Becky Schmitt

In theHRDIRECTOR, Ryne Sherman offers this insight about perceived friction in today’s multigenerational workforce: so-called clashes between employees have less to do with a generation divide and more to do with individual personality differences.   The author then underscores the importance of recognizing and valuing every employee’s unique personality and individual differences versus treating them as just members of a generation.   I’m intrigued to know how you foster more collaboration and understanding among employees of different generations and backgrounds. Share your thoughts in the comments below.   #DEI #MultigenerationalWorkplace https://lnkd.in/dv2sU6ur

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#TheMorningInclusive Decorated Differently at Krispy Kreme As we continue to celebrate Disability Pride Month, I wanted to share that at Krispy Kreme, we believe in the power of inclusivity and the strength that comes from embracing diverse abilities. That’s why we’re proud to have our People with Disabilities & Their Caregivers Assorted Originals Network (aka ERGs), aptly named Decorated Differently. Decorated Differently is more than just a group; it’s a vibrant community of people with disabilities and caregivers dedicated to creating a true ecosystem of accessibility, education, support, and belonging for ALL Krispy Kremers. Our mission is to ensure everyone feels valued and included regardless of their abilities. I want to take a moment to recognize and thank a few Krispy Kremers who have been instrumental in championing People with Disabilities & Their Caregivers: Seth Whisnant, you approached me one day and asked how to start a Network for People with Disabilities and Their Caregivers. Your leadership is a testament to why Krispy Kreme is the Most Loved Sweet Treat Brand in the World! Matthew Spanjers, thank you for stepping into the role of Executive Sponsor for Disability Inclusion here at Krispy Kreme. It is an honor and a privilege to have support from the highest levels of the organization! Melissa Ann Chavez and Jose Suarez, Thank you for stepping up as the Co-Leaders of Decorated Differently. I am excited to see how you help Krispy Kreme evolve into an Employer of Choice for People with Disabilities. Here at Krispy Kreme, we go beyond just inclusion; we have a keen focus on #Accessibility! We define accessibility as providing everyone within the continuum of human ability and experiences with the space to live the joy that is Krispy Kreme. This means making our workplaces, products, and services accessible to all and fostering an environment where everyone can thrive. Let's all join in celebrating the unique abilities of every individual and continue to make Krispy Kreme a place where everyone can experience joy. Together, we are #DecoratedDifferently. 🍩💚 #Belonging #Inclusion #Diversity #Equity #Accessibility #PeopleWithDisabilities

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Is HR ready to support transformative leadership at this level? Reading the recent article by PwC on Transformative Leadership, I take with me the underlying message about how crucial this type of leadership is in today’s world, shaped by climate change, technological disruption, and other mega-trends. But, it also got me thinking— are we (HR) ready to support these leadership efforts? If not, what should we focus on to drive this transformation? Here are my immediate thoughts on three areas HR should probably prioritise: 1. Coaching capabilities. If not done already, HR needs to step up its game in coaching leaders and helping them grow their leadership capabilities. This might mean: - Tailored leadership development: offering programs that focus on strategic thinking, emotional intelligence, and adaptive leadership. - Continuous feedback mechanisms: implementing regular feedback sessions to keep leaders aligned with organizational goals and adaptable to new challenges. - Growth mindset promotion: encouraging a culture of continuous learning and innovation. 2. Embodying transformative leadership. We need to lead by example. HR should be the role models of transformative leadership: - Demonstrating adaptability and resilience: showing flexibility and the ability to recover from setbacks. - Commitment to continuous improvement: continuously enhancing HR processes and systems. - Leading cultural change: fostering a culture of innovation and agility. 3. Promoting Diversity and Inclusion. Diversity is crucial for transformative leadership. Should we continue to deliver initiatives such as: - Inclusive hiring practices: attracting and retaining a diverse talent pool. - Fostering an inclusive workplace: ensuring all employees feel valued through diversity training and supportive policies. - Measuring and celebrating progress: setting clear diversity goals, tracking progress, and celebrating achievements. In this context, should we also think about evolving our HR capabilities, with a focus on visionary thinking, strategic influence, innovative mindset, empathy and inclusivity? So, is HR ready to support transformative leadership? I think the answer depends on our willingness to adapt and grow. #transformativeleadership #HRtransformation #organizationalchange #strategicHR #growthmindset #resilientleadership

