Octavia Goredema

Dive into the fascinating world of podcasting as we kick off a special three-part series honoring excellence through the Compliance Podcast Network Agora Awards! 🎙️ In this inaugural episode, I am joined by award-winning podcasters Ajay Shamdasani and Jonathan Armstrong, two trailblazers in compliance and podcasting. Together, we explore the art of podcasting, share strategies for success, and reflect on impactful episodes covering topics like AI, modern slavery, and compliance challenges across Asia, the UK, and the EU. 🎧 Don't miss this inspiring episode filled with actionable insights for anyone considering starting their podcast or elevating their current one! 👉 Listen here: https://bit.ly/3BvujdB #Compliance #PodcastingExcellence #AgoraAwards #AjayShamdasani #JonathanArmstrong #PodcastJourney #PodcastLife #ComplianceMatters #Regulation #DataPrivacy #TechLaw #InspirationThroughPodcasting #FoxOnPodcasting

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At The Social C-Suite we love CHROs and Chief People Officers who are doing an amazing job on social media. That’s why we regularly feature a #SocialCHRO of the Month, and in May it’s Paul Whitney, CHRO of Sysdig! Very active on LinkedIn, Paul shares a real variety of content for his community. As Sysdig is a leading enterprise cloud security provider, it’s perhaps not surprising that much of Paul’s output is about the company’s technology. What is surprising (and refreshing) to us is the fact that, as CHRO, he talks about the technology at all. But it makes sense if you think about it. As head of HR, part of Paul’s role is attracting the right talent – including engineers. What better way to do that than to talk about the company’s innovative research and technology? If the Head of HR is tech-savvy, you can bet that the rest of the leadership is too. A great draw. And it’s not just social media where Paul is active. He’s also a regular contributor to articles and often appears as a podcast guest. Here’s a quote from a recent article in Forbes that we particularly like: “For new hires, building confidence is pretty critical and I believe is strongly correlated to future success. Creating multiple opportunities or the new hire to learn how things are done, setting early assignments with a high probability of success along with an after-action review for each one and finding ways for the new hire to build their network are all approaches I found to be impactful.” This is why Paul truly is a social leader: he uses social media and other online channels to share his expertise, and by extension Sysdig’s, to potential hires. Well done Paul for being our Social CHRO for May! #SocialCSuite #HumanResources #CHRO #PeopleManagement #CloudSecurity

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🌟 A huge thank you to Cecelia Herbert 🐨 from Qualtrics for sharing her invaluable insights on the #2025 Employee Experience trends! Your perspective on the challenges posed by constant #workplace change resonates deeply, and your advice to leaders to simplify processes is crucial for supporting employees effectively. Let's all take this opportunity to reflect on how we can create a more adaptable and supportive work environment. Read on to discover more! 🙌 #EmployeeExperience #LeadershipInsights

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Join me in wishing Joanna Bloor the happiest of birthdays! What better present than being featured in the Wall Street Journal for her trendsetting style – "Executive Women are Wearing Sequins to Work." Joanna, a career futurist, adventurer, and aspiring fairy godmother, continues to inspire us all. Cheers to you on your special day! 🎉🎂 See the article below in the comments!

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Jessica Chen, CEO of Soulcast Media, shares a communications masterclass for members of the "Quiet Culture" on ways to get noticed at work without being loud, aggressive, or boastful. Learn practical tips on advocating for yourself and the 4 A sequence for inserting yourself into meetings so you can advance your career. Get more insights from her book, Smart Not Loud: How to Be Noticed at Work for All the Right Reasons on #yourworkinglife https://spoti.fi/3kzmO7V

