Maria Isabel Arapa, MBA

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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Empathy and understanding is critical during times of change. Being empathetic doesn’t mean ignoring KPI’s and ROI’s. Having an empathetic leader during change is critical to ensuring buy in and it will make a huge difference in your productivity dip. #bekind

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It’s the “small” things that make the largest difference. Knowing how to impact team members in the most influential ways is a huge contributor to a successful change management plan.

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If company culture eats strategy for breakfast... how to cook it? 🥐🍳 I just read this Harvard Business Review article on how to shape company culture. When managing organizational change, we often focus on tools and strategies during these transformations to guide and structure us, but this piece reminds me not to underestimate the 'softer' factors like culture and leadership. The highlight for me is the emphasis on connecting a company’s core values to reality. For example, if integrity is a core value, we should ask: when facing a challenge or difficulty in our company, what does it look when we act with integrity? What actions are connected to acting with integrity, what is a priority and what choices would we make? Do they indeed represent those core values? Additionally, Erin Meyer gives 5 other tips in how to build a culture that works. I highly recommend giving this article a read to anyone involved in leading change or interested in culture.

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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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This is great content for anyone in leadership, and so important. I would add that lack of psychological safety not only stifles creativity, learning, growth… but also, effectiveness, culture, success, profitability… employee engagement, focus, wellbeing… Thank you, Amy Gallo!

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I’m excited to share that I’ve started a new assignment in Organizational Capability & Transformation, applying my strategy and innovation experience into people strategy, a critical agenda in today’s era of disruption from #AI and #GenAI, evolving #workforce dynamics and hypercompetition for #talent. It’s time to put as much focus on people strategy as we put in business strategy, integrating strategic workforce planning into business planning to deliver competitive advantage! The past 3 years fully dedicated to advancing #digitalhealth has been an amazing journey, together with an incredible community of pioneers, innovators, disruptors, technophiles and visionary leaders with tremendous passion to fight the good fight every day – because the future of health is digital so we need to continue forging a path to broader adoption (leveraging real-world evidence!) – and also because we all deserve the better healthcare experience and outcomes that digital health can bring. I am immensely grateful for the shared experiences, lessons learnt and the camaraderie. Today, I take the baton from the science and business of digital health into the capabilities for tomorrow’s workforce to have the needed mindset, aptitude and courage to take transformative decisions and actions that will accelerate innovation to patients and people who need it most. Digital health has become such an integral part of my universe – how I think, how I see the world and how I envision the future of healthcare. So as long as I’m in healthcare, I’m in digital health and will continue to stay involved.   So to all my digital health collaborators, we still have unfinished business; to my digital health network and entrepreneurs, I stay connected for advice, mentoring & coaching. I see myself as moving ahead to pave the way for a digitalhealth-led future, where digital healthcare is just healthcare, (just like digital banking is just banking and mobile phone is just phone). #FutureOfWork #Transformation #WorkforcePlanning #HRstrategy #OrgDevelopment #PeopleStrategy #DigitalHealthcare #RealWorldEvidence #RWE #Perspective #ExploreMore #BeCurious [image generated with AI]

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"Kevin’s coaching helped me confidently bring my authentic self to work and navigate complex organizational decisions." 💥Katchow! Alessandra Magalhaes Rodrigues, SHRM-CP faced the daunting challenge of staying true to herself while managing departmental complexities. She is the Chief Human Resource Officer Itaú USA, and her professional landscape was fraught with difficult decisions and the pressure to conform. It left her feeling disconnected from her authentic self. Without addressing these issues, the risk of losing her unique leadership voice was real, potentially impacting her effectiveness and satisfaction at work. When I started coaching Alessandra, my goal was to help her reclaim her authenticity and reignite her drive. Together, we worked through the dimensions of her personal and professional life that had been neglected for too long. Here’s how we achieved her goals: ✅ Self-Discovery: I guided Alessandra to explore and embrace her authentic self, helping her align her leadership style with her true values. ✅ Strategic Goal Setting: We established clear goals and milestones that provided her with a structured path to success. ✅ Empowerment Techniques: I equipped her with strategies to confidently navigate the organizational challenges she faced. ✅ Ongoing Support: My enthusiastic and positive approach made the process engaging and motivating for her. ✅ Clarity and Confidence: Through our work, Alessandra gained a clear understanding of her leadership aspirations, which bolstered her confidence in decision-making. Ready to discover how coaching can unlock your authentic leadership potential? Reach out to read more success stories and start your own journey.

