Enabling Talent’s Post

Great share Teresa Vozza to reflect on the realty check that cannot be ignored - the pandemic has changed the employment relationship. What I have discovered as a pattern from 30+ years as an HR leader is that many people leaders do not trust employees and behave in a manner that employees begin to just “show up” and do the bare minimum to meet expectations. When leaders set clear expectations and hold employees capable AND believe they are trustworthy to do the right thing, employees will engage and perform beyond expectations. The framework below can be applied at any scale with conscious effort and commitment to learn new behaviours: 1️⃣ FOCUS on what is most important and communicate expectations clearly including requesting and accepting feedback. 2️⃣ UNDERSTAND employees preferences and strengths and create opportunities to use them, even when you may think there is a different approach. 3️⃣ LOVE and care about what you as a people lead are most passionate about doing, then engage employees who have the strengths and preferences to do the things you may loathe. 4️⃣ LEGACY living in every moment will create the impact you desire that supports and maximizes your expectations with lasting effect. Be courageous to think differently, to learn and engage with employees in new ways, you may be surprised at the profound shift in results to meet your expectations.

Retaining Top Talent: The GROW Approach | In today's competitive business environment, retaining top talent is crucial for organizational success. Effective leaders can employ the GROW approach—Growth, Recognition, Opportunities, and Well-being—to ensure their best employees remain engaged and committed. Growth: Employees need to see a clear path for their personal and professional development within the organization. Leaders should: *Invest in Training: Provide regular training sessions and workshops. *Mentorship Programs: Pair employees with mentors to guide their career development. *Career Pathing: Offer clear, attainable career progression plans. Recognition: Recognising employees' efforts and achievements fosters a positive work environment and motivates employees to maintain high performance. Leaders should: *Celebrate Successes: Regularly acknowledge both big and small accomplishments. *Performance Reviews: Conduct timely and constructive performance evaluations. *Incentives: Offer bonuses, promotions, and other rewards for exceptional work. Opportunities: Top talent thrives in environments where they can take on new challenges and responsibilities. Leaders should: *Project Involvement: Allow employees to lead or participate in high-impact projects. *Job Rotation: Provide opportunities to work in different departments or roles. *Innovation Encouragement: Create a culture where new ideas are welcomed and explored. Well-being: A healthy work-life balance and a supportive work environment are essential for employee satisfaction. Leaders should: *Flexible Work Arrangements: Offer remote work options and flexible hours. *Health Programs: Implement wellness programs and provide resources for mental and physical health. *Supportive Culture: Foster an inclusive and supportive workplace culture where employees feel valued. By focusing on Growth, Recognition, Opportunities, and Well-being, leaders can create a dynamic and supportive environment that not only attracts but retains top talent, ensuring the long-term success of their organization. . . . . #employees #leaders #leadershipthinking #transformationalleadership #employeesgrowth #employeeswellbeing #employeescareer #greatleaders #greatorganisation #greatplacetoworkculture #growmodel

[[[NEW BLOG POST]]]] 10 Proven Strategies to Reskill Your Workforce For The Future Of Work ~@LollyDaskal https://bit.ly/3yZcIt6 #Upskill #FutureOfWork #Workplace #LeadFromWithin #Leadership #Management #HR #Success #Manager #ExecutiveCoaching

As leaders navigate a changing business landscape, future-proofing leadership is essential. From embracing AI advancements to addressing worker well-being, today’s dynamic environment requires adaptability, transparency, and a willingness to challenge long-standing norms.

