David McLean

Are you listening to your employees enough? Crisis = Opportunity - The opportunity is to start turning attrition into attraction

By not understanding what their employees are running from, and what they might gravitate to, organization leaders are putting their very organizations at risk.

“Employees were far more likely to prioritize relational factors, whereas employers were more likely to focus on transactional ones.”- McKinsey & Company

McKinsey & Company go on to report:
“Research underscores the many ways the pandemic has irrevocably changed what people expect from work. The landscape will continue to change as companies try out new hybrid-work approaches. If you’re a CEO or a member of a top team, your best move now is to hit “pause” and take the time to think through your next moves. A heavy-handed back-to-the-office policy or other mandates delivered from on high—no matter how well intentioned—are likely to backfire.

But don’t think through your next moves in a vacuum; include your employees in the process. Look to them to help shape the plan and solutions. Research suggests that executives aren’t listening to their people nearly enough. Don’t be one of these executives.” - McKinsey & Company

***links to other valuable resources in the comments box below


Acknowledgment: McKinsey & Company and infographic from SHRM

Source article: “Great Attrition’ or ‘Great Attraction’? The choice is yours” - link in the comment box below

#employeeengagement #employeeexperience #retention #chro #humanresources #ceo #management #leadership #employeeexperience #organisationalculture

Leadership = Listening
Do you ask for feedback on how well you listen to individuals you work with?

The leader of the past was a person who knew how to tell. The leader of the future will be a person who knows how to ask.” — Peter F. Drucker

“Successful people become great leaders when they learn to shift the focus from themselves to others.” - Marshall Goldsmith



***links to additional resources in the comments below


Acknowledgement : G.D. Bodie, D.L. Worthington, and C.C. Gearhart, 2013. Infographic: Debra Kurtz, consciousempathyatwork


#leadershipdevelopment #management #communicationskills #coachingskills #emotionalintelligence #empathy #influence #leadership #consciousleadership

Are you focusing on “time management” or “energy management”? How are you managing your energy? How is your organization enabling and supporting your energy management and wellbeing?

“think of life not as a marathon, but as a series of sprints, each punctuated by periods of rest and recovery. “ - Tony Schwartz

In order to feel sufficiently energetic every day, organisations need to shift to investing in employees health and wellbeing, rather than focusing on getting the most out of them.

This COVID19 pandemic has taught a lot of us how to manage our energy rather than our time. Many are struggling with a lack of energy, because we are parents, carers, struggling with the pressure to stay 'always connected', or simply lacking motivation.

Organization’s must encourage employees to incorporate periods of 'rest and renewal during the working day, and give them the autonomy to do this in a way that works for them.

Whether it be enjoying mindfulness walk in the morning by yourself or a walk with your family, or catching up with friends or Taking a brief walk around the block for 10 minutes to break up your day every 120 minutes - it is necessary to feel renewed and motivated to work everyday.


Acknowledgment: This post is derived from an original post from the global Human Resource management thought leader Lynda Gratton, & infographic source: gosiarysuje

***links to additional resources in the comments box below


#leadership #management #wellbeing #wellness #stressmanagment #resiliency #emotionalintelligence

What is the “future of work”? How do you identify the skills your organization will need in the future?

“Reacting to changes rather than following a process to identify future skills puts organizations at risk of falling behind. Not having the right future skills in place can negatively affect a company’s performance. It can reduce innovation, increase talent costs, lower quality and customer service standards, and make it much more difficult to pursue market opportunities” (PwC, 2019).

What are The Top 10 skills for 2025?
Clearly creative problem solving, leadership & influence skills, emotional intelligence and learning agility are all essential skills we need cultivate given the speed of change in our world.

Over the past five years, the World Economic Forum has tracked the arrival of the Future of Work, identifying the potential scale of worker displacement due to technological automation and augmentation alongside effective strategies for empowering job transitions from declining to emerging jobs

With the workforce of the future heading into new, undiscovered territory it's important to look beyond the headlines and examine the data behind the trends. Reading headlines won’t give you the information needed to make informed decisions and position the organization for success in the future.

