Christophe Delas’ Post

Hello LinkedIn Network! Check out this exciting opportunity at Wellstar Health System! The Talent Management Strategist designs system-wide initiatives across Talent Management, Change Management, Organizational Effectiveness, Culture or System-Strategy, aimed at creating and maintaining an aligned, healthy and agile high performance organization. And, you get to work with and learn alongside some of the most amazing Org Development people in the industry! 🤗 👉Learn more and apply here below.👇 #OrganizationDevelopment #TalentStrategy #OrganizationEffectiveness #ChangeLeadership #ChangeManagement

This article has some great insights that I wanted to share today. I have pulled out some key points and takeaways for those busy readers out there and I would further add this call out: ➡ As Peter Druker famously said, “culture eats strategy for breakfast.” Ensuring that your strategic goals are in harmony with your workplace culture goals is critical to business success. Key points and takeaways: ➡ “Gartner’s survey of HR leaders on their priorities for 2024 revealed organizational culture to be among the top five priorities for the first time, second only to leader and manager development.” ➡ “Culture exists whether you pay attention to it or not, and if left unattended, it can and likely will shape you rather than you shaping it.” ➡ “The key is being intentional and making incremental changes to guide your organization in the right direction.” ➡ “…the culture that’s right for any organization depends on its mission, vision and business goals.” ➡ “The chief human resources officer should work closely with the CEO to define the desired culture and then drive efforts to achieve it. “ ➡ “…the HR department has a priority role and responsibility in stacking the building blocks of a strong, positive culture.” ➡ “When shared values permeate an organization’s culture, they can create a true north—guiding how employees interact and work together.” ➡ “With trust, teams can collaborate openly by sharing different perspectives.” ➡ “…leadership must clearly define and communicate the values and behaviors that shape their organization. They must then model those values in their own words and actions every single day.” ➡ “…culture is the glue that binds teams together, becoming the fuel that powers organizations forward.” ➡ “At a time of global crisis, a strong culture made all the difference.” https://lnkd.in/g8BNqiyZ

People Management - back to basics The systems, processes and tools to manage people have grown significantly. Yet, it’s important to keep reminding ourselves of the basics. Like they say, the basics never go out of fashion and for all you know, significant value addition may still be coming from there. Organizations that manage to tap ‘discretionary effort’ of their people have a distinct advantage over those that cannot. Enormous amount of evidence has been available in Gallup reports, year after year. While Gallup provides research-backed levers to enhance engagement and tap into discretionary effort, to me it boils down to how the leaders and the managers craft their plans and communicate with their people. It can make or mar an organization. And done well, it can help tap the discretionary effort for the benefit of the organization. If you can communicate, why are you doing what you are doing, and where do you want to reach, you have taken the first step towards aligning your people with what you want to accomplish- the 1st step to tap the discretionary effort. Needless to add, the communication needs to be such that your people can connect with it. And that requires understanding of who your people are. As the larger vision gets broken down to smaller goals and tasks, the execution can quickly get uninspiring and repetitive. That’s why leaders and managers periodically need to keep articulating and reinforcing how the smaller tasks being carried out are actually moving the organization towards the inspiring vision. This reinforcement can make the repetitive task also engaging and inspiring. As you lead this journey, some of your people will excel in their contribution. How do you communicate your appreciation of those who excel, at the same time emphasizing that others can also do it, and extending the support they need to excel. This is what drives high performance culture in your organization. As your organization grows, so do the aspirations of your people. How aware are you of their growing aspirations regarding learning, career growth and higher compensation etc? And then, how do you craft, communicate and execute your plans will drive retention and the discretionary effort on the job. Last but certainly not the least, it’s rare that you get everything right in your plans and communication and ensure that it lands on your people the same way. Therefore, keep your two-way feedback channels active. That’s what enables you to make adjustments and respond to issues before it gets late. Are you paying attention to the basics? Why or why not? What are some of the key challenges? #manmanagement #leadership #founder #ceos #cxos #discretionaryeffort #employeeengagement