Job descriptions are a great way to quickly become familiar with emerging business trends. HR leadership JDs, especially, show what’s top of mind for business leaders and what organizations prioritize. ⚓️ HR leaders don't just play a role in implementing hybrid work models or solving interpersonal conflicts. The real focus is strengthening an organisation's growth and make it sustainable. 🚀 For a very long time, DEI was a dominant theme in most HR JDs, appearing as a top priority. Companies looked for leaders who could not only understand DEI but also innovate around the importance of creating inclusive workplaces and addressing systemic inequities. 🚀 More recently, the emphasis in HR JDs has shifted to AI and organizational transformation. The ability to lead AI-driven initiatives and manage large-scale organizational transformations has become a key competency. That's about what leaders must bring to the table. 🚀 Before that, there was a time when HR JDs focused on navigating uncertainty, and even before that it was all about well-being and mental health. ⚓️ This doesn’t mean that, for example, DEI has faded into the background or become less important. DEI has become a core, non-negotiable element of business strategy. It's an essential, assumed competency for any HR leader. Same goes for the most of the other prior focus areas. 🪢 Changing priorities within HR roles aren’t just about what’s trending. They’re a signal of what businesses are preparing for. JDs can be helpful and a quick, efficient way for HR leaders to anticipate the skills, knowledge and experience they need to stay relevant and lead effectively. #HRinsights #employeeengagement #futureofwork #businessstrategy #strategy #HR #AIinHR #transformation

Unleashing Organizational Growth through HR Leadership! In the pursuit of organizational growth, Human Resources (HR) plays a critical role often overlooked by entrepreneurs. While some perceive HR as a mere administrative burden, enlightened leaders recognize its strategic significance. However, a persistent gap remains – the alignment between leadership and HR. Considering HR a liability reflects a misconception of its strategic importance. Effective leadership demands acknowledging HR as a vital partner in achieving business objectives. By fostering collaboration and communication with HR leaders, entrepreneurs can harness their workforce's full potential to drive growth. HR's mandate extends far beyond administrative tasks; it encompasses strategic workforce planning, talent management, and organizational development. This broader function requires active engagement between leaders and HR to synchronize goals, strategies, and initiatives. Leaders must realize that HR holds invaluable insights into the organization's most critical asset – its people. Integrating HR into strategic decision-making processes empowers leaders to leverage this expertise to drive innovation, optimize resource allocation, and mitigate risks. In conclusion, perceiving HR as a liability inhibits organizational growth. Effective leadership entails recognizing HR's strategic value and fostering collaboration to align workforce goals with business objectives. By embracing HR as a strategic partner, entrepreneurs can unlock their workforce's full potential and drive sustainable growth. Hardik Chhabada Smriti Agrawal Sandhya Sharma Avani Thakkar #AlignmentForGrowth #StrategicHR #LeadershipPartnership #HRInsights #OrganizationalDevelopment #WorkforceOptimization #CollaborativeLeadership #BusinessGrowth #TalentManagement #InnovativeLeadership

Unqualified & In Charge: Are We Breeding Incompetent Managers? Are inexperienced managers hindering your organisation's growth? What are the risks associated with promoting unskilled managers? Our latest blog post looks into this troubling trend, exploring how the pandemic, digital transformation, and talent shortages are pushing companies to promote individuals too quickly, sometimes at the expense of long-term success at both an individual and organisational level. Key Insights: 👉 The urgent need for leadership has led to quick promotions, often prioritising immediate needs over suitability. 👉 The fast pace of digital transformation requires new skills that traditional managers might not possess. 👉 High turnover and talent shortages are forcing companies to fill leadership roles hastily, compromising on quality. Don’t let your business fall into the trap of promoting without preparing. Read the full post for strategies to ensure your management team is effectively equipped - https://bit.ly/3UbxTPI #ManagementDevelopment #BusinessStrategy #DigitalTransformation 

Excited to share insights from the recent LHH panel in NYC, where thought leaders gathered to shape the future of HR. The Talent Conversation Series sparked a vibrant exchange on leadership, cultural shifts, and AI's role in the workplace. Key strategies were shared, focusing on empowering leaders and engaging teams amidst digital transformation. Interested in learning how LHH can help capture top HR talent to enhance your strategy? Let's connect and discuss the possibilities. #HRInnovation #Leadership #FutureOfWork #AI

