Mary Kate (DeMeo) Wallace

Effective career pathing truly requires intentional cross-functional collaboration within HR and with every business function where all the TALENTed individuals and leaders are looking for help to identify skill adjacent roles as well as the skill gap(s) individuals must close to be successful in a new position. It’s definitely a shared commitment and responsibility.

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🦃 Pro tip for HR leaders this holiday week: Remember that "mandatory fun" isn't actually fun! Instead of adding another virtual team-building activity to everyone's packed pre-holiday calendar, try this: Give your teams the gift of time. Clear their calendars of non-essential meetings, and let them focus on wrapping up projects before the break. The best employee engagement strategy sometimes is just... letting people engage with their work! #LeadershipLessons #EmployeeExperience #HRLife #WorkplaceCulture

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Iron sharpens iron, and this is true for HR professionals! Had the opportunity and privilege to attend this year’s SHRM conference for the first time in nearly a decade. It was great to gain new insights while also affirming existing practices and strategies. #HumanResources #HR #education #lifelonglearning

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This is the way. SHRM is an elitist group, then have and the have nots. I will never have those letters. Taking a test and paying them to keep it doesn’t mean anything. What HR professionals need is a national board like the joint commission for hospitals that goes into offices and evaluates them based on criteria set by a governing body made up of scientists, academics, HR pros, and research. There are ways to improve our functionality and we need to open our profession up to real scrutiny. Are we doing what we say we do? Do we really care for employees? Are we in compliance? The rubber must meet the road. Enough of this “be kind” toxic positivity. Shine a light on our shadow and let’s get to work.

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Even though it was 1:30 a.m. in Turkey, I was excited to attend the HR Pathways & Perspectives event with SHRM and the SHRM Foundation on Sept 19! The speakers - Brien Convery, Kionia Robinson, Mary Norman, and Seychelle Hercules Padgett - were absolutely incredible. They shared valuable career insights for students and emerging HR professionals to help them expand their networks, skills, and opportunities. One of my favorite takeaways was from Brien Convery: 3 steps before next career transition 1. Do it 2. Learn it 3. Innovate it and then move forward. A great framework for career transitions! #HRCommunity #HR #Mentorship #SHRM

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The most polarizing presidential election in U.S. history is over. But is the tension behind us? We still have A LOT of work to do if we want to create civil and respectful workplace cultures. That’s exactly what Bob and I discussed on this episode of The Work Wire. In case you missed it, the link’s below! #SHRM #HR #HumanResources #Election #Civility #WorkplaceCulture

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What would you recommend for someone transitioning to senior management? ✏️ Matt: Get to know your team. Study JDs and conduct pulse checks with direct reports to learn their role, pain points, and career asipirations. Continue analyzing by using variables like ticket history, meeting your direct report’s team, and working your way down until you know the person in the lowest paid role and can game plan to improve their employee experience. You’ll have a holistic perspective and can then prioritize and knock out easy wins that immediately improve the day-to-day, and work your way though the list before tackling LT goals that will have a greater impact on the team dynamic. My recommendation is to never stop working as diligently as you did as an IC, and once you’ve removed blockers from the team’s workflow, transition into a ‘Manager’ role. Once you’ve accomplished your goals as a Manager like fostering growth and hitting the department’s KPIs, lean into ‘Senior’ Manager and forecast the needs to optimize and grow the team, and present the data and findings yourself and go to bat for your colleagues. Keep grinding so the folks looking to you know that you’re doing all you can to get them advanced and paid. Look to companies like Room & Board who’s employees all have a stake in the biz and want to maximize shareholder value. Cuz at the end that’s all we want, a piece of the pie 🥧. https://lnkd.in/gGbHj6QR ‘Excuse any typos, written on the run 🏃‍♂️’ #bcorp #hr #management #finance #analysis #consulting #peopleops #growth #businessanalysis #roomandboard #weargood #mentoring #growth #ethics #mentalhealth #AI #DEIA #education #recruiting #facilties #writer #footwear #operations #creativity #entertainment #retail #mentalhealthawarenessmonth #anxiety #EMEA #peopleops #operations #akpsi #latino #executive #APAC #LATAM #burnout