Bridging the Talent Development Gap: A Strategic Imperative I'm noticing a pattern: companies struggle to align their talent development initiatives with future workforce needs. This isn't just a minor inefficiency—it's a strategic vulnerability that's becoming more critical. I've observed that while most organizations genuinely want to develop their people, they often lack the strategic framework to make it happen effectively. It's like watching someone try to complete a puzzle without looking at the picture on the box. The pieces are all there, but the vision of what they're building isn't clear. The most successful transformations I've guided share a common thread: they treat talent development not as an HR initiative, but as a core business strategy. When I partner with leadership teams, I challenge them to think beyond traditional development programs and consider their talent ecosystem as a whole. Let me share what I've learned works: 1. Future-Forward Planning: The most effective organizations I work with create detailed capability maps for the next 2-3 years. They don't just forecast headcount—they anticipate the evolution of roles and emergence of new skills. This becomes their north star for talent development. 2. Intentional Leadership: I often tell my clients that clarity cascades from the top. When leadership teams clearly articulate how talent development connects to business strategy, employees become more engaged in their growth journey. It's about creating a narrative that connects individual development to organizational success. 3. Strategic Learning Integration: Learning shouldn't be a separate workstream—it should be woven into the fabric of business operations. The most innovative clients I work with are treating learning as a strategic asset, using it to build capability pipelines that align with their growth trajectories. Action Steps for Leaders When I start engagements with new clients, I ask them to consider: - Have you mapped your capability requirements against your 3-year business plan? - What percentage of your current development initiatives directly support future business needs? - How are you measuring the return on your learning investments? Organizations that thrive are those that break down the artificial barriers between talent development and business strategy. They create what I call "learning ecosystems" that adapt and evolve with business needs. The future belongs to organizations that can anticipate and develop the capabilities they'll need tomorrow, not just manage the skills they have today. As a consultant, I've seen this approach transform organizations from reactive talent managers to proactive capability builders. Remember, in today's rapidly evolving business landscape, your talent development strategy isn't just about employee satisfaction—it's about business survival and growth. #TalentStrategy #OrganizationalDevelopment #ConsultingInsights #WorkforcePlanning

Bridging the Talent Development Gap: A Strategic Imperative I'm noticing a pattern: companies struggle to align their talent development initiatives with future workforce needs. This isn't just a minor inefficiency—it's a strategic vulnerability that's becoming more critical. I've observed that while most organizations genuinely want to develop their people, they often lack the strategic framework to make it happen effectively. It's like watching someone try to complete a puzzle without looking at the picture on the box. The pieces are all there, but the vision of what they're building isn't clear. The most successful transformations I've guided share a common thread: they treat talent development not as an HR initiative, but as a core business strategy. When I partner with leadership teams, I challenge them to think beyond traditional development programs and consider their talent ecosystem as a whole. Let me share what I've learned works: 1. Future-Forward Planning: The most effective organizations I work with create detailed capability maps for the next 2-3 years. They don't just forecast headcount—they anticipate the evolution of roles and emergence of new skills. This becomes their north star for talent development. 2. Intentional Leadership: I often tell my clients that clarity cascades from the top. When leadership teams clearly articulate how talent development connects to business strategy, employees become more engaged in their growth journey. It's about creating a narrative that connects individual development to organizational success. 3. Strategic Learning Integration: Learning shouldn't be a separate workstream—it should be woven into the fabric of business operations. The most innovative clients I work with are treating learning as a strategic asset, using it to build capability pipelines that align with their growth trajectories. Action Steps for Leaders When I start engagements with new clients, I ask them to consider: - Have you mapped your capability requirements against your 3-year business plan? - What percentage of your current development initiatives directly support future business needs? - How are you measuring the return on your learning investments? Organizations that thrive are those that break down the artificial barriers between talent development and business strategy. They create what I call "learning ecosystems" that adapt and evolve with business needs. The future belongs to organizations that can anticipate and develop the capabilities they'll need tomorrow, not just manage the skills they have today. As a consultant, I've seen this approach transform organizations from reactive talent managers to proactive capability builders. Remember, in today's rapidly evolving business landscape, your talent development strategy isn't just about employee satisfaction—it's about business survival and growth. #TalentStrategy #OrganizationalDevelopment #ConsultingInsights #WorkforcePlanning