“Organizations must be able to meet the needs of multiple generations and influence a mixture of workers across demographics, technological skills, and employment contracts.” - McLean & Company


***link to the full report in the comments box below


Acknowledgment: World Economic Forum and. McLean & Company

#industry40 #futureofeducation #futureofwork #highereducation #chro #humanresources

Psychological safety is like oxygen. When it's in the room, we don't even notice it. The second it's gone, it is all we notice!

“Psychological safety creates a virtuous circle where people are comfortable admitting their mistakes and learning from their failure; as a result, everyone openly shares their ideas and experiments, cultivating an innovative environment. It also prevents teams to fall prey to analysis paralysis, and leads to faster decision-making.”

During these unprecedented times our fast and sloppy amygdala can l take over and individuals may more readily move into a fight, flight or freeze response.

As leaders we need to take extra steps to be aware of individuals perceptions of the psychological safety they are experiencing. It is vital that we clarify our intentions and check in for possible misunderstandings.

How do you Foster Psychological Safety in Virtual Meetings?
“Interpersonal fears are amplified for employees working from home during a prolonged crisis like the pandemic. Building psychological safety in virtual teams takes effort and strategy that pays off in engagement, collegiality, productive dissent, and idea generation”

Acknowledgment: links to articles below from which the post is based

#psychologicalsafety #growthmindset #inclusion

What is the future of HR? Yesterday I spent the morning with a CHRO and their leadership team presenting our research on the “future of HR” and exploring the “so what’s” and “now what’s” for their organization and their people strategy - brilliant examination of the drivers of change that will continue to influence the HR landscape:

1️⃣Shifts in workforce demographics and composition are bringing more diversity to organizations.
2️⃣Political, social, economic, and environmental developments are raising concerns around living costs, recession, global health concerns, climate change, and social movements.
3️⃣Work itself is being reconceptualized through contingent workers, multiple-job holders, and remote and hybrid work.
4️⃣Changes in employee sentiment are driving an increased desire for work-life balance, flexibility, and security.
5️⃣Technological application and advancement are forcing organizations and HR functions to evolve and adapt.

HR is evolving and is expected to lead the organization in a variety of new ways.

Read McLean & Company’s latest report to learn more about the activities through which HR is anticipated to lead the organization in 2030. This report combines our research with a survey and detailed interviews with leaders in HR and beyond.

***Full report linked in the comments below 👇


Acknowledgment: research and infographic by McLean & Company

 #FutureOfHR #HRTrends #HRLeaders #CHRO #HRStrategy #HumanResources #Research #hr

What is organizational culture?

👉What could you add to the infographic list?

Four perspectives I appreciate on culture:

1)John O. Burdett and his brilliant book: The A-Z of Organization Culture (link below)

2)Dave Ulrich seeing culture through an outside/in lens as the desired identity of the firm in the mind of the best customers (links below)

3)McLean & Company Turn Organizational Culture into a Competitive Advantage (link below)

4)Rishita Jones MCIPD perspective:
“I have heard it being called the character of an organisation. I have also heard it being referred to as an asset. Some have even said it should be considered a product.

Either way, culture is how things get done without conscious thinking and awareness. Sometimes we can’t pinpoint to anything in particular, yet everything is revealing to some extent.”

1️⃣What kind of humour do you see, feel and hear throughout the organisation? Is it light-hearted or dark? Is it lively or is it noticeably absent?
2️⃣When you are waiting for calls to start, is there conversation and connection time?
3️⃣Are people ready to walk out of the door or go offline as soon as it’s the end of their day?
4️⃣How do employees interact – both big and small?
5️⃣How do people deal with mistakes and failures?
6️⃣What information is shared transparently and freely?


Acknowledgment: Rishita Jones MCIPD for her commentary/questions on culture and for the infographic


#chro #culturechange #culturaltransformation #culturematters #culture

How do you Learn From Your Failures? How do we make failure less threatening to the ego? Research offers a few suggestions:

1️⃣ Observe other people’s failures
In their paper, Eskreis-Winkler and Fishbach propose removing the ego from failure as much as possible by looking at other people’s failures first, before you take on a task yourself.

