When leaders need to hire, they first look at a resume. When leaders need to assign work, they do so based on skill set and past performance. When leaders promote, they consider potential leadership skills.
In each of these situations, leaders forget one very important thing.
Let’s be real. No one likes to hear what they’re doing wrong, particularly if they know you are right. Giving feedback is tough. Hearing tough feedback is even tougher. What do you do if they cry?
Globally, talent shortages top the list of the most compelling risks that all business organizations are facing. This is particularly true in the healthcare industry, where shortages of doctors, nurses and other healthcare professionals are affecting a sizable percentage of the world’s population.
I’m exhausted. I’m fairly sure if I asked you, that the answer would be the same. The past few months have been trying for everyone. The pandemic would have been enough for anyone, and now it seems to be gaining momentum which is going to prove to be another challenge. On top of the constant fight against the virus, there is legitimate social unrest, political disarray among other things. People seem to have blamed the year 2020 as the framework for wave after wave of discord. I don’t think the year is to blame, I think it’s us.
Yesterday, the Centers for Disease Control and Prevention (CDC) redefined “close contact” for purposes of potential higher risk of exposure to COVID-19.
Until yesterday, the CDC had defined closed contact generally as 15 consecutive minutes within six (6) feet of someone who having (or suspected as having) COVID-19. The operative word for this blog is “consecutive.”
In Silicon Valley, people see failure as a necessary part of innovation. If you don’t fail, you’re not taking the risks that can lead to a breakthrough. You’re not risking enough little things to come up with the next big thing.
Employers discriminate in hiring. This is a fact. It’s been a fact for generations. It’s the main reason anti-discrimination statements show up on job postings. That and it’s the law for Public employers and Government contractors who are required to have these statements. Many private employers use these as well to show they don’t discriminate in hiring.
If I’m taking the plaintiff’s deposition, and I hear these words escape his lips when describing the termination meeting with this supervisor, well, I’m not sure how I would go about maintaining my poker face.
On October 14, @SHRM chatted with SHRM HR Knowledge Center Director Amber Clayton (@SHRMAClayton) and Janell M. Stanton, Esq., from Wagner, Falconer & Judd Ltd. (@JanellStanton16) about how employers can avoid legal and compliance problems in the workplace—especially those issues associated with COVID-19.
Work from home protocols in place. Travel restrictions. Large conferences canceled. Sales pitches via video conference instead of flights across the country for face-to-face meetings. The future of work? Perhaps.
When delivering workshops, switching to online doesn’t have to mean learning an entirely new skill. The same rules apply for great remote training sessions as in-person ones.
SHRM's Inclusion 2020 Conference is October 19-21 and will feature several amazing presenters including Sonia Aranza who will present AGEISM: Best Practices to Confront Age Bias & Leverage Generational Diversity.
Many organizations are asking themselves right now, “How can we recruit a more diverse workforce?” It’s a good question and one that deserves our attention.
The economic repercussions from COVID-19 has left many businesses struggling financially, forcing them to take a look at their budgets and make personnel cuts to stay afloat.
SHRM's Inclusion 2020 Conference is October 19-21 and will feature several amazing presenters including Chelsea C. Williams who will deliver the live session How to Build the Talent Pipeline for Women of Color.
In this Q & A video, SHRM #Inclusion2020 speaker Michelle Silverthorn shares more about her upcoming session along with her thoughts on the biggest challenge faced by organizations in creating more inclusive cultures and what they can do to change the conversation and encourage cultures where everyone feels they belong.
Self Made Millennial Madeline Mann will show you the tips, tricks, and strategies to help build a similar connection during a video interview as if you were in person.
A lot of folks are currently out of job and looking for work. Not many jobs open. Too many candidates lead to a lot of rejections, black holes, no feedback, and very few “interviews”.
Have you ever been between jobs and unemployed? It sucks. There’s no greater truth. Throughout my 30+ years of my career, I’ve been in transition twice when I wasn’t working in HR. I wanted to spend some time on this topic because I’m seeing a very unsettling trend. Even though there are millions of people who are unemployed, little is being done to help them.
“Why are tires round?” “Why does my skin get wrinkly in the water?” “Why don’t crayons taste like fruit?”