Why Q4 is the Perfect Time to Focus on Your 2025 People Strategy As we approach the end of the year, many businesses are wrapping up projects and evaluating their performance. But Q4 is not just about closing the books—it’s the ideal time to look ahead and build a robust people strategy for 2025. Here’s why: 1️. Reflect and Review: Q4 gives you the opportunity to assess the successes and challenges of the past year. What worked well? Where did you fall short? Use these insights to shape a more effective people strategy for the year ahead. 2️. Align with Business Goals: As you finalize your business goals for 2025, your people strategy should align with them. Q4 is the perfect time to ensure your talent initiatives support your broader objectives, whether it’s growth, innovation, or operational efficiency. 3️. Budgeting and Resource Planning: With budgeting top of mind in Q4, it’s crucial to allocate the right resources for your people initiatives. By planning now, you can secure the investment needed to develop your team, enhance engagement, and drive retention in 2025. 4️. Get Ahead of Talent Competition: The job market is competitive, and top talent is always in demand. By crafting your people strategy in Q4, you position yourself to attract and retain the best candidates as soon as the new year begins. 5️. Employee Engagement: Use Q4 to gather feedback from your team and understand their needs and aspirations. Incorporate these insights into your 2025 strategy to create a workplace where employees feel valued and motivated. 6️. Set the Stage for Success: A well-thought-out people strategy is a roadmap for success. By planning in Q4, you give yourself the time to roll out initiatives effectively in January, setting the tone for a productive and engaged 2025. 7️. Change Management: If you anticipate changes—whether it’s a new organizational structure, technology, or process—Q4 is the time to prepare your team. A solid people strategy will help manage these transitions smoothly. Don’t wait until the new year to start planning—use Q4 to get ahead and ensure your people strategy is aligned, well-funded, and ready to drive your business forward in 2025. Need help crafting your 2025 people strategy? Email us at [email protected] to make 2025 your organization's best year yet!

What is your 👉 approach to leading change initiatives in the workplace as a human resources manager? ✏️ my approach is multifaceted and focused on fostering collaboration, communication, and employee engagement. Here are the key elements of my approach: ↪ Understand the Change: First and foremost, I ensure a thorough understanding of the change initiative. This includes understanding the reasons behind the change, its goals, potential challenges, and how it aligns with the organization's overall strategy. ↪ Engage Stakeholders: Engage with key stakeholders across departments and levels of the organization. This includes senior leadership, department heads, managers, and employees. I seek their input, address concerns, and involve them in decision-making processes related to the change. ↪ Communicate Effectively: Communication is crucial throughout the change initiative. I develop a communication strategy that includes regular updates, town hall meetings, email communications, and other channels to ensure transparency, clarity, and consistency in messaging. ↪ Provide Training and Support: Identify training needs related to the change and provide targeted training programs for employees. This may include workshops, seminars, online courses, or individual coaching sessions to help employees develop the skills and knowledge required for the change. ↪ Address Resistance: Anticipate and address resistance to change by actively listening to employees' concerns, addressing misconceptions, and providing support. I engage in open dialogue, acknowledge challenges, and work collaboratively to find solutions that mitigate resistance. ↪ Celebrate Milestones and Successes: Celebrate achievements, milestones, and successes throughout the change process. This includes recognizing individuals and teams for their contributions, acknowledging progress made, and reinforcing a positive culture around change and adaptation. Overall, my approach to leading change initiatives as an HR manager is centered on proactive planning, stakeholder engagement, effective communication, training and support, flexibility, and a commitment to continuous improvement and success. #changeinitiatives #culture #hr #leadership #learning #approach #linkedin #management #entrepreneurship #entrepreneur

