Lori Knowles

Creating movements…. for transformative change! The dominant culture and structure of today’s organizations are perfectly designed to produce their current behaviors and outcomes, regardless of whether those outcomes are the ones you want. If your hope is for individuals to act differently, it helps to change their surrounding conditions to be more supportive of the new behaviors, particularly when they are antithetical to the dominant culture. In a movements-based approach to change, a moderate amount of friction is positive. A complete absence of friction probably means that little is actually changing. Look for the places where the movement faces resistance and experiences friction. They often indicate where the dominant organizational design and culture may need to evolve. And remember that culture change only happens when people take action. So start there. While articulating a mission and changing company structures are important, it’s often a more successful approach to tackle those sorts of issues after you’ve been able to show people the change you want to see.

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Thank you Forbes for publishing my views on a topic very dear to me as a leader-performance management. When performance management is done right :1) the employee is not surprised by the feedback and not blindsided (2) managers receive feedback on the experiences they create in a true 360 degree fashion (3) feedback is based on data and indicators - not biases and perceptions https://lnkd.in/e6SyhzY4

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Great to lead the roundtable on "Designing Successful Career Trajectories: A Guide for Employers" at the Millennium Alliance CHRO Conference. Ultimately, career pathways are a huge retention tool, and if you are able to show your employees a career in your organization, it is a win win situation for everyone involved. Now, looking forward to April Whitson's session! #careerpathways #careerplanning #hcmcloud

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Quiet quitting is preventable. The signs—minimal effort, reduced initiative, and social withdrawal—often point to unmet needs for growth, recognition, and respect. The causes, such as unclear expectations, burnout, or toxic work environments, are challenges we can solve. Here’s how strength-based leadership can help on a corporate level: 1. Foster Growth Opportunities: Create clear paths for career advancement. Invest in professional development programs and mentorship opportunities so employees see a future in your organization. 2. Build a Positive Workplace Culture: Prioritize inclusivity, trust, and open communication. Encourage team-building activities that promote belonging and mutual respect. 3. Set Clear Expectations: Establish clear goals and roles for employees. Ensure alignment between their work and the company’s mission. 4. Recognize Contributions: Recognition goes a long way in motivating employees. Celebrate wins, big and small, and offer meaningful feedback. 5. Support Mental Health and Prevent Burnout: Introduce wellness programs, encourage work-life balance, and check in regularly with your team. A healthy employee is a productive employee. 6. Develop Strong Leadership: Train managers to lead with empathy, fairness, and vision. Leaders set the tone—when they care, the team cares. Leadership isn’t just about managing work; it’s about empowering people. By investing in your team, you create a culture of engagement, innovation, and resilience. Let’s not wait for signs of disengagement—let’s prevent it by showing our people they matter. #Leadership #QuietQuitting #EmployeeEngagement #StrengthBasedLeadership #CorporateCulture #WellnessAtWork

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“Too often, caring for chronic illness features an uninformed passive patient interacting with an unprepared practice team, resulting in frustrating inadequate encounters…patients need to assume the role of principal caregivers. They need to understand their conditions, and monitor their success in controlling their weight, blood pressure, blood sugar, and other factors that lead to risk for complications. To help patients acquire these skills, the healthcare system needs to offer education and tools to patients and their families…Important components of organized care systems include nonphysician personnel trained in supporting patient self-management and systems to track populations of patients with chronic disease…Physicians, other clinicians, and patients need reminders of when patients need eye exams, blood tests, and other interventions…The cost savings are usually achieved by reducing rates of emergency department visits and hospitalizations…Disease management programs tend to focus on the 3% to 5% of patients who account for 45% to 50% (or more) of healthcare costs…Disease management programs that involve direct contact with high-risk patients frequently rely on call centers with trained nurses who contact patients on a regular basis…identify patients whose conditions are worsening, and encourage them to see their physicians before an emergency department visit or hospitalization is needed. Their other key function is the education of patients and their families on how to improve their self-management skills.” Thomas H. Lee

