Raymond D Sims

Surprise! This episode is a BONUS one for our listeners. I already cannot wait for next week's to release. We'll talk more in depth on what we touch on today: determining how to use leadership assessments in building effective leaders, but in a different type of application... Stay tuned. Dr. Tim Johansson, Sr. Aubree Levinski-Johansson, MA Elizabeth Fleming, PsyD Organizational Sherlocks #iopsychology #leadershippsychology #leadershipassessment #podcast #newdrop #businessoperations #peopleoperations

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Have read of my recent Training Industry, Inc. feature article, How To Measure the Impact of Organizational Learning: "Merely implementing learning programs, as you may be currently doing, however, is insufficient to prove your relevant worth and value. It’s essential for practitioners to deliver sustained, tangible results that align with their organization’s operational and strategic goals. Simply, it’s about making sure you tangibly demonstrate operational accountability for their efforts. More specifically, it is the operational need to balance learning accountability with learning effectiveness." Read to discover how you can make your efforts more effective while demonstrating #learning #accountability to operational stakeholders. https://lnkd.in/gjwe6hnM

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Looking for ways to assess and improve psychological safety in your team/ organization? There are over 60 sentences on many aspects of Psychological Safety in this digital card deck buff.ly/3RcW6V0 #psychologicalsafety #agile #retrospectives #coaching

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Great article about two different organizational structures!

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Hey C-Suite, your middle managers are not doing what you want In this short exerpt from Power to the Middle, authors Bill Schaninger, Ph.D., Bryan Hancock, Emily Field pose this very simple question: - What do we want our middle managers to be doing? "We want them to serve as coaches, connectors, and navigators for the people who report to them, along with people throughout the organization." - What are they doing right now? "Not very much of the above at all." In fact, evidence shows they are doing this less than 30% of their time because they are too busy doing administrative and individual contributor tasks. Just ask them. Then change it. For the full article, click on the link below: https://lnkd.in/gqjiYy7t _____ I'm Rebecca Houghton founder of BoldHRⓇ with Rebecca Houghton and advocate of Middle Managers everywhere. To learn more about B-Suite Leaders with C-Suite Impact, click the link below: https://b-suiteleader.com/ Follow me to learn more about how to harness the untapped potential of middle managers.

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Balancing the measurement of tangible and intangible outcomes in L&D programs is like walking a tightrope between the concrete and the abstract. Here’s how to do it effectively: 1. Set Clear Goals: Start with clear objectives for both tangible and intangible outcomes. Tangible goals might include completion rates, test scores, and post-completion surveys. Intangible goals could focus on improved teamwork or communication. 2. Mixed-Methods Approach: Use both quantitative data (like quiz scores or productivity metrics) and qualitative data (like employee feedback) to get a full picture of your L&D program’s impact. 3. Regular Check-Ins: Schedule periodic assessments to measure progress. For tangible outcomes, this could be through formal testing. For intangible outcomes, consider surveys or informal observations. 4. Longitudinal Studies: Track changes over time to see the long-term effects of your L&D efforts. This is especially useful for capturing the slow but significant cultural shifts. 5. Balance the Dashboard: Create a dashboard that includes both hard data and soft data. This might mean balancing metrics like course completion rates with anecdotal evidence of behavioral changes. Remember, while tangible outcomes are easier to measure, intangible outcomes often have a deeper and more lasting impact on your organization’s success. #CorporateEducation #EdTech #ProfessionalDevelopment #TrainingAndDevelopment #Corporate #DigitalLearning

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Why should you invest in creating psychological safety in your organization? There's both a moral argument and a practical argument. But first, let's get on the same page about a few things: 1. Human interaction is inherently vulnerable. 2. The risk of interaction at work is unavoidable. ⭐ Morally speaking: Human beings have inherent value. Just as people need water, food, and shelter to survive, employees need four key things to thrive at work: They need to feel (1) included and safe to (2) learn, (3) contribute, and (4) challenge the status quo. A culture of psychological safety upholds the basic respect we're all entitled to by virtue of our shared humanity. It sets the terms of engagement that allow us to be fully human at work. ⭐ Practically speaking: The quality of interaction drives the speed of discovery. The highest-performing teams are the ones where members give the most discretionary effort. Here's the problem: People can only collaborate as well as they can interact. If your culture is toxic—forcing people into silence, fear, and compliance—it will kill their discretionary effort. And without that, you'll never achieve consistent, predictable innovation. In our upcoming episode of The Leader Factor, Junior and I will discuss what non-HR executives need to know about psychological safety and its impact on 10 critical business outcomes: ▶️ Customer Experience (CX) ▶️ Inclusion ▶️ Mental Health & Wellness ▶️ Engagement ▶️ Physical Safety ▶️ Resilience ▶️ Learning Agility ▶️ Retention ▶️ Productivity ▶️ Innovation If these are key focuses in your organization, I hope you'll join us on October 22nd. This episode is for you. ⤵️ https://lnkd.in/g3vAKpka #psychologicalsafety #4stages #changemanagement