2️⃣ Get some distance
If negative emotions are getting in the way of your understanding, they also suggest trying self-distancing techniques.

3️⃣ Share your own failure story
People tend to hide their own failures, out of a sense of shame, but there are ways to turn failure into success by transforming it into a story of growth.

4️⃣Recognize your successes
There are other ways to shore up your own ego. Studies consistently find that experts are better able to tolerate failure in their fields, in part because they have a past history of accomplishment and future predicated on commitment.

5️⃣ Feel the disappointment
If all else fails, try just feeling sad over your mistakes and defeats. There is a great deal of research suggesting that sadness evolved as a response to failure and loss, and that it exists in order to encourage us to reflect on our experiences.

6️⃣ Focus on the long-term goal
Often, we need to ask ourselves: Will my failures lead to rewards down the line?

7️⃣ Practice mindfulness
There is yet another reason failure often contains superior information: failure violates expectations,” Eskreis-Winkler and Fishbach write. Because people almost never intend to fail, failure can be surprising, which has the happy effect of waking up our brains—and a brain that is awake learns more than a brain that’s sleepwalking. When you feel surprised by failure, take that as a signal to be mindful and to sit with it rather than ignoring it.

8️⃣Reflect on the lessons you learned
Because failure requires more interpretation and thinking than success if we’re to learn from it

9️⃣Do less
Increasing our capacity to learn by engaging in fewer tasks that present opportunities for failure

🔟 Practice self-compassion
Many people believe that they should be hard on themselves in the wake of failure; after all, how else would you grow?

***link to the source article below & other relevant resources


Acknowledgment post based on article by JEREMY ADAM SMITH who found Research on how to overcome some emotional and cognitive barriers so that we learn from our defeats & infographic by Village: The Wholehearted School

#leadership #leadershipdevelopment #learningexperience #selfcompassion
#learningagility

In a world full of ambiguity .... a reminder of what you can control...

Acknowledgment: Cindy Kremer, BA (Hons) MHRM CHRL for original posting

I also recommend from Search Inside Yourself Leadership Institute (SIYLI) the following article: “Tips for Transitioning to Life After a Pandemic” - ***link below

#resiliency #wellbeing #emotionalintelligence #selfempowerment

What do you believe is within your control?
In a world full of ambiguity .... a reminder of what you can control...


Acknowledgment: Cindy Kremer, BA (Hons) MHRM CHRL for her original post


I also recommend from Search Inside Yourself Leadership Institute (SIYLI) the following article: “Tips for Transitioning to Life After a Pandemic” - ***link below


#resiliency #wellbeing #wellness
#emotionalintelligence #selfempowerment

How do you define leadership character?

As we wind down 2021 it is always fun to take a look back. This week I'll be sharing some of my top 20 posts, in terms LinkedIn community engagement. Here is number 9!

In our current context of the COVID-19 outbreak, the word character in relation to leadership has surfaced a lot

What exactly is character?
The lack of definitive consensus is problematic because character is a potent differentiator in leadership, especially during a major crisis. A leader’s character is vital to their ability to allay fear, move people forward, and help facilitate a solution that will benefit all of society.

Drawing upon a decade of research, scholars at the Ivey Business School at Western University assert that character is an amalgam of virtues, values, and personality traits that are embodied in an individual’s habitual behaviours.

Their research identified 11 dimensions of character and supporting behaviours (depicted in the info graphic) that are critical to good leadership: accountability, courage, collaboration, drive, humanity, humility, integrity, judgment, justice, temperance, and transcendence.


***link to additional resources in comments box below


Acknowledgment: Gerard Seijts & Ivey Business School at Western University


#leadershipdevelopment #leadership #charactermatters #culture #management #highereducation #chro #ceo

Are you your own worst critic?
In this competitive society of ours, how many of us truly feel good about ourselves?