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We spend our lives going to the doctor, but how often do we stop and interview them to find important skills like Communication, Critical Reasoning, and Compassion? Author Jerome Groopman shares these 3 C’s in his book, How Doctors Think. On This #HRThursday let’s learn more about each and how we can incorporate them into our field. Communication is a two-way street. When interviewing a doctor, or perhaps a #HR person, reflect on how well this person shares information with you. Can they explain things in layman's terms? Do they ask questions and reflect that they are listening? And be sure to feed the interaction by asking open ending questions. In interviews people often forget to ask probing questions. How did you come to that conclusion? Tell me more about the information you researched to base your opinion on. Could there be multiple problems going on at once? The kinds of questions you ask will elicit responses to show much much the doctor, or HR person, really knows. Critical reasoning refers to the ability to analyze information objectively and make reasoned judgments. It involves questioning assumptions and premises, seeing multiple perspectives, and evaluating evidence and arguments. When interacting with your doctor, much like talking to your #HRPartner, there is no single source for information about a disorder or treatment. Do your research and inquire about how time-tested a new treatment is. Don’t just ask about a medication you read about in the newspaper or saw an ad on tv, instead talk with your doctor about what we know and what we don’t know. Don’t just rush to the easiest answer, stay curious and consider all viewpoints when working toward a big decision. Compassion plays a vital role in practicing medicine effectively and providing high-quality patient care. In HR we deal with people each day, how can we be successful without leveraging compassion? Look for doctors (or HR people) that give you undivided attention, being present, and listening to your concerns and experiences without judgment or interruption. Compassion can also be expressed through continuity, providing consistent, coordinated care throughout your treatment. When you experience smooth transitions between different healthcare providers or settings, you know that compassionate providers worked behind the scenes to make that happen. Compassion fosters trust and a collaborative relationship, something we crave in a doctor’s office or an HR suite. To our partners - seek out #HR partners that exhibit communication, critical reasoning and compassion. And to my #HRCommunity, set a goal to improve one of these skills today. I thought this article on critical reasoning might help! https://lnkd.in/gyEFK2wg #humanresources #hrconsulting #hrcareers #hrlife #criticalthinking #education #think #truth #thinkforyourself #freethinker #compassion #kindness #wisdom 

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To Aspiring Chief People Officers: Great leadership is not about you—it’s about elevating others and creating space for brilliance to thrive within your organization. As you grow into leadership, especially in people-focused roles, these principles are essential: 🔊 Listen to Other People’s Ideas: The best ideas often emerge from within your team, not from the top. Stay open and listen actively to unlock innovation. 💡 Ask Great Questions: The most effective leaders know they don’t have all the answers. Asking thoughtful questions builds trust and promotes growth. 🌂 Embrace a Spirit of Selfless Service: Put the needs of your people first, and they will give their best in return. A selfless leader empowers others to shine. 👏🏾Don’t Fall Prey to Your Own Publicity: Leadership isn’t about seeking affirmation. Stay focused on the mission, and let your impact speak for itself. Nominate others and don't diminish your success; help others achieve goals they never thought possible. The journey to becoming a transformative Chief People Officer starts with humility and the relentless pursuit of service. Lead well and lift others. #Leadership #PeopleFirst #CPO #ChiefPeopleOfficer #GrowthMindset #ServantLeadership #AspiringLeaders #HumanResources #ElevateOthers

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The Society for Human Resource Management (SHRM) Civility Index study found that U.S. workers experienced or witnessed over 171 million acts or instances of incivility inside and/or outside of work per day, on average, in one month. One third of U.S. workers believe workplace conflict will increase over the next 12 months. (SHRM Research on Civility, Conflict and Expression, February 2024) The costs are numerous. As are the tools to foster a respectful workplace. How about we start with this:

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As you plan for 2025, some trends (new and not so new) to be thinking about. How will these trends impact your organization? https://lnkd.in/eZvTc_h5 #2025Workplace #leadership

