Mary Price

SCALING PEOPLE Authored by former Google and Stripe executive Claire Hughes Johnson, Scaling People is not just a book. It's a transformative journey into the heart of effective team leadership. In the dynamic world of organizational growth, where challenges abound and ambitions soar, this book serves as a guiding light for leaders and managers looking to cultivate greatness in their teams. Picture a workplace where every individual is empowered to reach their full potential, where diversity is celebrated, and inclusivity is not just a buzzword but a way of life. The author’s words resonate like a symphony of possibility, urging us to create environments where trust, collaboration, and innovation thrive. Imagine as well the thrill of watching a team evolve from a group of individuals to a well-oiled machine, fueled by a shared vision and a collective purpose. The pages of Scaling People are brimming with practical advice, illuminating the path to effective talent acquisition, nurturing top performers, and fostering a culture where every voice is heard and valued. Through the many insights, it reminds us of the transformative power of empathy, communication, and respect in building strong, resilient teams. Conflicts are not roadblocks but opportunities for growth, and differences are not barriers but bridges to new ideas and perspectives. As you immerse yourself in the wisdom of this book, also embrace the challenges of scaling a team with a heart full of hope and a mind open to endless possibilities. Remember, the true essence of leadership lies not in titles or hierarchies but in the profound impact we have on the lives of those we lead. Accurate 4.5 stars. ⭐ ⭐ ⭐ ⭐ 1/2 Highly recommended. For those used to multi-tasking, best experienced through Audible. 🙂 #organizations

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“Breaking Barriers or Stuck in Place? What Women’s Representation in Leadership Tells Us” The recent McKinsey Women in the Workplace Report highlights a sobering reality: the higher one ascends in corporate America, the fewer women—and particularly women of color—you see. At entry levels, women already lag behind men, but by the time we reach the C-suite, the gaps are stark: 56% white men dominate, while women of color occupy just 7% of these roles. This reality is not confined to corporate settings. The same systemic barriers can be seen in politics. Take the recent election loss of Kamala Harris—someone who broke historic barriers as the first female vice president and the first woman of color in such a role. Her experience reflects a broader challenge: even in one of the world’s most advanced democracies and economies, women continue to face significant obstacles to equitable representation, both in boardrooms and ballots. The question is: how can we create meaningful change? Discussions about diversity are plentiful, but progress lags. Representation matters—not just symbolically, but because leadership that reflects the diversity of our society drives innovation, equity, and better outcomes. Yet this data reminds us that we still have work to do. It’s time for bold action—across industries and institutions. Let’s talk: How can we accelerate the journey toward real equity at the top? Whether in politics, business, or beyond, how do we break down the barriers that still hold women back? What are your thoughts? Share your ideas below. Let’s continue the conversation and drive meaningful change.

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Are you concerned about a growing disconnect between HR and core business operations? In the latest episode of the TroopHR Podcast, I had the privilege to connect with Rebecca Taylor, Co-Founder and Chief Customer Officer of SkillCycle, to discuss HR's crucial role in bridging this gap. Here are the key takeaways: ✅ The Disconnect between HR and Business: Among the business community, there is a concern that HR has become increasingly disjointed from the core business. We discussed a recent example where HR, potentially dismissed or distracted by non-critical initiatives, overlooked crucial financial indicators that led to over-hiring and subsequent layoffs. Rebecca shares some great ways to close these perceived gaps. ✅ Justifying HR Investments: From CAPEX to FTEs, HR will need to get accustomed to leaner tech-empowered teams. This provides a unique opportunity to better hone our business justifications for these types of investments. Rebecca emphasizes the importance of clearly communicating the potential ROI for HR initiatives, just as any other leader in the business would. She adds, "In order to provide ROI data, you have to start with data." ✅ Embracing the Messy Reality of Career Paths: We challenged the notion that every leader's career unfolds like a perfectly choreographed movie. While retrospective views of our careers may fit neatly into a cinematic narrative, the reality is more akin to a sometimes messy, albeit purposeful, adventure. Listen to the full episode to learn more about how HR can better align with and drive impact for the business. 🎙 Episode here:  https://lnkd.in/ecpEcddF

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"If you are a company leader hoping to undertake a successful organizational change, you need to make sure your team is onboard and motivated to help make it happen. The following strategies can you help you better understand your employees’ perspectives."

