Marcello Rinaldi, eMBA, Ma. HRM

🚀 Do you have culture in your communication toolkit? Culture in an organization is simply how we, as individuals, show up every day. Personally, I’ve experienced culture as a common language—a powerful equalizer in conversations. While it helps connect with distributed colleagues, I’ve reaped greater benefits of this shared language. It helped resolve conflicts, drive decisions, and find agreement ( or respectfully agree to disagree), all with grace. How? When you apply culture, in a negotiation situation. The minute you anchor on culture the intent becomes clear which is nothing but common goal of org. Driving decisions … oh I love this. Culture gives you the clear WHY - which is core for sound decision making. (The actual stories are for some other time 😊) I believe culture equips you to navigate any situation. Organizations that anchor on culture and values? They thrive. How do you take this “culture advantage”? #Tuesdaytrafficthoughts

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So much of this resonated for me both as a newer global leader and also as someone who has worked for many first-time leaders. I really think the secret, above all, is showing up as your authentic self, admitting where you’re good—and also where you’re not so good— along with never asking your team to do anything that you wouldn’t do- or aren’t already doing— and just treat people like you’d want to be treated in return. I believe It’s really that simple! The results then, including the leadership advice below - in addition to all of the other ‘stuff’ involved with leading a successful team— will naturally follow! You can create all of the leadership development classes you desire, but if you don’t have empathetic, truly authentic and vulnerable people in the leadership roles already, then I believe no masterclass will be as successful as actually hiring the right people for the job in the first place, and it’s totally OK to make these mistakes below, as they are the way in which we grow and become better. “Better humans make better leaders.” #leadershipexcellence #leadershipdevelopment #globallearning #learninganddevelppment #traininganddevelopment It can be hard to let go of the expertise and work that set you apart as an individual contributor. But micromanaging or handholding your direct reports won’t help build trust. Instead, make an effort to help your direct reports master their tasks and projects in their own way. Trying to build rapport and a sense of “egalitarianism.” Once you become a leader, the relational boundaries with your former peers must shift. Instead of pretending like nothing has changed, have a conversation with each person on your team to clarify what they can expect from you as their leader. Trying to build confidence by looking confident. Overconfidence can actually dilute trust by making you come across as overly self-reliant, inauthentic, and out of touch. Instead, you must balance confidence with humility, authenticity, and vulnerability Checking in to make sure everyone is “ok.” In excess, check-ins can begin to erode trust on your team, particularly if you get defensive or don’t act on your direct reports’ feedback. Before seeking feedback from your team members, ask yourself if you’re motivated by an actual desire to learn and adjust, or an unconscious need for validation and reassurance. Building credibility through past successes. Overly relying on your past usually backfires. A better source of credibility, and therefore trust, is your curiosity. Ask your team questions about what they’ve tried to address current challenges, or what ideas they’ve felt haven’t been heard before.

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Research from LinkedIn has shown that half of today’s most in-demand skills weren’t even on the list three years ago. As a result, there is now a premium on #intellectualcuriosity and the desire and ability to quickly grow and #adapt one’s skill set. How can you create a learning culture on your own team or in your organization? First, reward #continuouslearning. Note that rewarding curiosity is not just about praising and promoting those who display an effort to learn and develop; it’s also about creating a climate that nurtures critical thinking, where challenging authority and speaking up are encouraged, even if it means creating discord. Be sure to give people meaningful and constructive feedback — it’s hard to improve on anything if you are unaware of your limitations. As a manager, practice what you preach. And finally, hire curious people. It’s easier to augment potential than to go against someone’s nature. #learninganddevelopment

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I really can’t say enough about this inspiring article about companies who have beaten the odds as they transformed their organizations, including Amgen, Virgin Australia, Dell, Ford, and T-Mobile, just to name a few. The most successful programs have built transformation into their operating rhythm, have used aspirations to set goals, and have treated transformation as a continuous process embedded into the natural flow of work. I can’t recommend this article enough, regardless of where your company/team is on the transformation and change continuum! Thanks to my colleagues who shared this with me! Sincerely, Nick #leadershipdevelopment #leadingthroughchange #learninganddevelopment

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A must read article that highlights the importance of being a silent yet uplifting leader. In it Naphtali Bryant, M.A. talks about the concept of “lifting the room” i.e. going into every room, whether virtual or in-person, to elevate the experience of everyone in it. It's about being intentional with our actions and interactions, fostering a culture of learning and improvement, and empowering others to reach their full potential. Read on to learn more! #silentleadership #servantleadership #liftingtheroom