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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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► For this week’s episode of Inspirational Leadership I had the pleasure of speaking with Ashley Sardjoe, who’s a Global People & Organization Leader at Novartis with a passion for driving transformative change that enhances organizational performance and drives sustainable business growth.   Here are some of the powerful topics we discussed:   ✷ Understanding the power of individual change as the foundation of organizational transformation. ✷ How to build resilience to cope with change through exposure to discomfort and personal challenges. ✷ The importance of enjoying the discomfort through your growth process in your personal and professional life. ✷ The importance of transparency and direct conversations in understanding individual struggles and fostering stronger team connections. ✷ The power of authenticity, humor, and vulnerability in leadership to connect with teams on a human level.   🎧 Listen in! https://lnkd.in/gcTRfQkp   Have you subscribed to the Inspirational Leadership Community? Head on over to www.kristenharcourt.com to sign up today!   #HR #leadership #leadershipdevelopment #organizationalchange #personalgrowth #transformation #growthmindset #resilience #communication #peoplefirst #humanizingwork #leadershippodcast

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Ok…. So you have two choices. 1. Is your leadership style the one that waits for the fires to happen then you act? If that’s you, then all you do is follow behind the dragon just waiting for those fires to be set before you spring into action. 2. Or…. Do you tackle the dragon head on. Companies and teams that pride themselves being “reactionary” are ALWAYS one step behind; and that kills your culture. Companies and teams that tackle the dragon are WAY better at planning, prevention, and strategy. And that allows your culture to thrive. What are YOU doing to tackle the dragon?

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Great visual map and framework on Change (organizational & individual) from Abir Haddoud. Fascinating statistic that 70% of transformation initiatives fail…as leaders “are trying to navigate uncharted waters with an outdated map.” #change #transformation #changestrategy #changeinitiatives

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Strategic Workforce Planning (SWP) continues to be a top talent practice with the greatest capability gap. According to a BCG analysis, SWP ranks 2nd of 32 talent practices in terms of capability gaps. One reason driving this gap (among many) is that SWP is often based on one "scenario" and may not plan for or anticipate other viable scenarios. A few questions to consider: 𝗕𝗮𝘀𝗲 𝗦𝗰𝗲𝗻𝗮𝗿𝗶𝗼. What scenario will likely occur? (e.g., FDA approval of drug X). 𝗣𝗹𝗮𝗻. What are the key elements of the workforce plan for this scenario? (e.g., a 19% increase in sales reps in regions A, C, & F). 𝗔𝗹𝘁𝗲𝗿𝗻𝗮𝘁𝗶𝘃𝗲 𝗦𝗰𝗲𝗻𝗮𝗿𝗶𝗼𝘀. What is at least 1 other possible scenario we might face? 𝗧𝗿𝗶𝗴𝗴𝗲𝗿𝘀. What indicators (e.g., economic shifts, etc.) would signal that the alternate scenario is more likely to occur? 𝗔𝗹𝘁𝗲𝗿𝗻𝗮𝘁𝗲 𝗣𝗹𝗮𝗻. What are 3-5 ways in which our workforce plan will shift if the alternate scenario occurs? What is one recommendation you have for closing the SWP capability gap? If you find value in content like this, sign up for my Talent Edge Weekly newsletter 𝗦𝗲𝗲-𝗹𝗶𝗻𝗸 𝘂𝗻𝗱𝗲𝗿 𝗺𝘆 𝗻𝗮𝗺𝗲 𝗮𝘁 𝘁𝗵𝗲 𝘁𝗼𝗽 𝗼𝗳 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 or https://lnkd.in/dWThftwK If this post was helpful, please reshare it with others! #hr #humanresources #strategicworkforceplanning

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Chief HR Officers, Internal Talent Marketplace, Talent Sharing, Employee Wellbeing, and Women at Work. These topics are covered in issue 235 of Talent Edge Weekly. (𝟭) 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗿𝗸𝗲𝘁𝗽𝗹𝗮𝗰𝗲. My one-page slide shows an example of how an ITM works. (See post image). (𝟮) 𝗧𝗮𝗹𝗲𝗻𝘁 𝗦𝗵𝗮𝗿𝗶𝗻𝗴. Covers how managers hinder their direct reports' advancement and offers strategies for internal mobility. (𝟯) 𝗖𝗵𝗶𝗲𝗳 𝗛𝗥 𝗢𝗳𝗳𝗶𝗰𝗲𝗿𝘀. My 14-page PDF highlights 10 CHROs that have moved into a new Chief HR role this year. (𝟰) 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴. Findings from a Novartis study on increasing employees’ usage of mental health support programs. (𝟱) 𝗪𝗼𝗺𝗲𝗻 𝗮𝘁 𝗪𝗼𝗿𝗸. Deloitte's annual report on factors impacting women’s careers. Bonus resource on psychological safety. Did you find value in this issue? Let me know by resharing this post, commenting, or tagging others who can benefit. https://lnkd.in/drTJXxSJ 𝗣.𝗦. A new issue of Talent Edge Weekly drops tomorrow at 6 PM EST. Ensure you are one of the +32K readers who receive it. See the top of this post under my name to learn how! #hr #humanresources #futureofwork

