Back in 2014, I conducted training entitled: Our Three Audiences.
The goal was to workshop the avenues in which human resources is the one true conduit to all organizational functions: employees, managers & executives.
As #SHRM18 grows near the focus on bridging workforce gaps remains an ever-pressing HR-related topic.
Do you lift people up or hold them down?
Based on research, Christine Porath shares the costs of incivility and how civility pays. She explains how incivility is a bug—it’s contagious and we become carriers of it just by being around it. Christine reveals the true power of civility and how our little actions matter.
Today’s we are facing significant new technology and cultural forces, from artificial intelligence, workforce fluidity, and hyperpersonalization, to the demand for equity and inclusion. These phenomena are reshaping the future of work, resulting in three megatrends for HR to prepare for in 2018: people-first AI, highly individualized leadership, and achieving breakthrough diversity and inclusion.
Philip Humbert reminded me of the importance of building fences. Philip sent a weekly newsletter for years. The TIPS Title for October of 2016, one of his last newsletters, was Good Fences Make Us Rich. He continually asked me a more beautiful question as if he was just across the table enjoying a cup of coffee with me.
Here was Phil's opening One Minute TIP:
I think we all recognize the “cone of silence” from Get Smart. Information is kept highly confidential among a select few. On the screen, hilarity ensues and somehow the good guys manage to save the day. In the workplace, however, this kind of tight-lipped operation often leads to very negative consequences.
On April 12, @shrmnextchat chatted with Christine Porath, an associate professor at Georgetown University’s McDonough School of Business and author of Mastering Civility: A Manifesto for the Workplace about How to Create a Culture of Civility in the Workplace.
On March 8, @shrmnextchat chatted with Vice President of HCM Innovation for Ultimate Software Cecile Alper-Leroux (@cecilehcm) and Social HR Specialist for Ultimate Software Micole Kaye (@socialmicole) about
Is your organization “going with the flow” of the ever-evolving workplace or becoming stagnated by outdated talent strategies?
The new world of work is responding to societal changes and sociocultural shifts by breaking down traditional barriers in the workplace and empowering employees to bring their whole selves to work to become more than a profession, title or job description.
In an age in which ideas and knowledge drive the economy, people are the chief currency of every business. With up to 80% of a company's expenses coming from human resources, it is vital that the workforce be engaged and empowered to enable productivity. Yet according to the latest edition of Gallup's annual engagement survey,[1] only 32% of the U.S. workforce is engaged, with 50.8% not engaged and 17.2% actively disengaged.
Change is hard and can make us uncomfortable. That may be why 80 percent of New Year’s resolutions fail in the first week alone. But, change is upon us and it is here to stay.
Every year, the Oxford English Dictionary (OED) adds hundreds of new words. This year, they added the term “gender-fluid.”
On November 23, @SHRMnextchat conducted HR's 2016 Performance Review and asked HR professionals to chime in on the good, the bad and the ugly of 2016 -- and what they plan to change in 2017.
In case you missed this great chat, you can read all the tweets here:
Sports psychologist Stan Beecham has learned a few things from working with elite leaders and athletes. One is that top performers train themselves to control their thoughts—and eventually their habits. Beecham, a founding member of the Leadership Resource Center in Atlanta, has worked with collegiate, Olympic and professional athletes.
You‘re excited about a new employee you hired who came highly recommended. They start, you introduce them to co-workers, clients, upper management, board members.
As I enter my tenth year in the Human Capital Management space, I figured it would be beneficial to my readers to reflect on how our industry has (and has not) evolved over the last decade's time.
* The following scenarios are built on real life business engagements. The names have been changed to protect the innocent.