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📢 Shoutout to all fellow DEI Evangelists - it’s exhausting and daunting and trust me, I know; The least we can do for each other is look out for each other The least we can do for ourselves is, to take care of your mental health. If you don’t already know, here are few tips #DEImatters #youmatter #mentalhealthmatters

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When it comes to prioritizing collaboration, embracing emotional intelligence, pursuing self-awareness, and championing growth, women leaders are charging the way forward! Working on a team with all women leaders, i can attest that some of my best leaders throughout my career have been women, and we should continue to recognize the influential women in our lives and in our careers every day beyond just International Women's Day. --Nick "Of course, you can’t paint an entire gender with one brush, but data show that women excel in many of the competencies that are essential for effective authentic leadership. “An analysis of thousands of 360-degree reviews revealed that women outscored men on 17 of the 19 capabilities that differentiate excellent leaders from average or poor ones,” according to Harvard Business Review. #leadershipdevelopment #celebratewomeneveryday #championinggrowth #learninganddevelopment

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The fourth virtual course in our GTN Training Series, Provisions and Implications of the Inflation Reduction Act, will occur May 22nd from 2:00 - 4:00 PM EST. Click the link below to register. https://lnkd.in/ejyG7XZE Provisions and Implications of the Inflation Reduction Act The focus is on interactive learning to enhance understanding of the complexities inherent in the Inflation Reduction Act. Numerical examples, charts, graphs and valuable content will be presented to illustrate key concepts and practical application. Provisions and Implications of the Inflation Reduction Act The federal government is negotiating prices for high-cost drugs covered under Medicare. Medicare price increases are constrained by required inflation rebates when drug prices outpace inflation. Medicare Part D will be redesigned to eliminate the coverage gap (“donut hole”), cap beneficiary out-of-pocket costs at $2,000 per year, shift costs from the government to drug manufacturers & prescription drug plans and require pharmaceutical manufacturers to pay uncapped government rebates. The Inflation Reduction Act is a game-changer that embodies complex prescription drug provisions with far-reaching implications.  By attending this course, you'll learn about: - AMP-Cap removal - Inflation Reduction Act implementation timetable - Medicare price negotiation – process, provisions, drug selection criteria & CMS considerations - Maximum fair price - Impact of Medicare price negotiations on competitive drugs pricing and rebates  - Implications of Medicare price negotiations on orphan drugs - Potential spillover of Medicare price negotiations to Medicaid triggering best price - Implications of Medicare price negotiations on patient out-of-pocket costs and premiums - Expansion of low-income subsidies (“LIS”) - Impact of Medicare price negotiations on innovation and sequencing of new indications - Medicare Part B & Part D inflation rebates - Double whammy: PBM-negotiated price protection rebates and Medicare inflation rebates - Medicare benefit redesign restructuring: - Comparison – Inflation Reduction Act vs. current law: who pays what % & when - Estimating new 20% pharma government liability for drugs in catastrophic phase - Implications on market access of prescription drug plan responsibility increasing from 15% of total drug costs under current law to 60% in catastrophic phase starting in 2025 - Inclusion of LIS patients in determination of Medicare Part D rebates  - Financial, market access, commercial and strategic considerations for pharmaceutical manufacturers

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The fourth virtual course in our GTN Training Series, Provisions and Implications of the Inflation Reduction Act, will occur May 22nd from 2:00 - 4:00 PM EST. Click the link below to register. https://lnkd.in/ejyG7XZE The focus is on interactive learning to enhance understanding of the complexities inherent in the Inflation Reduction Act. Numerical examples, charts, graphs and valuable content will be presented to illustrate key concepts and practical application. The federal government is negotiating prices for high-cost drugs covered under Medicare. Medicare price increases are constrained by required inflation rebates when drug prices outpace inflation. Medicare Part D will be redesigned to eliminate the coverage gap (“donut hole”), cap beneficiary out-of-pocket costs at $2,000 per year, shift costs from the government to drug manufacturers & prescription drug plans and require pharmaceutical manufacturers to pay uncapped government rebates. The Inflation Reduction Act is a game-changer that embodies complex prescription drug provisions with far-reaching implications. By attending this course, you'll learn about: - AMP-Cap removal - Inflation Reduction Act implementation timetable - Medicare price negotiation – process, provisions, drug selection criteria & CMS considerations - Maximum fair price - Impact of Medicare price negotiations on competitive drugs pricing and rebates  - Implications of Medicare price negotiations on orphan drugs - Potential spillover of Medicare price negotiations to Medicaid triggering best price - Implications of Medicare price negotiations on patient out-of-pocket costs and premiums - Expansion of low-income subsidies (“LIS”) - Impact of Medicare price negotiations on innovation and sequencing of new indications - Medicare Part B & Part D inflation rebates - Double whammy: PBM-negotiated price protection rebates and Medicare inflation rebates - Medicare benefit redesign restructuring: - Comparison – Inflation Reduction Act vs. current law: who pays what % & when - Estimating new 20% pharma government liability for drugs in catastrophic phase - Implications on market access of prescription drug plan responsibility increasing from 15% of total drug costs under current law to 60% in catastrophic phase starting in 2025 - Inclusion of LIS patients in determination of Medicare Part D rebates  - Financial, market access, commercial and strategic considerations for pharmaceutical manufacturers