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How many programs or projects fail because clear accountability isn’t established? As organizations are setting their goals for the upcoming year, it could make a lot of sense to use a tool like RACI or MOCHA to establish greater organizational accountability. https://lnkd.in/ejSaTXwU

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Why is organizational design much more than org charts and who reports to whom? Find out in this week's Future of HR Podcast... With my guest, Amy Kates, Organization Design Expert, Consultant, Educator, and Author of Five Books on organizational design. Don't miss out on this insightful conversation on what really matters when it comes to organizational design! During my conversation with Amy, we discuss: • Why the purpose of organizational design is to design human behavior at scale • Why matrix organizations are set up for good conflict and how best to manage it • The six business problems that leaders seek to solve through organizational design • Why organizational design is not about org charts and who reports to whom • The role that HR leaders should play and not play in the organizational design process. • Advice for HR leaders who are about to start an organizational design project To listen or learn more about the Future of HR Podcast, check out the comments and be sure to subscribe 👇 And do not miss Amy and Jonathan Hornyak at Elevate by Future of HR and their presentation, "Organization Design: HR’s Role and Five Essential Tools" https://lnkd.in/gub2R62Y

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🙋🏽‍♀️ 𝗙𝗔𝗤: Why is it important to enroll in this program instead of an hour-long webinar? In DEI training, the depth and duration of the program are critical to achieving lasting change. 𝗨𝗻𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻: 𝗧𝗵𝗲 𝗪𝗼𝗿𝗸 𝗕𝗲𝘆𝗼𝗻𝗱 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽™ offers a comprehensive 13-week program that goes far beyond what an hour-long webinar can provide. Traditional DEI webinars often focus on raising awareness but lack the depth and practical application needed to foster true inclusion. Our program is designed to ensure that participants not only understand DEI concepts but also know how to apply them in real-world scenarios. The hands-on approach of our program ensures that the knowledge gained is not just theoretical but practical and actionable. Participants will work through real-world DEI challenges, receive guidance from experts, and refine their skills in a supportive environment. This level of engagement and application is simply not possible in a short webinar format. By committing to this in-depth program, participants will gain the skills and confidence needed to create meaningful, lasting change within their organizations. Choose a program that delivers real results and fosters a truly inclusive workplace. Unconscious Inclusion is your path to deep, transformative learning and lasting change. IG CTA: 🔗 Click the link in our bio to enroll in our next cohort. Not ready to enroll? Take our free DEI Quiz to identify any gaps in your current approach to DEI and see how 𝗨𝗻𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 can help. LinkedIn CTA: 🔗 Click https://lnkd.in/dU72mPuY to enroll in our next cohort. Not ready to enroll? Take our free DEI Quiz on our website to identify gaps in your current DEI approach and discover how 𝗨𝗻𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 can support you. . . . . . #ReworkWork #StaceyGordon #CulturalTransformation #DEI #DEIAction #DEIStrategy #DEIatWork #Diversity #DiversityInAction

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The synergy between the SDI and Crucial Conversations is powerful. 2 essential skills for high impact organizations. First, the skill of maintaining positive regard. Second, the skill of engaging in crucial, high impact conversations productively and skillfully. Combining these two skills is a tremendous competitive advantage and also fundamental to developing a deep and talented leadership bench.

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🌟 New Blog Alert! Anne C. Kelly, ICF PCC, CMC breaks down the new ICF Recertification Guide in her latest post. Simplify your journey to staying certified with clear insights and actionable tips. 📽 Watch the video clip for a sneak preview, click the link to read the full blog! 👉https://lnkd.in/eNJyXftC Update 2025 Guide to GROUP and INDIVIDUAL Mentoring with Anne Kelly. Preview the latest here: https://lnkd.in/eNJKbQWQ #ICFRecertification #CredentialingMadeSimple #AnneKellyInsights #CoachingJourney

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Looking for ways to assess and improve psychological safety in your team/ organization? There are over 60 sentences on many aspects of Psychological Safety in this digital card deck buff.ly/4bYOBtj #psychologicalsafety #agile #retrospectives #coaching

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