“Can you look without the voice in your head commenting, drawing conclusions, comparing, or trying to figure something out?” ― Eckhart Tolle

Discover the Power of Self-Compassion
It’s common to beat ourselves up for faults big and small. But according to psychologist Kristin Neff, that self-criticism comes at a price: It makes us anxious and dissatisfied with our life

Researcher Kristin Neff reveals the benefits of going easy on yourself: less anxiety, less conflict, and more peace of mind in the article in the comments box below

Self compassion provides an island of calm, a refuge from the stormy seas of endless positive and negative self-judgment, so that we can finally stop asking, “Am I as good as they are? Am I good enough?” By tapping into our inner wellsprings of kindness, acknowledging the shared nature of our imperfect human condition, we can start to feel more secure accepted, and alive

Here is a question from Jacqueline to ask on a hard day when you feel there’s a lot of bad things happening around us “what if this was being done for me and not to me”?


Acknowledgment: Kristin Neff & Helen Young-McLaughlin for the Eckhart Tolle quote

#resiliency

Alexis Zahner & Sally Clarke are launching a podcast!

“The podcast is a collection of insightful, incisive conversations with the foremost thought leaders in Human Leadership, as well as CEOs and other leaders who are lighting the way forward. Raw, personal stories stand alongside profound, data-backed insight. Be ready to connect, nod, laugh and learn!” -Sally Clarke

Alexis Zahner describes the podcast as a big conversations around human-centred leadership at work and beyond.

“This is a story about you, as a Human, and a Leader. It doesn’t matter your industry, your geography, the products you sell or the services that you offer. It doesn’t matter if you’re in a corporation, or a small business, it doesn’t matter your profit margins or your official job title. Our common denominator is the same, we are humans first and leaders second. This is a call to everyone who prioritizes learning and growth to truly put Humans first in business. Human Leaders is a movement of leaders changing how we work to ensure business and humans can thrive through work. Human Leaders create workplaces where every single person feels seen, their contributions valued and their voice heard. It is about mobilizing the global leadership community to reimagine what work looks like” - Alexis Zahner

Alexis Zahner & Sally Clarke would love to hear your feedback - and if you have any suggestions for who you'd like them to interview next on the podcast!


***Links to the podcast in the comments box below


#leadershipdevelopment #futureofwork #transformationalleadership #servantleadership #leadership #learningagility #empathy #emotionalintelligence #industry40

How many hours per week do you spend in meetings? If someone told you when you were 10 years old you would be spending a significant portion of your life “in meetings” - how would you have reacted?

👉🏿According to a study by Bain & Company, organizations spend about 15% of their time in meetings and most people consider meetings to be unproductive. A whopping 37% of meetings are considered to be adding no value to the organization.

If you are looking for a “boot camp” on meeting effectiveness look no further- see Elise Keith


How often should you meet?
What Criteria should we use for Picking the Best Meeting Cadence?

Meeting frequency depends on five factors:

1️⃣Urgency & Importance
If the team pursues urgent and important goals, they need to meet often

2️⃣Stability

3️⃣Work Function
Does your team work “in the business” or “on the business

4️⃣Interdependence
How dependent are the team members on one another to accomplish their goals

5️⃣Location (or Lack Thereof)
Small teams that work together in the same room don’t need to meet much

***link to the full article below

Acknowledgment: Elise Keith

I recommend Elise Keith’s book “Where the Action Is” & her website as exceptional resources on the topic


#organizationalculture #leadership #management #agile #meetingplanning #chro

How are you building or eroding trust in relationships and learning to trust yourself?\n\n“the foundation of empowerment leadership is getting other people to trust you. That’s certainly true, but there’s one last thing you need to know. The path to empowerment leadership doesn’t begin when other people start to trust you. It begins when you start to trust yourself.” -Quote from “Begin with Trust”\n\nI read “Begin with Trust” again this week by Frances Frei and Anne Morriss and it was an excellent way to reflect on the topic of leadership and what’s essential to building trust. It had some poignant quotes:\n\n“Leadership begins not when others trust you but when you trust yourself.”\n\n“Withholding your true self puts a cap on trust and on your ability to lead.”\n\nQ: What are your favourite quotes about trust?\n\nQ: What have you learned about establishing trust or learning to trust yourself?\n\nI think we would all agree that trust is essential - it’s like oxygen in the room - if you don’t have it nothing else matters. \n\nCurious to hear from LinkedIn thought leaders: Helena Clayton Amy Edmondson David Marlow Jacqueline Arnold, PCC Dave Ulrich Melissa Carson Emily Pearson, Dip MHCC Charles Jennings Josh Bersin Mary Glowacka Mary Ann Baynton Stephen Frost Nicole Paquet Eric McNulty \n\n\nAcknowledgment: infographic by Frances Frei and Anne Morriss and original article \n\n***links to the original article in the comments below \n\n\n#leadership #emotionalintelligence #leadershipdevelopment #trust