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There are moments in your career when you have the chance to empower the next generation and give back to your community, and yesterday was one of those special days. I had the incredible honor of delivering a workshop on #culture and #wellbeing to the amazing students and mentors of #HISPA - Hispanics Inspiring Students’ Performance and Achievement & #CHPRD - Center for Hispanic Policy, Research and Development, who spent the day at Novo Nordisk. The day was truly monumental …. We delved into the importance of embracing our cultural roots while striving for personal and professional excellence. Here are just a few key takeaways: 1. Embrace Your Heritage: Our cultural backgrounds are a source of strength and uniqueness. They shape our perspectives and give us a rich tapestry of experiences to draw from in our professional lives. 2. Wellbeing is a Priority: To achieve our full potential, we must prioritize our mental and physical health. Self-care, mindfulness, and balance are crucial in our journey toward success. I also had the pleasure of leading everyone through a #mindfulness exercise with singing bowls, which was a beautiful and grounding experience. 3. Community and Support: Building a strong network of mentors, peers, and allies is vital. HISPA embodies this spirit by providing a platform for students to connect, learn, and grow. 4. The Power of Giving Back: As a #Latino #immigrant, giving back to my community is not just a responsibility, but a profound privilege. By supporting and mentoring future leaders, we strengthen our community and pave the way for the next generation to thrive. This experience reaffirmed the endless … ENDLESS possibilities that lie ahead when we combine hard work, passion, and a supportive community. Thank you, HISPA & CHPRD, for the opportunity to share this special day with you all. A heartfelt thank you to our HOLA ERG and Early Talent Acquisition teams who helped organize this incredible day. Let's continue to inspire and empower each other to reach new heights! This is the NovoWay!!!! #Leadership #Inspiration #Empowerment #Community #Diversity #Inclusion #FutureLeaders #GivingBack

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Leading Transformation: Strategies for Simplifying and Optimizing In my leadership journey, balancing necessary complexities with simplification has been challenging, especially during transformations that involve shifting operating models, implementing new technologies, and changing ways of working. Thriving in the messy and unknown is essential, but so is providing clarity and focus.   Avoiding Unnecessary Complexity We sometimes overcomplicate things without realizing it. Light-hearted examples include: ◾ Meeting Marathon: A project meeting needs a pre-meeting, a post-meeting, and a meeting to discuss the next meeting. ◾ Feedback Fiasco: Simple feedback requests turning into an array of questionnaires. ◾ Login Labyrinth: Tech solutions promising simplicity but requiring a complex login process.    These examples highlight how unintentional complexities can creep in, especially when seeking clarity in a world of complex transformation, emphasizing the need for simplicity. Simplifying & Optimizing ◾ Simplifying focuses on essentials, eliminating distractions, prioritizing impactful tasks, and maintaining steady progress. ◾ Optimizing refines actions for the best outcomes by aligning tasks with broader goals and improving efficiency.   When to Simplify, When to Optimize Understanding when to simplify and when to optimize helps manage energy and resources during significant changes. Simplifying is crucial during intense change, maintaining momentum and clarity. As stability returns, optimizing allows for detailed process improvements, enhancing overall performance and outcomes. The decision to simplify or optimize depends on the transformation stage and the specific needs at that time.   Your Thoughts? How do you handle these challenges? Do you find yourself simplifying or optimizing more during changes? What have you learned about leading in the messy and unknown?