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Let’s take this day to evaluate and address any #pay gaps in our own organizations and work towards a future where equal pay is a reality for everyone. Follow PERHA Group for more HR tips! #hrconsultant #equality #paygap

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Are your senior execs left to navigate new roles without guidance? Despite its importance, executive onboarding is often overlooked, leaving leaders to fend for themselves. Read on to learn how you can build a better executive onboarding program: https://panop.to/4cRaLNq #Video #Onboarding #KnowledgeSharing

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Are your employees thriving or just surviving? isolved's Voice of the Workforce report reveals what 1,000+ employees say matters most. Discover ways to reduce burnout, boost engagement and support growth. Download now!

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Ready to transform your HR strategy with data-driven insights? Join our Masterclass - People Analytics and learn how to turn workforce data into impactful decisions and actionable strategies with Cliff Stevenson of Sapient Insights Group. Register now!

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People fucntions has never been more critical—or challenging. With evolving business needs, higher employee expectations, and tech disruptions, HR leaders need to be agile, digital-first, and resilient. The future of HR lies in strategic innovation and fostering continuous learning. Let’s reshape our strategies and make HR a driving force for growth. #HRLeadership #InnovationInHR" https://lnkd.in/e_k38v9Q

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🚨Calling all HR Professionals🚨 I highly recommend subscribing to the Talent Edge Weekly newsletter. It covers many aspects of talent, the workforce, and workplace and is a great way to stay informed about what is happening in this space. You can sign up via this link. I hope you find it helpful. https://lnkd.in/gsTp9G5K

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🔥Strong Teams start with Strong Minds💚 It’s now a little more one week since the Olympics closing ceremony, and as I reflect on the incredible talent we witnessed, one thing becomes clear: while all these athletes are exceptionally skilled, only one emerges as the winner. What sets them apart? Time and time again, we hear it directly from the athletes themselves—the biggest determining factor in their success isn’t just their physical abilities, but their mental strength. This got me thinking: how relevant is this to our own work and personal lives? Just like in sports, mental resilience is crucial in the workplace. Without it, even the most skilled teams can struggle under pressure, leading to reduced performance and morale. On the other hand, a team with strong mental well-being can approach challenges with a positive, solution-focused attitude. For managers, the question is: how can we best support our teams in building this mental strength? It starts with creating a culture that prioritizes mental well-being. Encourage open conversations about stress, provide resources, and promote work-life balance. These steps are not just about boosting performance—they're about creating a workplace where people feel valued and empowered. For more insights, I highly recommend reading this short article from Gallup on how managers can support employee well-being. Read the Gallup article here: https://lnkd.in/dSyN2PMe #MentalHealth #EmployeeWellbeing #Leadership #TeamPerformance #Resilience

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Are You Culturally Intelligent? We often hear about emotional and social intelligence, so when I saw an email with that question, it made me pause. According to Admired Leadership, cultural intelligence "means you have an open mind and appreciate that different cultures have distinctive norms, values, and practices. The goal of a culturally intelligent leader is to navigate cross-cultural situations with sensitivity through respectful behavior." Take a look at ways you can become more #culturallyintelligent https://lnkd.in/gXV32ZnK

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A while ago, you voted on which skills you'd want to learn more about. The winner was Delegation. I've found this to be one of the hardest transitions for most people leaders - regardless of role. The first time people manager is used to succeeding by doing. But even the executives I've worked with have a hard time releasing the reins when a certain type of command - control style has earned them their rank. There's a sort of cognitive dissonance when you're new to delegating. One part of your brain reminds you to know what's happening on a higher level and understand each moving piece. The other part is rationally explaining that there's no feasible way to have eyes on all projects 24/7. Delegating is the key to making these two dissonant voices live in harmony. The mindset shift from "doing" to "managing" is steep, but it has to happen for you to be successful. Having to let go of the route that took you from A to B and trust this new part. While this article's main audience is a first time manager, I'd encourage season vets to read it with an open mind. #Delegating #Managers #FirstTime #Advice #peopleleaders

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🌟 Excited to share my contribution to the Forbes article, "20 Ways C-Suite Leaders Can Practice Radical Transparency." 🌟 Through my experience coaching executives, I've witnessed the transformative impact of leaders who courageously acknowledge their gaps. This honesty not only builds trust but also cultivates a more human and connected workplace culture. It paves the way for authentic engagement and deeper commitment. Check out the full article to explore more ways leaders can drive change through transparency. Grateful to be featured alongside so many inspiring voices. Let's continue advocating for open and honest leadership! 💬 What's the biggest challenge you've faced in practicing transparency as a leader? #Leadership #Transparency #OrganizationalCulture #ForbesCouncil #LeadershipDevelopment #HumanResources #ThoughtLeadership