Culture Transformation: The Key to Organisational Success Culture encompasses the core beliefs, values, and behaviours that shape how employees connect with their work environment. But culture isn’t fixed—it evolves over time, and leading this transformation is essential for long-term success. In Kenya, organisations are navigating significant cultural shifts as they adapt to a rapidly changing landscape. Successfully leading this transformation is vital for enhancing employee satisfaction, fostering a better work environment, and ultimately driving business growth. 💡 When done right, culture transformation: ➡ Aligns an organisation’s values with its goals, ➡ Improves employee engagement, ➡ Boosts productivity, ➡ Elevates customer experience. Ready to learn how leaders can drive this change? 🔗 Read the full blog here: https://lnkd.in/dQcHEjC4 🔗 Connect with us or reach out: 📞 +254 20 240 0339 ✉️ [email protected] 🌐 www.cedarafricagroup.com #CultureTransformation #OrganisationalCulture #Leadership #EmployeeEngagement

🚀 Maximizing Success: Engaging Employees Early in Change 🚀 Launching a change initiative within your organization? Start strong by involving your employees from the outset. Here's why it matters: 1️⃣ **Ownership and Buy-In**: Early involvement gives employees a stake in the change process, fostering ownership and commitment. They become active participants rather than passive recipients, driving greater buy-in. 2️⃣ **Insights and Perspectives**: Employees offer invaluable insights and diverse perspectives, aiding decision-making and surfacing potential challenges before they escalate. 3️⃣ **Adaptability**: Involving employees early cultivates adaptability, essential for thriving in a constantly evolving environment. They become more agile and better equipped to navigate future changes. 4️⃣ **Communication and Transparency**: Early engagement promotes open dialogue and transparency, minimizing uncertainty and resistance. Clear communication builds trust and facilitates smoother implementation. 5️⃣ **Empowerment and Innovation**: Empowered employees contribute ideas and innovations, driving success. Early involvement unleashes their creativity, leading to innovative solutions and continuous improvement. 6️⃣ **Team Cohesion**: Collaboration towards a common goal strengthens team cohesion. Engaging employees early fosters solidarity, creating a supportive environment for change. 7️⃣ **Smoother Implementation**: With employee support and involvement, resistance is minimized, and the transition becomes smoother. Their active participation paves the way for successful change implementation. In summary, engaging employees early in a change strategy is essential for driving successful outcomes. By harnessing their collective wisdom and energy, you can navigate change confidently and propel your organization forward. #ChangeManagement #EmployeeEngagement #LeadershipExcellence I'd love to hear your thoughts and experiences on engaging employees during change. Let's continue the conversation! 🌟

How does Culture Integration & Engagement Programs Elevate Organizational Success? Most leadership team that we have worked with agree that 'Culture integration and engagement programs aren’t just “nice-to-haves” anymore—they’re essential for thriving leadership and effective management. In an increasingly diverse, remote, and rapidly changing work environment, a well-defined and inclusive culture can be a powerful driver of both individual and organizational success. Here are 3 solid reasons, why investing in these programs matters: Boosts Employee Retention: Companies with high employee engagement see up to 59% lower turnover rates (Gallup). Engaged employees are more committed, resilient, and motivated to stay long-term, reducing recruitment and training costs. Increases Productivity: Highly engaged teams are 21% more productive (Gallup). When leadership aligns the culture with employee values and needs, people are more energized to achieve company goals and embrace innovation. Enhances Leadership Effectiveness: Programs that blend cultural understanding with leadership development help managers adapt to different team dynamics. This results in better decision-making, deeper empathy, and a more agile response to challenges. Microsoft exemplifies this approach by fostering a "growth mindset" culture that encourages learning, experimentation, and resilience. Leaders at Microsoft empower teams through inclusion, ongoing feedback, and open communication. This cultural shift has transformed their employee engagement scores, with an emphasis on psychological safety, making it one of the most attractive companies to work for globally. By prioritizing culture integration, organizations empower their leaders and managers to bring out the best in their teams, fueling both people’s success and company growth. Let’s continue fostering environments where every individual feels valued, included, and empowered to thrive! #LeadershipDevelopment #CultureIntegration #EmployeeEngagement #ManagementTips #CorporateCulture #acceleratinggrowthpotential AspireUP Consultancy