Maya Yankelevich Garza, PhD’s Post

Kemi Badenoch's approval rating as Conservative Party leader is currently at -5%, lower than that of former leaders Rishi Sunak and Boris Johnson at the start of their tenures. To help leaders start strong, HR experts recommend several strategies: Onboarding Support: HR should provide a structured onboarding process, helping leaders understand the company culture, team dynamics, and strategic priorities. Clear role expectations and regular check-ins for feedback are essential. Building Trust: Leaders should focus on building trust by balancing assertiveness with humility, especially in the early stages. Asking thoughtful, non-judgmental questions helps foster collaboration. Data and Insights: HR can support leaders by offering data and insights about the organization’s history and dynamics, helping them navigate their new role effectively. Communication Skills: HR should equip new leaders with modern communication skills, such as purposeful inquiry, to engage and motivate teams, especially in high-expectation environments. These strategies can help leaders gain credibility, build strong relationships, and set a positive tone for their leadership journey.

EVP = Employee Value Proposition – a useful read for managers. Article from the Independent. The growing burden on middle managers "Recent findings from Gartner’s HR practice reveal a staggering increase in the responsibilities shouldered by middle managers. They manage nearly three times as many direct reports compared with six years ago, are overwhelmed with 51 per cent more duties than they can effectively handle, and a significant number suffer from work-induced stress and fatigue. These challenges underscore a critical need: empowering managers not just to survive but thrive in their roles." Coaching can help. https://lnkd.in/ePYhrYJk #employeevalueproposition #evp #managers #coaching

🔥 Captivating Hook: Are you ready to unlock the secrets of effective leadership in HR and take your team to new heights? Read on to discover the key strategies that will transform you into a true HR leader! 🔥 Effective Leadership in HR: Leadership is not just about managing tasks and projects. It's about inspiring and empowering your team to reach their full potential. In the world of HR, this holds even more significance as you are responsible for the well-being and growth of your organization's most valuable asset—its people. Here are a few essential tips that will help you become an exceptional HR leader: 1️⃣ Lead by Example: The best HR leaders are those who practice what they preach. Show your team that you are committed to the values and principles you promote. Lead with integrity, empathy, and professionalism. Your actions will speak louder than words. 2️⃣ Foster a Culture of Trust: Trust is the foundation of any successful team. Build an environment where employees feel safe to speak up, share their ideas, and express their concerns. Encourage open communication and actively listen to their feedback. Remember, trust is earned, not given. 3️⃣ Embrace Continuous Learning: The HR landscape is constantly evolving. Stay ahead of the curve by investing in your own professional development. Attend workshops, conferences, and webinars to expand your knowledge and stay updated with the latest industry trends. Share your learnings with your team to foster a culture of growth. 4️⃣ Develop Strong Relationships: As an HR leader, building relationships is key. Collaborate with other departments, managers, and executives to align HR strategies with organizational goals. Be a trusted advisor and provide guidance to your colleagues. By fostering strong relationships, you will gain support and influence across the organization. 5️⃣ Empower Your Team: Great HR leaders empower their team members to take ownership and make decisions. Delegate responsibilities, provide guidance, and encourage creativity. By giving your team the freedom to excel, you not only boost their morale but also foster innovation within your organization. Remember, effective leadership in HR is not a destination but a continuous journey of growth and improvement. By implementing these strategies, you will not only elevate your own leadership skills but also create an environment where your team can thrive. Together, let's lead the way to HR excellence! 🚀 Like and share this post if you're ready to become an exceptional HR leader! Share your own tips for effective leadership in the comments below. Let's inspire each other to reach new heights! 🚀 #LeadershipInHR #HRLeadership #HRExcellence #InspireAndEmpower #ProfessionalDevelopment #BuildingRelationships #ThriveTogether

Developing EQ is a crucial investment in organizational success. Leaders who foster EQ within your organization create a positive, inclusive work environment that not only promotes teamwork, communication, and productivity but also your organization’s long-term success. #HR #HumanResources

HR Leaders - Want to build CREDIBILITY and a genuine connection with your team? Ditch the "family" facade and build a genuine culture of trust and support. Let us be honest, the "we're a family" rhetoric can feel forced and even disingenuous at times. Instead of pretending, let us commit to building strong, high-performing teams where individuals feel valued, empowered, and respected. 4 Commitments to Foster Trust and Empower Your Team: "I will be open, candid, and upfront with you." This means timely feedback, both recognizing strengths and addressing areas for improvement. I am committed to your development, so there will not be surprises during performance reviews. "I trust you to manage your own time. Your work gets done your way." My focus is on the quality of your outcomes, not how you spend every minute. I will provide a clear vision and support, but you have the autonomy to determine how best to achieve our goals. "I will give you recognition and credit for your accomplishments." Your hard work and contributions matter. I will never take credit for your wins and will champion your successes, especially to senior leaders. "We will have regular 1-on-1 meetings." This protected time is dedicated to your growth and priorities. I will come prepared with an agenda, but your needs will always take precedence. While I will never cancel, you have full flexibility to reschedule as needed. What I need from you in return: The truth. Open and honest communication is the bedrock of our success. Share challenges, concerns, and potential solutions without hesitation. Your feedback. "I'm committed to growth, and your feedback is essential. I am not perfect, so please challenge my thinking, offer your perspectives, and help me become a better leader for our team." Your trust. Let us embark on this journey with the belief that we are genuinely invested in each other's growth and the success of our team. My personal take: Teams thrive on respect and shared goals, not artificial familial labels. Let us build a workplace where honesty, empowerment, and recognition drive high performance, where everyone feels a part of something meaningful. Let us spark a conversation! What strategies have you found effective in building strong, cohesive teams? P.S. HR Leaders – Seeking practical strategies for a successful transition into a new HR leadership role? "The New HR Leader's First 100 Days" by Alan Collins is a must-read. Credits: Inspired by the insightful posts of Alan Collins and Adam Grant on LinkedIn.

