a public speaking event. All these high-stakes situations require us to bring our authentic selves and show up with the best version. 💡 The more authentic we are, the better we can communicate our message to the audience, and the faster we can change the world. 🌍 I am in Week 3 of the Heroic Public Speaking GRAD program. Listen to Amy Port and Michael Port's TEDX. I hope it changes your perspective because it's finally clicking for me. 🖱 🔦 Deb Smallwood Elizabeth J. Sandler Ghita Filali Mireia Rojo Arribas #publicspeaking #authenticity #performer #leadership #changemakers

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In the second of my series of “grumpy” blogs I write about the importance and benefit of developing front line leadership. Give it a read! See what you think! #leadership #talent #development

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