Lynn Whitesell

Performance Management, Skills-Based Talent Practices, 24 Talent Questions, AI in the Workplace, and Succession Planning? These topics are covered in issue 272 of Talent Edge Weekly. 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁. My infographic with 10 sample questions to help managers evaluate performance. (Post image). 𝗦𝗸𝗶𝗹𝗹𝘀-𝗕𝗮𝘀𝗲𝗱 𝗧𝗮𝗹𝗲𝗻𝘁 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀. OneTen shares a 22-page paper on Cisco's efforts to adopt a skills-first hiring approach. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗧𝗲𝗺𝗽𝗹𝗮𝘁𝗲. My editable worksheet that can be used for thinking through 24 talent questions. 𝗔𝗜 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲. A new 35-page report from the World Economic Forum on how organizations are adopting GenAI. 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴. Harvard Law School Forum on Corporate Governance shares current trends in CEO succession. A new issue of Talent Edge Weekly drops today (Sun, 12/8 at 6 PM EST). Join 43,000+ who will receive new insights. If this content was helpful, repost, comment, or tag others! For more resources, follow Brian Heger Issue 272 in comments  #hr #humanresources #futureofwork

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Succession Planning, Skills Validation, Performance Management, DEI, and Increasing Organizational Capacity? These topics are covered in issue 269 of Talent Edge Weekly: 𝟭) 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴 (𝗽𝗼𝘀𝘁 𝗶𝗺𝗮𝗴𝗲) ↳ My worksheet to help assess 5 criteria for succession planning roles. 𝟮) 𝗦𝗸𝗶𝗹𝗹𝘀 𝗩𝗮𝗹𝗶𝗱𝗮𝘁𝗶𝗼𝗻  ↳ Mercer shares approaches for validating skills within a workforce. 𝟯) 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 ↳ An HBR article on how performance review formats impact perceptions of fairness. 𝟰) 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆, 𝗘𝗾𝘂𝗶𝘁𝘆, 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 ↳ MIT SMR provides a framework for 8 different types of DEI practices to achieve better outcomes. 𝟱) 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗮𝗽𝗮𝗰𝗶𝘁𝘆 ↳ Josh Bersin shares how organizations can go beyond adding headcount and focus on strengthening overall capacity. A new issue of Talent Edge Weekly drops today (Sun, 11/17, 6 PM EST). Join 42,000+ who will receive new insights. ♻️ Repost to help your network For more resources, follow Brian Heger Issue 269 https://lnkd.in/dqPTF8uA #hr #humanresources #futureofwork

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Talent Review Process - Does your organization's talent review process need a review of its own? I created this simple template to help practitioners evaluate aspects of their organization's talent review process. A few areas include: 𝟭) 𝗣𝘂𝗿𝗽𝗼𝘀𝗲. A clear philosophy on the purpose of our talent review, what it intends to help solve, and what is not. 𝟮) 𝗠𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹. Clear and valid criteria for measuring potential (i.e., anchored in the science and research). 𝟯) 𝗙𝗼𝗹𝗹𝗼𝘄-𝘁𝗵𝗿𝗼𝘂𝗴𝗵. Decisions from the talent review (e.g., development plans) are implemented within the agreed-upon timeframes. Please note that these are just a few starter areas. You can overwrite the cells and change the wording as you see fit. Also, clicking the boxes will apply a color code, which can help illustrate where the greatest opportunities for improvement exist. I'll share a copy of this template in today's new issue of Talent Edge Weekly. To receive the new issue at 6 PM EST along with +32K others, click 𝘀𝘂𝗯𝘀𝗰𝗿𝗶𝗯𝗲 𝘁𝗼 𝗻𝗲𝘄𝘀𝗹𝗲𝘁𝘁𝗲𝗿 at the top of this post. Reshare or comment if this post was helpful! #hr #humanresources #talentreview

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Becoming an ICF Credentialed Coach is a new book coming out soon that is an excellent reference for all of us new and old coaches. It helpfully articulates the nuances of the different levels of coaching ACC, PCC and MCC. It provides insight to the competencies and how they are useful to the client. Clearly written and well crafted. https://lnkd.in/eWHNKYQz

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HR Metrics —This article covers how HR can use data to show leaders the true impact of workplace policies and practices. The HBR article by Peter Cappelli and Ranya Nehmeh covers several topics, such as employee retention: 𝟭) 𝗛𝗶𝗱𝗱𝗲𝗻 𝗖𝗼𝘀𝘁𝘀. The commonly cited turnover cost statistic of $4,000 per employee fails to account for other expenses (e.g., new hire training, reduced initial performance of new hires, time invested in hiring). 𝟮) 𝗖𝗮𝘀𝗲 𝗦𝘁𝘂𝗱𝘆. Neiman Marcus Chief People Officer Eric Severson presented top management with a full analysis of turnover costs, retention drivers, and employee benefits data. 𝟯) 𝗗𝗮𝘁𝗮-𝗯𝗮𝘀𝗲𝗱 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀. Neiman's analysis led to investments in enhanced paid parental and family leave. This change had a positive impact on retention, particularly within a predominantly female workforce. Many other ideas are discussed. I am also resharing a 16-page SAP paper, which includes 100 people analytics questions spanning 9 categories (e.g., internal mobility). ***Both resources in comment If you found this post helpful, let me know by resharing it, commenting, or tagging others who can benefit. #chro #hr #humanresources

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With this line-up (I'm mainly talking about Tim and Erin), this will be a fantastic session! Bring your curiosity 🤔 and a #growthmindset 🌳, put on your #strategic hat 🎓, and grab a pen and notepad 📒, as I know you'll walk away with some practical action steps you can immediately take to ensure your strategy is clear, concise, and ready to be communicated for successful #change!