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Life is filled with choices. In order to move things forward, we must often make tough decisions. At times, the fear of making the wrong decisions grips us so tightly we opt for indecision, allowing the fear of failure to immobilize us and impede our progress. No one has a crystal ball to tell them with 100% certainty they’ve made the right decisions. It’s about taking inventory of the information available and making the best choice possible. Leaders are decision-makers, and they will often have to step into their decisions without total certainty that it’s going to work out. This is what sets them apart from everyone else. They’re willing to take action when everyone else is paralyzed by uncertainty. All decision-making should be done in writing. If you attempt to do everything in your head, your brain will often end up looping over the same conflicting thoughts. Instead of getting resolved, every possible new idea can create more stress because your mind keeps comparing it back to the first thought. Frequently, what seems intricate in our minds becomes remarkably clear and more straightforward when on paper. Be clear about what you want and/or what the organization wants and needs. The foundation of exceptional decision- making lies in clarity. To make effective choices, you must first gain crystal-clear clarity about your and your organization’s goals, values, and priorities. Ask yourself: What is the ultimate outcome that I am after through this decision? When you know what you want (your outcome) and your why (your purpose), decision-making becomes simplified. Decisions are made on probability. Often, tough decisions are less about making the “right” choice and more about making a choice that can move the ball forward and discovering if it’s right or not. With indecision, we will never know what is right. If you wait to have all the information necessary to make a decision, the opportunity that the decision offered is usually gone, and you are living life like the average person versus the leader you’re meant to be. If you make a decision that turns out to be wrong or not the best choice, you can change things. The important part is making a decision to start with. All decision-making is a clarification of what you and your organization value most. Each decision we make should point to our values. It can be a tough choice you’re making, but if it aligns with what matters most to you and the organization, you are propelling yourself in the right direction. There’s nothing worse than making a decision based on fear rather than what feels right in your heart. When faced with tough decisions, don’t let your limiting beliefs trap you into fear-based decision-making. Seek out diverse perspectives, gather information quickly, and challenge your assumptions. By doing this, you can open the door to innovative solutions and unforeseen opportunities. #leadershipdevelopment #courage #makingharddecisions

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Cross-silo collaboration is a double-edged sword in the modern workplace. How to succeed/survive in this environment? https://lnkd.in/embfE72M

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Are you asking the right questions? While you’re dealing with the obvious, Are you missing the mark somewhere else? Strategic questioning is crucial for leadership. Consider these 5 types of questions: 1️. Investigative: Dive deep into facts. What's working and what isn't?  What data do we have to support this? 2️. Speculative: Explore beyond the obvious. What if we approached this from a different angle? What other solutions haven't we considered? 3️. Productive: Focus on next steps.  How ready are we to implement this? What resources do we need to move forward? 4️. Interpretive: Connect the dots. How does this align with our goals? How does this new info affect our strategy? 5️. Subjective: Address the unspoken. How do our team members feel about this change? Are we considering all relevant stakeholder perspectives? Mix up your questioning style. Better questions lead to better decisions. Read more ↓ #Leadership #BetterQuestions #DecisionMaking

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I just became a certified Deeper Signals coach! This tool has an immense potential for leaders and teams to be more self aware and enhance the collective effectiveness.

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It’s no surprise that trust is at the core of high-performing teams. But conversations about cultivating trust at work often focus on the relationship between managers and employees. As important — if not more so — is establishing trust between teammates. To understand how the best teams build trust among themselves, researchers interviewed 1,000 U.S.-based office workers and identified five key behaviors that set these teams apart: 1) They don’t leave collaboration to chance 2) They keep colleagues in the loop 3) They share credit 4) They believe disagreements make them better 5) They proactively address tension. How do you build trust on your teams? Leave a comment below!

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What a cool concept that there are actually two types of self-awareness! Although most people believe that they are self-aware, true self-awareness is a rare quality. In this piece, the author describes a recent large-scale investigation that shed light on some of the biggest roadblocks, myths, and truths about what self-awareness really is — and what it takes to cultivate it. Specifically, the study found that there are actually two distinct types of self-awareness, that experience and power can actually HINDER self-awareness, and that introspection doesn’t always make you more self-aware. Understanding these key points can help leaders learn to see themselves more clearly. Across the studies examined, two broad categories of self-awareness kept emerging. The first, dubbed INTERNAL self-awareness, represents how clearly we see our own values, passions, aspirations, fit with our environment, reactions (including thoughts, feelings, behaviors, strengths, and weaknesses), and impact on others. INTERNAL self-awareness is associated with higher job and relationship satisfaction, personal and social control, and happiness; it is negatively related to anxiety, stress, and depression. This is terrific, especially when we speak about mental health! ✅ The second category, external self-awareness, means understanding how other people view us, in terms of those same factors listed above. The research shows that people who know how others see them are more skilled at showing #empathy and taking others’ perspectives. For leaders who see themselves as their employees do, their employees tend to have a better relationship with them, feel more satisfied with them, and see them as more effective in general. “As one’s power grows, one’s willingness to listen shrinks.” #leadershipdevelopment #traininganddevelopment #learninganddevelopment #agilecoaching

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