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Why I'm Not Renewing My SHRM-SCP I just got an email from SHRM reminding me that it's time to renew my SHRM-SCP. Like many HR practitioners, my satisfaction with the association supposedly representing our profession has hit a new low. I've hit a point of disgust with the organization that is forcing me to vote with my wallet. I'd like to share why I refuse to give them another nickel. Johnny Taylor's recent decision to remove “Equity” from SHRM's focus areas goes against everything research indicates is vital for the profitability companies reap when they create fair workplaces. Mr. Taylor's hypocrisy is staggering. SHRM’s own research shows that pay equity can significantly boost company performance, driving efficiency, creativity, productivity, and retention. Yet, despite this, SHRM has excluded “Equity” from its core focus areas—a contradiction I cannot support. Research from the Josh Bersin Company reveals that well-communicated pay equity is nearly 13 times more important for retention and engagement than high pay and benefits. However, only 14% of companies dedicate sufficient resources to address these challenges, leaving most workplaces with persistent disparities that make those firms less successful. McKinsey & Company’s “Diversity Wins: How Inclusion Matters” report confirms that diversity, equity, and inclusion (DE&I) are critical for business success. Companies with diverse executive teams outperform their peers on profitability, underscoring the importance of fostering inclusive environments. By removing “Equity,” SHRM dismisses the clear evidence of its value. Furthermore, equity is not a peripheral issue; it is essential for creating workplaces where everyone can succeed. By sidelining equity, SHRM signals it is not committed to addressing the systemic barriers many people face. This is a stance I will not support. For me, this is not about politics; it’s about principles. As an I/O psychologist, I believe facts and data should drive our decisions. The data—and my moral compass—show that advocating for equity is the right thing to do. Organizations clearly benefit financially from a diverse, engaged, and empowered workforce. We must do better, starting with standing firm on values that truly matter. Equity isn't negotiable. It's necessary. That's why I'm not renewing my SHRM-SCP certification, and why the HR M&A Roundtable will not renew our status as a SHRM Recertification Provider. I refuse to participate in this clearly misguided decision and encourage you to do the same.

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My HRBA bestie is on the panel for the upcoming #HR Pathways & Perspectives event! Register today!

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The comparison between obtaining a SHRM-CP and an aPHR certification can be inspiring and overwhelming. 🤦🏾‍♀️ Both certifications offer valuable insights into the human resources field, but they differ in their focus and requirements. Understanding the distinctions between these certifications can help individuals make informed decisions about their professional development. 👉🏾 I've created a detailed blog that will help you decide which certification is best for you. Click the link in the comments to dive in. #HRCertifications #CareerDevelopment #aphrcertification #shrmcpexam #HeyyyHR

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Thanks Manage HR Magazine for the opportunity to share my thoughts on this valuable topic!

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I appreciate the caution around "learning in the flow of work," but let's not confuse it with "teaching in the flow of work." Learning happens all the time, whether or not there's someone handing out PowerPoints. People do learn by doing, but not necessarily when they’re being taught. Training is vital, yet we often undervalue it because we don’t allocate enough time away from daily tasks for real learning. We need to step back and let people experiment and absorb new skills. Balancing immediate performance support with dedicated learning time is essential for meaningful development.

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Building a relationship with a new boss can feel daunting, and it can be especially difficult if you feel like you’re being micromanaged. In this article, the writer talks with two experts about what to do in this demotivating situation. https://lnkd.in/dPEyB4pz

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The power of HR Technology continues to grow every year, allowing deeper insights and more efficient workflows for organizations. ADP’s Chief Product Development Officer Jimmy Adams breaks down three key trends in the HCM Tech space for the coming year.

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The power of HR Technology continues to grow every year, allowing deeper insights and more efficient workflows for organizations. ADP’s Chief Product Development Officer Jimmy Adams breaks down three key trends in the HCM Tech space for the coming year.

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Throughout my time working with leadership programs, early career associates have frequently asked me how to approach their manager for impromptu feedback. My answer is always the same… First, be specific with what you are seeking feedback on and do so in a timely way. For example, if you are presenting your work at a team meeting and want feedback on your presentation skills, let your manager know in advance that you are seeking this feedback so that they are prepared to focus their attention in that way. Second, be open to whatever feedback you receive. From a manager’s perspective, giving feedback isn’t always easy. Being open and non-defensive shows your manager that you are listening, taking their feedback seriously, and are interested in growing. Third, take action and follow up. Whatever feedback you receive…try it out! Then circle back and let your manager know how it went and what the outcome was. This shows your manager that you are coachable and committed to self development. Managers also love hearing how they helped you to succeed 😊 If you’re looking for some additional advice on how to ask for feedback, this HBR article does a great job of expanding on these approaches! #feedbackisagift

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