These books and TED Talks should provide you with valuable perspectives on leadership, organizational culture, motivation, and human connection—key areas for any senior HR professional: 7 Recommended Books: 1. “Leaders Eat Last” by Simon Sinek – Explores how great leaders create environments where people feel safe and work with purpose. 2. “Drive: The Surprising Truth About What Motivates Us” by Daniel H. Pink – Offers insights into motivation and how intrinsic motivation can lead to better performance. 3. “The 5 Languages of Appreciation in the Workplace” by Gary Chapman and Paul White – Helps HR leaders understand how to create a more positive work culture through effective appreciation strategies. 4. “Radical Candor” by Kim Scott – A guide on how to be both a caring and direct leader, providing feedback that empowers teams. 5. “The Culture Code” by Daniel Coyle – Unpacks the secrets of highly successful groups and how to foster a strong culture within an organization. 6. “Dare to Lead” by Brené Brown – Focuses on building courageous leadership skills, a critical asset for HR professionals. 7. “Who: The A Method for Hiring” by Geoff Smart and Randy Street – Offers a strategic approach to hiring the right people for the right roles, essential for HR leaders focused on top-tier talent acquisition. 7 Recommended TED Talks: 1. “The Power of Vulnerability” by Brené Brown – Discusses how embracing vulnerability can foster trust and connection in the workplace. 2. “What Makes a Good Life? Lessons from the Longest Study on Happiness” by Robert Waldinger – Offers valuable lessons on the importance of relationships and workplace well-being. 3. “How to Build a Company Where the Best Ideas Win” by Ray Dalio – Insights into fostering an innovative and open-minded work culture. 4. “The Art of Leadership” by General Stanley McChrystal – Discusses adaptive leadership, which is critical in managing HR challenges in a rapidly changing world. 5. “Why Good Leaders Make You Feel Safe” by Simon Sinek – Explains why leadership is about creating a safe environment for employees to thrive. 6. “Everyday Leadership” by Drew Dudley – A talk that reminds us that leadership is often about the small moments and interactions. 7. “The Puzzle of Motivation” by Dan Pink – A deeper look into what truly drives human motivation, especially useful for HR and management.

How can HR help set leaders up for success in their new roles? I was recently asked by HR magazine for my thoughts on this topic - see the article below. https://lnkd.in/epTYMC3F Onboarding isn't just for new hires—it's a critical phase for leaders stepping into their roles. HR plays a pivotal role in setting them up for success, fostering alignment, and ensuring their impact is felt from day one. In our experience, HR can elevate leader onboarding by ensuring: ✅ Tailored Integration: Help new leaders understand the culture, values, and unspoken norms of the organisation. ✅ Stakeholder Connections: Facilitate introductions with key team members and cross-functional partners to build trust early. ✅ Development Plans: Partner with leaders to identify growth areas and set them up with resources for continuous learning. ✅ Feedback Loops: Create opportunities for leaders to give and receive feedback during their first 90 days. If you need any support building a structured onboarding framework, please reach out. Inspiring Cultures Ltd *Creating Thriving Organisations*

‘The single most important decision that you can make is whom you appoint as manager. When you name the wrong person, nothing fixes that bad decision’. In most organizations, people are promoted based on ‘leadership behaviors such as confidence, charisma, executive presence and so on Most narcissistic leaders with psychopathic tendencies also tend to demonstrate these very same traits. As a result, most teams end up with leaders who do not have the traits, mindsets, and skills to lead people effectively

Empathy, honesty, support, and recognition are key people leadership skills required to build strong relationships and develop collaborative cultures. The role of the manager has been the most impactful factor over decades for employee engagement 💡 #leadership #employee #hr

Having the right leaders to lead the direction of the boat is critical. The amount of workforce that decides to jump off the boat due to their managers lack of real people skill is concerning. Upskilling leaders before they make it to their promotions and consistently after they have earned the position is crucial. Organizations tend to focus on emerging talent, and forget about continouing to refine the skills of those that have already made it to a position of command. Invest on your leaders! It’s a cycle of giving: Step 1: Organization invests on leaders. Step 2: Leaders influence and engage subordinates. Step 3: Subordinates give back to the organization . Step 4: Organization receives resources to restart the cycle.