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In an uncertain, disrupted and fragmented world, HR leaders must be "superconnectors". Delighted to share our lastest research and POV: The Connecting HR Leader. https://lnkd.in/eUY_pfpf

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We’re discussing insights from our latest Talent Climate Series report, on TA as a strategic business partner, transformative recruitment strategies, cultivating an ecosystem of diverse talent, and rising to evolving workforce demands. Are you a senior leader in HR or TA? Register your interest in joining us: https://lnkd.in/e3ucXwmx Explore the Talent Climate report series: https://lnkd.in/gKJHsEqy #Talent #TalentAcquisition #HumanResources #HR #TalentClimate #TalentClimateResearch #WeAreAMS #TalentIsOurWorld

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Our latest Talent Climate report with The Josh Bersin Company reveals that despite the proven benefits of strategic workforce planning, organizations are failing to fully capitalize on the transformative potential it offers. The main findings, drawn from a global survey of talent and HR executives include: - skill shortages remain the top issue for TA leaders (60%) - 58% are under tremendous pressure to improve the efficiency of their recruiting processes - only 32% of TA leader respondents feel they serve as a truly strategic partner to their organization - 45%, were told to prioritize cost reduction over strategic talent advisory - 42% disclosed that their company does not have a workforce plan Stay ahead of the talent forecast, download our ‘Talent Acquisition at a Crossroads’ report. #Talent #TalentAcquisition #HumanResources #HR https://lnkd.in/eajUnGkS #Staffing #AI #ArtificialIntelligence #Tech #Technology

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HR Director role

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At Heidrick & Struggles, we know effective succession planning is critical to future-proofing leadership. Our latest article reveals that many CEOs and boards are concerned about the effectiveness of their succession strategies, yet it remains a low priority for some. Learn how independent directors and larger companies are setting a new standard for succession planning. Read more: https://bit.ly/4hommqR #SuccessionPlanning #LeadershipDevelopment #BoardStrategy #Succession

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The most common barriers to disruptive #innovation? Culture, organization, and market development. Check out some strategies HBR suggests for overcoming these challenges and let’s discuss how you can execute them to keep innovation moving forward.

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35% of Chief DEI officers report that their boards or C-suite leaders engage their teams in discussions on AI's implications for the workforce. Learn more about the potential to connect AI and DEI. #DEIInstitute

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Our latest Talent Climate report with The Josh Bersin Company reveals that despite the proven benefits of strategic workforce planning, organizations are failing to fully capitalize on the transformative potential it offers. The main findings, drawn from a global survey of executives include: - skill shortages remain the top issue for TA leaders (60%) - 58% are under tremendous pressure to improve the efficiency of their recruiting processes - only 32% of TA leader respondents feel they serve as a truly strategic partner to their organization - 45%, were told to prioritize cost reduction over strategic talent advisory - 42% disclosed that their company does not have a workforce plan Stay ahead of the talent forecast, download our ‘Talent Acquisition at a Crossroads’ report. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology

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What do people really want from work in 2024? Join us live on September 19th, as we dive into the key findings from Korn Ferry's Workforce 2024 Global Insights Report.

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Thanks for sharing this Adam Howe! It’s great. And a really helpful and timely summary of the big mega trends HR is leaning into and what needs to be mastered. They really match what I have spoken and written about this year so there is a big resonance for me. Thanks to your colleagues for putting together. The report states the important mega trends facing CPOs include: ➡️AI ➡️Sustainability / ESG ➡️Purpose Driven Leadership ➡️Talent and Skills ➡️Wellbeing Also liked the top skills for CPOs in the coming years. It’s important to talk about this as a function so we can also help remove outdated perceptions of the value of HR in organisations and free our talented colleagues up to tackle the big stuff #CPO #strategicvalue

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We know that building your network is essential for growing in your career. Whether you’re starting a new job or hoping to branch out, my colleague Natalie Keast, Sr. HR Director, shares her best tips for creating meaningful connections in our latest edition of “Dear HR.”   Read it here: https://lnkd.in/gMygE7E6

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Does your organization struggle with talent retention and development?  If so, you're not alone. The solution? Building a sustainable talent strategy. Our latest whitepaper provides a comprehensive overview of how to develop and implement a successful talent strategy to remain competitive in an unpredictable job market. Download it today:

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Amid economic uncertainty, executives in all industries recognize that talent acquisition is key to maintaining a competitive edge. Download our whitepaper to learn how to transition beyond traditional recruitment methods toward sustainable talent strategies.

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