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Let’s be honest: 𝗷𝗼𝗯 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 are often just performative theater. You’re expected to prattle on about “passion” for the company’s mission, which is likely just code for “make us rich while staying underpaid.” Then comes the charade of the “𝘸𝘩𝘢𝘵’𝘴 𝘺𝘰𝘶𝘳 𝘣𝘪𝘨𝘨𝘦𝘴𝘵 𝘸𝘦𝘢𝘬𝘯𝘦𝘴𝘴?” question. As if anyone’s going to confess, “I crumble under pressure and hate authority.” And don’t even get me started on the “𝘤𝘶𝘭𝘵𝘶𝘳𝘦 𝘧𝘪𝘵” nonsense. Translation: 𝘸𝘪𝘭𝘭 𝘺𝘰𝘶 𝘭𝘢𝘶𝘨𝘩 𝘢𝘵 𝘵𝘩𝘦 𝘣𝘰𝘴𝘴’𝘴 𝘣𝘢𝘥 𝘫𝘰𝘬𝘦𝘴 𝘢𝘯𝘥 𝘵𝘰𝘭𝘦𝘳𝘢𝘵𝘦 𝘒𝘢𝘳𝘦𝘯 𝘧𝘳𝘰𝘮 𝘈𝘤𝘤𝘰𝘶𝘯𝘵𝘪𝘯𝘨’𝘴 𝘴𝘵𝘰𝘳𝘪𝘦𝘴 𝘢𝘣𝘰𝘶𝘵 𝘩𝘦𝘳 𝘤𝘢𝘵𝘴? But here’s the kicker: you’re not just being judged for your skills. Oh no. Did you smile enough? Too much? Did you sit straight but not so stiff that you seem robotic? Were your shoes too shiny or not shiny enough? By the end, you’re not sure if you’re applying for a job or auditioning for a reality show about professional awkwardness. Maybe it’s time we flipped the script. Next time they ask, “𝘸𝘩𝘺 𝘴𝘩𝘰𝘶𝘭𝘥 𝘸𝘦 𝘩𝘪𝘳𝘦 𝘺𝘰𝘶?” respond with, “𝘄𝗵𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝗜 𝘄𝗼𝗿𝗸 𝗵𝗲𝗿𝗲? 𝗦𝗲𝗹𝗹 𝗺𝗲.” Because, let’s face it, they’re lucky to have 𝚢̲𝚘̲𝚞̲. Or are we still pretending interviews are about 𝚖̶𝚎̶𝚛̶𝚒̶𝚝̶?

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Wanted or not, life's transitions are going to happen. In a Tealfeed article, retired leadership coach Cathy Arndt Carmody and economist and gender equality activist Shruti Kapoor talk in a SayftyChat about how to handle changes that are inevitable or unexpected. https://lnkd.in/eRCfWcU7 #LifeLessons #PersonalGrowth #SelfCare #leadership #transitions

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Good to know: smart thinking can still prevail. As Diana Scott at the The Conference Board observes, "You do DEI because it's actually serving your business." #DEI #SmartThinking #BusinessStrategy

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Loved this read on designing purposeful connection in a remote first world. Coming back from the Pandemic some of the most meaningful “offsite” experiences I’ve attended have prioritized interpersonal connection, and believe it or not: socialization. That means team dinners, outings, activities and stuff that doesn’t always connect directly to the day job. Building relationships is critical for success and often overlooked as an integral part of offsites. Personally I think we need to prioritize connection more than ever. People scrap this part because it doesn’t have an implicit connection to the bottom line, but taking time to build real relationships builds stronger teams, decreases attrition and increases motivation! That doesn’t mean you aren’t also using time together to tackle big problems, planning or in person brainstorm sessions too! Also loved the call out about in-person training. While I love that more training is being offered remotely I agree that more learning happens during in-person trainings (possibly because a bi-product of them often is that connection component!)

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No wonder Silicon Valley left other ecosystems behind. It is a region that celebrates unique talent – people who stand out. It is the response of the environment that makes or breaks people. Writers like Jack Kerouac represented the Beat Generation, its roots firmly in California. Philosophers like Alan Watts fueled the counterculture movement with Zen Buddhist wisdom. They laid the philosophical groundwork for technology companies. Their spirit shines through the tech giants founded in Silicon Valley. Hard work, reinvesting in the organization while living relatively frugally – that's straight out of the Zen world. Both Kerouac and Watts were on Steve Jobs's reading list. More to this in this article written by Ellen Petry Leanse: https://lnkd.in/ddSyjqfb I really enjoy when a book about venture investing starts by quoting Jack Kerouac. As seen in the book by Luis Pareras MD, PhD Do you want to know more? Then join my podcast next week with Luis where we dive into the intricacies of predicting the future.