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Storytelling is a powerful strategy tool. I recently co-facilitated an online learning session with fellow IAF member John Kingsley Cornwell. It was one of several sessions within the IAF’s Global Learning Series which explore the 6 Core Competencies of professional facilitators. John and I created a very simple session design for the two-hour workshop. The main tool was storytelling: sharing stories and experiences as a means to learn from each other. It was immensely successful. When the time was up, no one wanted it to end! That is the power of storytelling. Storytelling goes beyond mere public speaking; it is a tool to inspire, motivate, and enhance learning. Stories are a means to convey messages, values, and experiences, fostering engagement and connection among people. The human brain gravitates towards simplicity, and stories provide a sense-making instrument by simplifying complex ideas and details. When information is clear and orderly, our brains find it easier to process and remember, making storytelling a powerful communication tool. Stories captivate the mind and heart, transcending traditional communication and learning methods. Storytelling touches the essence of our humanity, making it one of the best tools for creating lasting connections. The next time you want to convey information or share experiences … start with a story. International Association of Facilitators (IAF) #Storytelling #CommunicationSkills #IAF #IAFGlobalLearningSeries

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Watch and learn about Innovative Management Tools and how we are shifting the optic and focus from "Change Management" to "Change Facilitation". https://lnkd.in/g9q3uqRX #imt #ConversationFrameworks #PeopleProcessPlanning #ChangeFacilitation

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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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Effective change management for layoffs and reductions in force (RIF) is essential, no matter the reason for the change. In our new article, Prosci Engagement Leader Josy Jamieson explains how the ADKAR Model can help navigate this sensitive process with care. 🔗 https://lnkd.in/dv2YuzBm #prosci #changemanagement #adkar #organizationalchange

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CHRO Transition to a New Role —Dave Ulrich and Norm Smallwood share ideas to accelerate the transition into a CHRO role. They highlight 5 main questions that newly appointed CHROs should ask and answer during their first 90 days: 𝟭) 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀. Do I walk the talk about our business? 𝟮) 𝗛𝗥 𝗔𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀. Do I have a broad map of the HR activities being done? 𝟯) 𝗛𝗥 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀. Do I have a sense of the key HR priorities? 𝟰) 𝗛𝗥 𝗧𝗲𝗮𝗺. Do I have the right team in place? 𝟱) 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿. Do I clearly demonstrate my priorities and values through the transition? There are also sub-questions: 𝗲.𝗴., 𝗙𝗼𝗿 𝘁𝗵𝗲 𝗺𝗮𝗶𝗻 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻, '𝗱𝗼 𝗜 𝘄𝗮𝗹𝗸 𝘁𝗵𝗲 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀? a) Do I know how we make money? b) Do I see how (and how well) the business operates from multiple points of view? etc. Several other ideas are discussed, including actionable suggestions to accelerate a CHRO transition. See resource 3 in issue 234 of my Talent Edge Weekly newsletter https://lnkd.in/drD3tw5u If you want more content like this, check out my Talent Edge Weekly newsletter. Just click 'subscribe to newsletter' at the top of this post. #chro #hr #humanresources

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Behind every successful coach, there's often a mentor who helped shape the path to success. Think back—who has been that guiding light in your coaching journey? Whether it was their wisdom, support, or simply believing in you when you needed it most, these mentors have played a crucial role in our growth as coaches. Let's take a moment to recognize and celebrate these incredible individuals who have influenced our careers. Share your story, and give a shoutout to the mentors who have made a difference! 🙌 Curious about how you can become a part of a supportive coaching community? Visit our website https://icf-sandiego.org/ to learn more about ICF San Diego and how we can help you on your coaching journey.  #CoachingMentor #GuidingLight #ICFSanDiego #MondayMotivation