What are the most important leadership competences?

How do you rate when it comes to leadership?

Day in and day out, you’re being evaluated as a leader. What results do you get? How do you handle tough challenges? Do you have the right skills to be an effective leader?

Wouldn’t it be nice to have a clear picture of your strengths, weaknesses, and areas to improve? Wouldn’t it help to know what leadership competencies matter most — and what you could learn to improve your future prospects?

Leadership Competencies for:

A) Leading the Organization:

1)Strategic Perspective: Understands the viewpoint of higher management and effectively analyzes complex problems
2)Being a Quick Study: Quickly masters new technical and business knowledge
3)Decisiveness: Prefers quick and approximate actions in many management situations
4)Change Management: Uses effective strategies to facilitate organizational change initiatives and overcome resistance to change


B) Leadership Competencies for Leading Others:

5)Leading Employees: Attracts, motivates, and develops employees
6)Confronting Problem Employees: Acts decisively and with fairness when dealing with problem employees
7)Participative Management: Involves others, listens, and builds commitment
8)Building Collaborative Relationships: Builds productive working relationships with coworkers and external parties
9)Compassion and Sensitivity: Shows genuine interest in others and sensitivity to employees’ needs
10)Putting People at Ease: Displays warmth and a good sense of humor
11)Respect for Differences: Values people of different backgrounds, cultures, or demographics


C) Leadership Competencies for Leading Yourself:

12)Taking Initiative: Takes charge and capitalizes on opportunities
13)Composure: Demonstrates self-control in difficult situations
14)Work-Life Balance: Balances work priorities with personal life
15)Self-Awareness: Has an accurate picture of strengths and weaknesses and is willing to improve
16)Career Management: Uses effective career management tactics, including mentoring, professional relationships, and feedback channels

Acknowledgment: Center for Creative Leadership

***link to original article in comments box below

#leadership #leadershipdevelopment #management #selfleadership #chro #ccl

“Look at other people and ask yourself if you are really seeing them or just your thoughts about them.... Without knowing it, we are coloring everything, putting our spin on it all.”
- Jon Kabat-Zinn, Wherever You Go, There You Are - Mindfulness Meditation In Everyday Life


5 Mindfulness Practices for Difficult Times

1️⃣Nurture hope with gratitude
Being grateful for all the good we experience is a first step in cultivating ongoing hope. In prayers, meditations or through exercises like journaling or having a gratitude diary, try to exercise gratitude for at least one thing, person or situation right now in your life.

2️⃣Find peace within yourself
Peace begins when we make peace with our own thoughts, emotions and bodies. And the peace we experience in ourselves is proportional to the peace we are able to offer others and the world. Find ways to access inner peace and quietude

3️⃣Exercise kindness and compassion
The perception of threats trigger the limbic system of the brain, pushing us into survival mode—a fight or flight. We see everything around us as a threat

4️⃣Cultivate equanimity
Staying mentally and emotionally balanced even in the face of great difficulty is the quality of equanimity. Whether it is through meditation, prayer, connection with community or any other activity that lends valuable perspective

5️⃣Each one teach one
Each of us have the power to transmit peace in what we share with others. All it takes is that we connect with one person, listen deeply and share ideas


***links to additional resources in comments below

Acknowledgment: Rich Fernandez & Ideapod


#emotionalintelligence #mindfulness #mindful #leadership #leadershipdevelopment #chro