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Yes, getting fired is traumatic. Being the one to give that news is incredibly hard as well. Three tips for leading exiting conversations with empathy and care: Plan out your talking points or even write out a script for the conversation. This helps make sure that you say the things you need to without sharing too much or overpromising. Make sure you bring another person to the conversation with you — perhaps the employee’s manager or another leader. It’s very helpful to have someone else in the room to hear details you might have missed or answer questions that come up. Block off your schedule before and after the exiting conversation ― even for that entire day. This is a hard conversation for everyone involved, and you’ve got to hold a lot of emotional space for the employee. You’ll need time to breathe, reflect, and pull yourself back together. P.S. This post comes out of November’s Talent Roundtable on exiting and retention conversations. Be part of the discussion next time! The next Talent Roundtable is Wednesday, December 11, 12-1pm Eastern ― and the second Wednesday of every month. Register here: https://lnkd.in/eW6-ybis P.P.S. Want support with a talent-related project or looking for fractional talent leadership? Let’s chat! Visit talentedadvisors {dot} com and click Get Started to set up a free, no-obligation, 30-minute call.

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“Just have comms give it a quick look, and we’re good to go.” ☠️ Famous last words. A late-in-the-game approach to communications is a recipe for missed opportunities and unchecked blind spots. Here’s an actionable alternative for CEOs: ⏳ Before major decisions are set in stone… ⏳ Before words are written… ⏳ Before issues arise… Keep your comms leader on speed dial, and bring them into all the right rooms—early and often. Leveraged correctly, a strong communications counterpart is an indispensable sounding board, sparring partner, brand guardian, message builder and amplifier, and dedicated steward of your mission. (We can also write and edit the heck out of a document, but if that’s all you’re asking comms to do, you’re missing out royally.) #strategiccommunications #corporatecommunications #internalcommunications

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A DEI Story Ten years ago I was asked to speak at an executive offsite, as the Friday night opening speaker before a weekend of meetings. The HR VP said, I want the opening ceremony and your talk to focus on the contributions of women in our firm. OK, that sounds great, I said. The CEO has already approved the offsite agenda, she said, but I’m going to run through it at the executive staff meeting tomorrow, too. I’ll check in with you afterwards and send over a contract. The next day was a Friday, so I was not surprised that I didn’t hear from her after the executive staff meeting. On Monday, she called me. I don’t even know, she said. I just do not know about these people. What happened? I asked her. OK, listen to this, she said. I walked through the agenda for the weekend offsite. There were no questions. I said, so I will go ahead and book all of these speakers, is everyone fine with that? The room was silent. Finally, the CEO asked, OK, why the silence? Our HR VP asked a simple yes or no question. One of my colleagues finally spoke. He said, I don’t understand why we have to do a tribute to women. We have women in management, and that’s fine. We’ve never done a tribute to men. The HR VP said, women only entered the white-collar workforce in large numbers in the 70s. They are still far behind men by every measure. I think it’s important to celebrate the contributions women have made to this firm. Do you disagree? Then the dam broke. Person after person (that is, man after man) said, why do we have to lift up women? Are we trying to help women compete with us for our jobs? Is that a good use of our time and energy? Why is it always women this, women that? The HR VP said, I am the only woman on the exec team. That’s a problem. Women make up only 18% of our management ranks. That’s a huge problem, too. We need to send a signal that women are welcome here and it needs to be true. This company is seen as an old boys club in an industry that is also seen as an old boys club, and not to put too fine a point on it but those old boys are not only men but white men. If the idea of doing a celebratory reception to recognize women and having a speaker talk about women and leadership is too much for you, how are we going to compete in the 21st century? Our customers are way more diverse than the faces around this table. They moved onto another topic without resolving the issue. ——- They did not engage me for the Friday night talk which is a good thing for all concerned. Sometimes people say the quiet part out loud. The pushback against DEI is all about self-preservation for people who never thought they would face competition in any area of their lives.

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"Fair Shake" is a newly-released book that is shaking things up in the world of #genderequity, with important lessons for #leaders.  Read what experts say you can do to improve the situation. #payequity #womenatwork

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Join Ed O’Boyle of Gallup and Ralph Meyer of Workhuman as they discuss the business and cultural benefits of a customized wellbeing program. Learn how strategic wellbeing initiatives can help you transform workplace culture and ultimately generate large-scale organizational success.

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"Fair Shake"  is a newly-released book that is shaking things up in the world of #genderequity with important lessons for leaders. Read the messages that experts Naomi Cahn, June Carbone and #NancyLevit have for business. #careers #women #management #womeninbusiness

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