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Performance Management, Internal Mobility, Skills-based Talent Playbook, Workforce Capacity, and ONA. These topics are featured in issue 243 of Talent Edge Weekly. (𝟭) 𝗦𝗸𝗶𝗹𝗹𝘀-𝗯𝗮𝘀𝗲𝗱 𝗧𝗮𝗹𝗲𝗻𝘁 𝗣𝗹𝗮𝘆𝗯𝗼𝗼𝗸. A 56-page playbook from The Multiple Pathways Initiative on skills-based talent practices. (Image of post). (𝟮) 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗠𝗼𝗯𝗶𝗹𝗶𝘁𝘆 (IM). My template to help assess the impact of IM policies on internal talent movement. (𝟯) 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁. HBR shares ways to improve 1-on-1 meetings between managers and direct reports. (𝟰) 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗖𝗮𝗽𝗮𝗰𝗶𝘁𝘆. My worksheet to identify opportunities for increasing capacity without hiring more people. (𝟱) 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗔𝗻𝗮𝗹𝘆𝘀𝗶𝘀. Deloitte shares how ONA can be used to understand aspects of performance. https://lnkd.in/dk3eEViJ If you find value in this content, let me know by resharing this post, commenting, or tagging others who can benefit. A 𝗻𝗲𝘄 issue of Talent Edge Weekly will come out today (Sunday, 6/16) at 6 PM EST. Be one of the +34,000 others who will receive these new insights. See you then! #hr #humanresources #futureofwork

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🌟 𝗜𝘀 𝘁𝗵𝗲 𝗛𝗥𝗕𝗣 𝗠𝗼𝗱𝗲𝗹 𝗥𝗶𝗴𝗵𝘁 𝗳𝗼𝗿 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻? 🌟 In conversations with many of my clients, I often hear about their interest in implementing the HRBP (HR Business Partner) model. Before diving in, I usually pose two critical questions: 1️⃣ Why do you believe it’s the right time to implement this model? 2️⃣ How do you know it’s the right model for you? https://aihr.ac/3ANws3V ← In my latest article, I explore key signs that indicate it might be time to consider the HRBP model for your organization, and I outline essential criteria to assess your readiness. Here’s a sneak peek into the key indicators: • Business complexity and size: Does your organization’s scale demand a more sophisticated HR approach? • Increased demands from business: Are they feeling the pain and expecting more from HR? • Leadership buy-in: Are your leaders committed to a strategic HR transformation? • Investment readiness: Is your organization willing to invest in HR in the short term? • Openness to change: Is your HR team ready to embrace a new way of working? But let’s be realistic—the HRBP model isn’t a one-size-fits-all solution. In the article, I also discuss scenarios where adopting this model might not be ideal: 🚫 Small organizations with limited complexity: Sometimes, a traditional HR model is more practical. 🚫 Leadership culture: Without a leadership culture that wants HR to play a different role, the HRBP model might struggle to gain traction. 🚫 Highly centralized decision-making: The HRBP model thrives on collaboration, which may be hindered in a highly centralized structure that does not allow for collaboration to occur 🚫 Short-term crisis or transformation: Focus on immediate needs may take precedence over long-term HR strategies. If you’re considering the HRBP model, this article will help you weigh the pros and cons based on your unique context. For those who have implemented the model, these criteria also help to see what might still be missing and needs to be addressed to optimize the performance of the model. #HR #HumanResources #HRBP #HRLeadership

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I've had the privilege of working with hundreds of organizations and thousands of senior leaders over the years. What I've learned is that for a company to be truly effective, its leadership team must function cohesively as one leader. I'm excited to hold the ICF ACTC and help even more leadership teams lead as one! 🚀 #ICFACTC #ExecutiveLeadership #LeadershipCoaching #TeamCoaching #GroupCoaching #LeadershipDevelopment #LeadershipTeam

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Rethinking Strategic Planning in Complex Times Currently, there is a growing reconsideration of the efficacy of traditional strategic planning methods, with a frequently cited failure rate of 70% for large-scale transformations. Common explanations for these failures often focus on employee resistance and lack of effective leadership engagement at lower organizational levels. However, we believe a crucial issue lies in the failure of these traditional methods to account for the complexity of organizations and the ecosystems in which they operate. These traditional processes typically do not explore the relationships, norms, skills, emotional dispositions and attitudes, and patterns of behavior at play in the present, as well as how it is that systems (read organizations and their ecosystems) actually change. In today’s world of unprecedented disruption, rapid technological advancements, and global unpredictability, the need for agility and resilience has never been greater. How do we foster resilience in such an environment? How can leaders better understand and give voice to the diverse and multi-layered perspectives of employees and other stakeholders? At Fénix Leadership & Development, alongside professionals and leaders from the fields of organizational change, strategy, agile, and design, we use methodologies developed by The Cynefin Company. Our process engages a diverse team from within the organization to map relationships, norms, and other influential factors in a pragmatic approach. This inclusive process identifies the constraints and opportunities within your sphere of influence, enabling the design of a portfolio of micro-interventions with a higher probability of success. Through this iterative and adaptive approach, we help organizations advance meaningfully toward their desired change. To learn more, visit: https://lnkd.in/dJ2Ee7JC

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Discover the successes of understanding each other within your team, which ultimately leads to alignment! With better alignment, you'll experience top-performing teams, improved collaboration, and an empowered, confident workforce. To achieve this, we use the ICF Accredited Cloverleaf Enneagram Assessment Tool. This tool helps everyone better understand themselves and each other, enabling them to work together more effectively. Ready to see the difference? Book a demo today! https://lnkd.in/dpP9sffz Find out more: https://lnkd.in/dhnarGRN #Enneagram #TeamBuilding #EffectiveLeadership #yellowseedconsulting

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