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Trusaic EVP of Pay Equity and Total Rewards Strategies and Solutions, Gail Greenfield, does a great job in this blog post identifying common myths and misconceptions around pay equity methodology. These misconceptions can lead to unintended consequences and potentially worsen your pay equity situation. Thus, it’s critical to understand the “why” behind some of these, which Gail explains. #payequity #compensation

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Last week I had the pleasure of speaking at The HR Congress World Summit. My talk focused on Wellbeing and I chose to share three distinct times in my career that impacted my wellbeing. I also shared the ways in which I was able to build resilience through the experiences I had during those times, and the outcome that served me and the organizations, very well. This article is a good read and a good reminder that to be resilient we must learn from the things that negatively impact our wellbeing. My three fav takeaways are: 1. Be transparent and talk openly about problems. “Conflict avoidance causes an enormous amount of stress," Ferrazzi hurdles. 2. "Resilience used to be an individual sport," Ferrazzi said. "If I hit a wall I used grit to get through it. But that changes if we own each other's resilience." 3. Prioritize building a positive culture on your team, Hagerty says. #resilience #wellbeing #hr #people #POVfromPrudence #hrcongress24 #futureofwork #hrconference #hrsummit #chro #humanresources #hrinnovation #hrstrategy #hrtransformation #leadership #culture #talentmanagement #employeeexperience #learning #employeeengagement #hrbusinesspartnering #hranalytics #peopleanalytics Keith Ferrazzi

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Looking for additional resources on how to communicate with your organizations and teams thoughtfully about Elections? Check out these free Election Communication templates provided by AlertMedia.

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The second theme I’ll address in the wake of HR Tech is Talent Intelligence. Now, this is a huge topic with many tentacles which, ironically (because it covers skills taxonomies), has struggled with its name. Yes, the space has certainly gained some cohesiveness over the past 5-6 years. It has, however, still been out in front of the business readiness of organizations to realize its full value proposition. That being said, the scarcity of talent in many critical job families is making Talent Intelligence (TI) a truly essential component of any large enterprise's HR Tech stack. TI can make internal processes more efficient and effective (e.g., recruiting, learning) while also creating focused development investments and career opportunities for employees.  These improved processes and insights reduces risk and increases the probability that leader decisions will reap the desired return. How all this is done will be addressed later. For now, a few of the bigger fish in this fast growing pond (it's actually a legitimate lake now!). Lightcast: have been at Labor Market Analytics for 25+ years, long before “talent intelligence” became a category. They are thus mature and know how to plug into existing tech and processes. Eightfold: giving credit where credit is due: they’ve elevated the space with forward-thinking product innovation and use cases. Draup: before most any of these vendors there was Talent Neuron (TN). From TN’s two founders has come Draup, a solution that contains an awe-inspiring amount of global talent data.   Revelio Labs: providing unique insights, analysis, and trends that seem to appearing everywhere in articles, research papers, and presentations. Claro Analytics: Another long-standing player, their achievements were recognized as one of this year’s Product of the Year recipients.   TechWolf: they've taken an innovative approach, one that has been well-received by both the market and investor community (just raised nearly $43M). SkyHive by Cornerstone: Skyhive now helps deliver Cornerstone's market promise of enabling workforce agility at scale.  Plum: Plum captures the skills and desires of individual employees and meshes them with existing and emerging opportunities. Chmura Economics & Analytics: 25 years in talent market analytics and has unique data on military skills and governmental orgs. Other innovative TI vendors: SeekOut Horsefly TalentNeuron Simply Get Results Whether it be with these vendors or others, challenges remain like 1) What are the competitive differentiators? and 2) Who's going to the drive the business readiness and adoption across the numerous processes these solutions impact? Unsurprisingly, I’ll have more to say on these are related questions in upcoming posts, research, and articles. (I didn’t mention Ai at all. Why?) Hope all this helps, and to makin’ great things happen! #talentintelligence #workforceplanning #peopleanalytics #aiinhr #futureofwork #pafow #hrtechconf

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The Red Tape Rebellion⁉️ Is it a new Star Wars series … or a strategy for applying #AI in L&D? 🤔 The AI hype is overwhelming. But how does it compare to workplace reality? Remember: thought leadership doesn’t have to deal with red tape - and concerns around data security, information accuracy and ethical practices. 🔒 L&D can’t break the rules and implement new tech on our own. But we also can’t afford to wait for stakeholders to figure things out. Otherwise, we risk falling behind as the workplace rapidly evolves through technology. 💨 How can we make sure AI is a change we participate in rather than one that happens to us? Read my latest article for a few practical ideas. 💡 Thanks to Training Industry, Inc. for sharing my story! 👏 #ArtificialIntelligence #Training #Learning #HR #EX 

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