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If You Want to Change People, Change What They Believe About Themselves

 


 

#1. If you want to change people, change what they believe about themselves.

If people believe in you, encourage them to believe in themselves.

  1. Explain the positive influence of their passion, strength, or behavior. “The influence of your (strength) on (name people) is (impact).”
  2. Avoid superficial compliments.
  3. Offer assessments based on character. “You’re loving, kind, tenacious, or forthright.”
  4. Accept that doing poorly comes before excellence. “What are you learning?”

(Read, “Mindset,” by Carol Dweck.)

#2. If you want to change people, tell them the truth.

Blindspots are deadly

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#MeToo

 

 

Studies repeatedly indicate that most workplace sexual harassment goes unreported. Employees may not report sexual harassment for many reasons, but among the most noted are a lack of confidence that anything will be done in response to a complaint, and a concern that the employee’s professional reputation will suffer as a result of making a complaint. However, #MeToo is evidence that many employees want to talk about being sexually harassed. That makes this a good time to demonstrate management’s commitment to a workplace free of sexual harassment. Management can do...

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#Nextchat RECAP: Organizational Change

On January 24, @shrmnextchat chatted with special guests from the SHRM Research Department—Evren Esen @SHRMEvrenEsen, director workforce analytics, and Michael Sarette @SHRMMikeSarette, researcher at SHRM, about Organizational Change.

If you missed this informative chat, you can see the tweets here:

 

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#Nextchat: Organizational Change

 

 

 

Rapid development of new business technologies and breakthrough innovations have become the new normal for organizations in the 21st century. Businesses are now more frequently encountering shifts in the global economy, changes to customer populations and fierce competition from an increasingly crowded marketplace and, when change is encountered, organizations and their employees are impacted in positive and negative ways.

To remain viable, organizations must be agile—prepared to act and change quickly as the need arises.

To deal with this rapid pace of change and innovation, it is critical for organizations...

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#Nextchat RECAP: SHRM Live 2018 -- Leveraging Untapped Talent Pools to Help Your Business Thrive

On January 23, @shrmnextchat held a special Tuesday edition of #Nextchat: SHRM Live 2018 -- Leveraging Untapped Talent Pools to Help Your Business Thrive, where we carried the SHRM LIVE 18 virtual event conversation to Twitter to hear from HR and recruiting professionals from around the world about how they’re leveraging untapped talent pools in their talent acquisition strategies.  

We featured special guests from the SHRM Live 18 event:

Justin Constantine (Vets Panel) @Constantine_Jus

Gloria Sinclair Miller (Vets Panel) @Gjmsinclair

Heather Tinsley-Fix (Older Workers Panel) @htinsleyfix

Arte Nathan (Employing Persons with Criminal Histories) @arte88

If you missed this informative chat,...

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It’s January and Time to Start Networking Again

 

 

The holiday season has come to an end.  You might be all partied out, but your calendar says otherwise. It’s time to start networking again.

You can do this online on sites such as LinkedIn and Facebook, or in person at an industry event. I make sure to get out at least two to three times a month, not including my speaking gigs such as the upcoming SHRM Employment Law & Legislative and Talent Conference & Exposition that I will be presenting at.

Sometimes I attend HR events,...

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Live Blog Ask an Advisor Chat: California Sick Pay, Vacation and PTO

Live Blog Ask an Advisor Chat: California sick pay, vacation and PTO
 
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#Nextchat: SHRM Live 2018 -- Leveraging Untapped Talent Pools to Help Your Business Thrive


 

The “War for Talent.” It’s natural to assume that winning the war means beating out your competition for top talent. But what if we redefined what winning looks like? If winning ultimately means setting up your employees—and, in turn, your organization—for long-term success, we as HR professionals need to recognize there’s more than one way to make that happen. Let’s rethink how we’ve traditionally sourced the “ideal” candidate. Let’s consider alternative, creative ways to find talent.

How can you bring a fresh perspective to your acquisition strategy by leveraging untapped talent pools...

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Transferable Skills and Finding Your Path

 

 

I like to help out students at my alma mater where I received my Bachelor’s degree – the University at Buffalo School of Management. A few times a year they host amazing events I like to be a part of such as “Coffee Cup Conversations” (kind of like speed dating between students and professionals) and “Career Passport Conference” where I present to groups of students on what I did during my time at UB and after, to establish my career.

Students have asked me – “well what if I don’t...

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How Organizations Approach Change: Current Practices

 

 

Rapid development of new business technologies and breakthrough innovations have become the new normal for organizations in the 21st century. Businesses today encounter frequent shifts in the global economy, rapid changes to customer populations and fierce competition in an increasingly crowded marketplace. Change affects organizations and their employees both positively and negatively.

To remain viable, organizations must be agile—prepared to act and change quickly as the need arises. To deal with this fast pace of change and innovation, it is critical for organizations and HR leadership to manage change in...

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