𝐇𝐨𝐰 𝐒𝐭𝐫𝐨𝐧𝐠 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐃𝐫𝐢𝐯𝐞𝐬 𝐂𝐨𝐦𝐩𝐚𝐧𝐲 𝐆𝐫𝐨𝐰𝐭𝐡: An HR Perspective .......... From an #HR standpoint, #leadership is key to shaping the culture and long-term success of a company. #Effectiveleaders inspire teams, #fostertalent, and create a #positiveworkenvironment, which directly impacts #employeeengagement, #productivity, and #retention—all essential for growth. ◽◽◽◽◽ 👉 Here’s how #leadership contributes to a company's success from an HR perspective: ✔️ #Attracting and #RetainingTalent: Good leaders create a culture that attracts top talent. HR often highlights leadership in recruitment because strong leaders motivate employees and reduce turnover by keeping them engaged and satisfied. ✔️ Supporting #EmployeeDevelopment: Leaders who prioritize skill development align with HR's goal of continuous learning. By promoting growth, they empower employees and boost overall company performance, fostering loyalty and long-term engagement. ✔️ Creating a #PositiveEnvironment: HR relies on leaders to build an inclusive, supportive workplace. When leaders encourage open communication and diversity, it boosts employee well-being and productivity, lowering absenteeism and strengthening team commitment. ✔️ Enhancing #EmployeeEngagement: Engaged employees are more productive and aligned with company goals. Leaders who recognize achievements and promote collaboration play a huge role in supporting HR’s engagement efforts, driving the company toward success. ✔️ Aligning #Strategy and #Culture: Leadership and HR work together to align company culture with strategic goals. Leaders who embody core values help maintain a unified vision, ensuring long-term growth and success. ✔️ #ManagingChange: During times of change or crisis, strong leadership is critical. Leaders, with HR’s support, manage transitions smoothly by maintaining clear communication and addressing employee concerns, helping the company continue its path of growth. ◽◽◽◽◽ 🎯 || 𝐂𝐨𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 || 🎯 #Goodleadership nurtures employees, creating a positive work culture that drives company growth. When #HR and #leadership work together to support, engage, and develop talent, the result is a thriving organization poised for success. RND Experts ________________ #rndexperts #leadership #importantquality #positiveWorkEnvironment #EmployeeEngagement

It was an honour to meet sir Nathan SV in the latest @NHRDN event and learn about essential qualities and challenges faced by effective Human Resources (HR) leaders and three key attributes that distinguish successful HR leaders: 1. Business Acumen and People Management - Effective HR leaders possess a comprehensive understanding of both the business operations and the human elements within the organization. They skillfully manage these aspects to align with and achieve organizational goals. 2. Strategic Thinking - These leaders maintain a strategic focus, prioritizing long-term objectives over immediate tasks. They ensure that their actions are in harmony with the broader goals of the organization. 3. Forward-Thinking and Adaptability - HR leaders are proactive, anticipating future challenges and opportunities. They gain insights through experiences and interactions, allowing them to adapt to changes effectively. Also highlighted several emerging challenges: Artificial Intelligence (AI) and Technological Disruption - HR leaders must understand and leverage AI and other technologies to enhance their effectiveness and efficiency. Managing Diverse Workforces - The rise of gig workers, temporary workers, and hybrid work models presents a challenge in integrating these diverse groups into a cohesive organizational culture. Change Management - With the adoption of hybrid work models and constant organizational changes, HR leaders must manage transitions effectively to keep employees engaged and Effective HR leadership requires a blend of strategic foresight, adaptability, and a deep understanding of both business and human dynamics. As the HR landscape continues to evolve, leaders must be prepared to face new challenges and leverage emerging opportunities to drive organizational success. Barbara Van Pay Dee Ann Talibong, CHRP Ismail Elmi Dean Kate Monic D. #Adaptability #changemanagement #SellAnyCar #AI #leadership #carnab #diversity #inclusion #delloite #changemanagement #organizationculture #ArtificialIntelligence