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🌟 From Tactical to Strategic: Elevating Your HR Role to Earn a Seat at the Executive Table 🌟 In today’s rapidly evolving business landscape, HR professionals face the crucial task of transitioning from a tactical to a strategic role. Understanding this shift is key to influencing business operations and securing a seat at the executive leadership table. I put together a few things to consider to help you become a pivotal part of your organization’s success. 🔍 Tactical vs. Strategic HR: What’s the Difference? 📑 Tactical HR: Focuses on day-to-day operations, such as handling recruitment, managing employee records, and addressing immediate HR issues. It’s essential for smooth organizational functioning but is often reactive. 📑 Strategic HR: Involves aligning HR practices with long-term business goals. This includes workforce planning, leadership development, and shaping organizational culture to drive overall business performance. It’s proactive and future-oriented. 🚀 How to Become a Strategic HR Leader: Understand Business Goals: Immerse yourself in your company’s strategic objectives. Align HR initiatives with these goals to demonstrate how HR can drive business success. Develop Analytical Skills: Use data to make informed decisions. Learning to analyze HR metrics and translate them into business insights will highlight your value to the executive team. Build Strong Relationships: Forge connections with other departments to understand their challenges and how HR can support them. This cross-functional collaboration fosters influence and strategic input. Tip: Schedule regular meetings with department heads to discuss their needs and how HR can help. Invest in Continuous Learning: Stay updated with the latest HR trends and strategies. Communicate Effectively: Craft clear, compelling messages that link HR initiatives to business outcomes. This will help in gaining support from top executives. Champion Organizational Culture: Drive initiatives that enhance employee engagement and align with the company’s vision. A strong culture supports business goals and showcases HR’s strategic role. Resource: "The Culture Code" by Daniel Coyle. Lead Change: Be proactive in driving organizational change. Offer solutions to improve processes and embrace innovation in HR practices. 📈 Simple Ways to Start Being Strategic Today: Conduct a SWOT Analysis on your HR department to identify strengths, weaknesses, opportunities, and threats related to your strategic goals. Develop a Strategic HR Plan that outlines how your initiatives support business objectives and present it to key stakeholders for feedback. Establish Metrics to measure the impact of HR programs on business outcomes and continuously adjust strategies based on results. By focusing on these strategies, HR professionals can elevate their roles from operational managers to strategic leaders, driving meaningful change and securing their place at the executive table.

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I have found the SBI method to be very effective to give AND receive feedback. The SBI (Situation-Behavior-Impact) method by Center for Creative Leadership is based on a powerful premise: “The only way to know what someone intended is to 𝐚𝐬𝐤 𝐭𝐡𝐞𝐦 — and the only way to let a person know their impact is to 𝐭𝐞𝐥𝐥 𝐭𝐡𝐞𝐦” - CCL. Here's how it works; - 𝐒𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧: Describe the situation - where and when it happened. - 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐫: Describe what was observed - no judgments or assumptions! - 𝐈𝐦𝐩𝐚𝐜𝐭: Explain how the behavior affected you, others, or planned outcomes. - Pause and let the other person share their perspective on what happened. - Use this moment to clarify any misunderstandings, reset expectations and find better ways of working in the future. SBI isn’t just for negative feedback; it’s also great for positive feedback and can be used with peers, bosses, and team members alike. 💡 𝐏𝐫𝐨 𝐓𝐢𝐩 : At work we use this method for feedback and often start such discussions with “I’d like to do an SBI with you”. This helps create a positive environment and prepare both parties for an objective conversation. What do you think of this approach to feedback? #Feedback #Leadership #CCL

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How do you measure or define Quality of Hire in your organization? 🤔 You might want to start following Laura Hilgers because she asked me and three other industry experts . . . Hung Lee, Tim Sackett, SPHR, SCP, and Jennifer McClure and we came up with the following: 🙅‍♀️ Break down departmental silos ➗ Use a mathematical formula 📊 Consider quality of hire metrics 💻 Lean into the use of AI In LinkedIn’s 2024 Future of Recruiting report, Talent Acquisition professionals identified "Quality of Hire" as the top metric shaping recruitment for the next five years. As hiring slows and companies remain cautious about headcount, ensuring that you hire the right talent is more critical than ever. But how do you define and measure Quality of Hire effectively? Read the article for more detail and then let me know in the comments which strategy you're using. #Recruiting #ReworkWork #TalentAcquisition #AI #QualityOfHire #FutureOfWork #TalentSolutions

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Absolutely love these tips for running impactful one-on-one meetings! They're essential for building trust, boosting engagement, and unlocking potential within your team. When leaders prioritize these conversations, it creates a culture of growth and collaboration. Worth the read!