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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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Learning & Development, OD, and HR professionals use data as their mentor...not their nemesis. L&D, OD, and HR professionals, now more than ever have a fantastic opportunity to contribute and influence the business agenda. This means leaning into data that helps us better understand business priorities for people development and engagement. Data and evidence help us prioritise where our efforts will be most effective. In the illustration below, this is a Company whose T&D performance has registered below the median for all other organisations in their sector. Would you want to know this, understand it, and use this data as your mentor and lens to inform and support your decisions for the most effect? Sometimes there is a reluctance to ask the questions, afraid of what the responses might be. This is a reality but necessary for business improvement. However, in my experience, it can be very rewarding to understand your strengths and what people value in your organisation and culture. Would you want to know this? If this is timely and relevant to you, in April, Miranda Williams and I are offering a free trial of Glimpse, a module/indicator of success on the CoEfficient Business Intelligence Platform. #learninganddevelopment #organisationaldevelopment #hr #businessintelligence

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Yesterday I participated in a webinar that I highly recommend: “Is your Company Diverse enough? sponsored by VCM GLOBALIS I loved the approach and perspective that Diego Tomasino brought on intersectionality, considering diversity in broad terms: diversity in language, age, gender, sexual diversity, legal diversity, capabilities, and others. I found the following questions especially relevant to reflect on how it challenges us on a daily basis: What makes you unique ❓ What part of you are you bringing to work❓ What is not❓ How can we generate more inclusive spaces❓ Let's keep working to develop cultures and leaders that build contexts of psychological safety. 🧠 📺 Watch the full webinar here: 👉 https://lnkd.in/dAxsMran Great job!

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Strategic Workforce Planning—Are SWP and talent acquisition teams partnering effectively to enable workforce planning? Many surveys show that SWP is a priority for organizations. Yet, SWP continues to have significant gaps in execution. This Conference Board paper shares one opportunity for closing the gap. 𝟭) 𝗧𝗔 𝗵𝗮𝘀 𝗺𝘂𝗰𝗵 𝘁𝗼 𝗰𝗼𝗻𝘁𝗿𝗶𝗯𝘂𝘁𝗲 𝘁𝗼 𝗦𝗪𝗣. However, they are not always included in the planning, and when they are, it is typically later in the process. 𝟮) 𝗗𝗮𝘁𝗮 𝗔𝗰𝗰𝗲𝘀𝘀. Providing TA access to SWP data, often “guarded” and inaccessible to TA, can be a good starting point to help TA contribute. 𝟯) 𝗧𝗲𝗮𝗺 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻. Aligning TA and SWP under common leadership could also strengthen the partnership. Aside from TA, I believe there is an opportunity to involve Procurement teams early in the SWP process. This is even more important as the "borrow" component of SWP is increasingly employed. 𝗪𝗵𝗮𝘁 𝗿𝗲𝗰𝗼𝗺𝗺𝗲𝗻𝗱𝗮𝘁𝗶𝗼𝗻𝘀 𝗱𝗼 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 for how SWP, TA, and Procurement teams can partner effectively to enable SWP? https://lnkd.in/dbfMFt_M If this post was helpful, please reshare it. #hr #workforceplanning #talentacquisition

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Why is it important to have a vision for your career? Find out in this week's Future of HR Podcast... With my guests, Angela Lane, VP Global Talent, AbbVie and Sergey Gorbatov, Ph.D., Talent Executive, Professor, and Author During our conversation with Angela and Sergey, we discuss: • Why everyone should be a 'career visionary' with a clear understanding of success and the options to achieve it.    • Why the best networkers focus on building relationships and offering more value than they receive.    • Why “value creators” understand that the impact of their work is determined by how it's received by key stakeholders.    • Why being open to multiple career options can lead to more opportunities and job satisfaction.    • How to build your personal brand by understanding who you are, who your audience is, and intentionally telling your story. To listen or learn more about the Future of HR Podcast, check out the comments and be sure to subscribe 👇

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