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Fascinating take on the egoic reason behind some Return to Office directives. Let's all make sure there are real business reasons that make sense behind our decisions, at the risk of harming our businesses and losing key talent. #performandfunction #thehowandwhy #takingcareofbusinesswiththeenneagram #explicitexpectations

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Many experts agree that value-based care is the wave of the future in healthcare, emphasizing high-quality resident outcomes while managing costs effectively. I have been thinking of how Procare HR can enhance an organization's ability to implement and sustain value-based care models. Here’s are some examples of how: 1. Streamlined HR Processes ProCare simplifies human resources management, enabling organizations to focus on resident care. Automated processes for recruitment, onboarding, and compliance ensure that the right staff is in place, reducing administrative burdens and freeing up time for strategic initiatives. 2. Enhanced Workforce Management Effective workforce management is crucial for value-based care. ProCare offers tools for scheduling, performance tracking, and professional development, ensuring that staff are optimally utilized and continuously improving their skills. This leads to better resident care and satisfaction. 3. Compliance and Risk Management Navigating the complex regulatory environment can be challenging. ProCare helps organizations stay compliant with federal and state regulations, reducing the risk of penalties and enhancing overall operational efficiency. 4. Data-Driven Insights With ProCare, organizations gain access to advanced analytics and reporting tools. These insights can inform decision-making, helping to identify areas for improvement in care delivery and operational efficiency. Data-driven strategies are essential for achieving the goals of value-based care. 5. Employee Engagement and Retention A motivated and satisfied workforce is key to delivering high-quality care. ProCare focuses on employee engagement through robust benefits management, wellness programs, and feedback systems. High employee satisfaction translates to better resident interactions and outcomes. 6. Financial Management ProCare assists in managing payroll, benefits, and other financial aspects of HR efficiently. By reducing financial waste and optimizing resource allocation, organizations can reinvest savings into resident care improvements, aligning with the principles of value-based care. By streamlining HR processes, enhancing workforce management, ensuring compliance, providing data-driven insights, boosting employee engagement, and managing finances effectively, ProCare empowers organizations to deliver exceptional care and achieve better resident outcomes. Partnering with ProCare is not just an operational improvement—it's a strategic move towards a sustainable, person-centered care model. https://lnkd.in/g-RGdCCU

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Are you noticing a gap in your leadership pipeline when it comes to diversity, particularly with black women? Do you find it challenging to attract and retain top talent from diverse backgrounds in your leadership roles? At Lumen Consulting Group Inc. our approach is holistic and multifaceted, encompassing coaching, leadership development, and strategic interventions specifically tailored to enrich the experiences and leadership pathways of diverse talent. We partner with visionary organizations ready to move from intention to impact. Our collaborative approach is designed to foster a culture of inclusion that transcends traditional boundaries, ensuring meaningful action and sustainable change. Contact us today to learn how your investment in equity, diversity, and inclusion can drive real business outcomes and help you meet your strategic goals rooted in a strong organizational culture. https://lnkd.in/gT3BpapC #brilliantcolours #allyship #csuite #leadershipcoaching #dei #humanresources

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In a January 2024 study, the Chief Executive Group found that 60% of CEOs said their top priority is retaining and engaging employees. That starts with creating a culture that respects and validates their ideas, efforts and contributions every day. Creating that culture only happens when senior leaders champion and role model those behaviors! #retention #engagement #leadership #culture #rolemodel

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In last week's episode of Culture Leaders Daily, I sat down with Johnny C. Taylor, Jr., SHRM-SCP, CEO of SHRM, to explore a pivotal shift in the HR landscape. We discussed SHRM's strategic decision to transition from DEI (Diversity, Equity, and Inclusion) to Inclusion and Diversity. Johnny shared how this change aims to unify rather than divide, addressing the widespread confusion and disagreements surrounding the "E" in DEI. Johnny's journey from law to leading SHRM is nothing short of inspiring. He discussed how his unique perspective, shaped by experiences in both the legal and HR fields, has equipped him to understand the critical connection between people and profit. His mission to be a unifier within the HR profession is evident in his approach to navigating this strategic shift. The conversation also touched on the broader challenges and opportunities in merging the interests of people and profit. Johnny emphasized the need for clarity and common agreement within organizations to foster inclusivity and drive meaningful progress. If you haven't given the whole episode a listen, hear today's snippet on Apple Podcasts: https://lnkd.in/ecD4faWC and Spotify: https://lnkd.in/eSajNARk. To hear the full-length episode with Johnny and me, listen on Apple Podcasts: https://lnkd.in/eu_ceKHD and Spotify: https://lnkd.in/esNS8D2k.

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