Avsnitt
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Lucinda talks to Dr. Jo Burrell from Ultimate Resilience about the findings of a report on HR wellbeing, highlighting the concerning statistics showing high levels of depression, anxiety, burnout symptoms, and low wellbeing among HR professionals.
Lucinda and Jo delve into the challenges faced by HR professionals, the lack of support systems within the profession, and the importance of setting boundaries and prioritising self-care
KEY TAKEAWAYS
Prioritise your well-being and set boundaries to prevent burnout.Recognise the importance of self-awareness and monitor early warning signs of stress.Challenge the culture of silence by opening up conversations about mental well-being.Role model good well-being behaviors to inspire others to do the same.Seek support, value yourself, and do not put yourself at the back of the queue for self-care.BEST MOMENTS
“ So why aren't we valued? Is it that what we do isn't seen? Are we not sharing what's being done?"
“It's having that proactive approach I think that's crucial, really
"What we found was a significantly high number of people experiencing symptoms of depression. So we found 46% of our respondents met the clinical threshold for depression”
"I think there's a culture that is about, you know, head down and carry on. That's the general message."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda interviews Bill Banham, the founder and editor of HR Gazette magazine and host of the HR Chat podcast, who shares his extensive experience in HR tech and media, discussing his favourite interviews and guests from over 750 episodes!
KEY TAKEAWAYS
LinkedIn is a key platform where a large number of HR professionals engage with content, making it a valuable channel for sharing information.Be collaborative, engage with others on social media, offer feedback, and attend events to build a strong professional network.Participate in Disrupt HR events for a fast-paced, energetic networking experience with short, impactful talks on various HR topics.Audio podcasts are a powerful way to consume content actively, requiring dedication and focus, making them an effective medium for reaching engaged audiences.BEST MOMENTS
"I think firstly you can repurpose a lot of the content that you create. So you and I, we record episodes for our respective audio podcasts and then from there you can create soundbites."
"I think Online events are important. I think try and get your name out there, perhaps by submitting guest posts to different places. HR Gazette is always looking for guest authors."
"I've got a bunch of personal heroes who I've been lucky to interview some of those, including William Tinkup. I saw William Tinkup once present, and he used one slide and he spoke for half an hour, and he used one slide and he was amazing."
"Yeah, absolutely. Just putting yourself out there and making that effort, not just lurking, just getting out and doing it, isn't it?"
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Saknas det avsnitt?
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Lucinda delves into the topic of rethinking culture within organisations. Drawing on research and personal experiences, she explores various cultural models and frameworks including Competing Values Framework by Cameron and Quinn, the Culture Onion by Edgar Schein, and The Cultural Web by Gary Johnson and Kevin Scholes, Lucinda provides practical insights and tools for assessing and reshaping organisational culture
KEY TAKEAWAYS
The Competing Values Framework by Cameron and Quinn, which categorises organisational cultures into four types based on flexibility, stability, internal focus, and external focus, highlights the significance of aligning culture with strategy for organisational success.The Culture Onion model by Edgar Schein, focusing on visible artifacts, espoused values, underlying assumptions, and leadership behaviors underscores the role of leadership in shaping organisational culture.The Cultural Web model by Johnson and Scholes includes seven elements like organisational structures, control systems, power structures, symbols, stories, and rituals.The key steps to drive culture change, include getting leaders on board, involving employees, aligning structures and processes, and embedding the desired culture.BEST MOMENTS
"Culture is how we do things around here. It's almost a feeling. It's just what happens."
"The bottom line is much as we might want strategy to be the driver, fundamentally culture is going to be stronger."
"The visible artefacts are easy to see, but they might not necessarily represent the values and assumptions of the organisation."
"Underlying assumptions are the deepest level of the organisational culture, the unconscious beliefs, perceptions, and attitudes shared by people in the organisation."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda investigates the intricacies of the CIPD Profession Map with guest Victoria Winkler from the CIPD. The conversation explores the origins of the map, its structure, and how individuals can leverage it to enhance their professional development.
Victoria provides valuable insights into the different levels of CIPD qualifications, self-assessment tools, and the importance of continuous learning and development in the HR profession
KEY TAKEAWAYS
The CIPD Profession Map was developed through extensive research and consultation with industry experts.The Profession Map includes core knowledge, core behaviours, and specialist knowledge areas for people professionals.Individuals can assess themselves against the Profession Map to identify areas for development and growth.The CIPD continuously updates the Profession Map to ensure it remains relevant and aligned with industry standards.BEST MOMENTS
"We spent a lot of time talking to obviously both people professionals, members and non-members, business leaders, academics, industry experts, both in the UK and internationally to really determine what might it look like, what's the commonality, the themes around being a people professional."
"So we did have a, I guess, a set of professional standards. And as you might imagine, we've had a different variation of that over the years”
"So we start with the purpose of the profession at the heart of it, championing better work and working lives. Really wanting to, and that was very much the feedback that we got, was that professionals was keen to be identified with that wider purpose."
"So people analytics in particular is a specialist knowledge area. AI sits across a number of different things."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda delves into the essential steps for building a coaching culture within organizations. Joined by Jo Wright, a Speaker, Coach, and Best-Selling Author, they explore the seven steps to creating a coaching culture and the importance of coaching skills for managers.
Jo shares her insights on the significance of coaching in everyday conversations, emphasising the need for managers to adopt a coaching approach to empower their teams. The conversation highlights the benefits of coaching in enhancing performance, fostering trust, and creating a positive work environment. Through practical tips and real-life examples, the episode provides valuable guidance for HR professionals looking to implement coaching practices within their organisations
KEY TAKEAWAYS
Building a coaching culture is essential for organizations to thrive and adapt to changing environments.Coaching is not just for poor performance; it is a tool for enhancing all levels of performance from good to great.Engaging and winning hearts and minds is crucial to successfully implementing a coaching culture within an organisation.Visualising the desired culture and strategy, along with strategising and growing coaching capabilities, are key steps in the process.Sustaining a coaching culture requires continuous effort, feedback, and performance evaluation to ensure long-term success.BEST MOMENTS
"Coaching is communication, collaboration, curiosity, creativity, challenge, and change. Coaching underpins it all."
"I remember when I was a new line manager, and that really was 30 years ago, I had no idea about what people skills were."
"I often talk to people, when I'm sharing what coaching is, I ask them to share words that they think of when they think of coaching. Never, ever do I hear a negative word come."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Jo Wright LinkedIn - https://uk.linkedin.com/in/jowrightcoach?trk=public_post_feed-actor-image
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda is joined by Stella Collins, co-founder and chief learning officer of Stella Labs. They discuss the intersection of neuroscience and AI in the field of learning and development. Stella shares insights on how understanding how the brain learns can improve the effectiveness of learning initiatives.
She emphasises the importance of motivation, practice, reflection, and spaced repetition in the learning process. Stella also highlights the role of AI in creating personalised learning journeys, providing support and feedback, and tracking progress
KEY TAKEAWAYS
Understanding how learning works is crucial for both learners and learning professionals. It involves recognsing the need for learning, staying motivated throughout the learning process, receiving guidance and support, practicing and experimenting with new knowledge or skills, and applying them in real-world situations.Neuroscience provides insights into how the brain learns and changes. It highlights the neuroplasticity of the brain, its energy requirements, and the importance of sleep in consolidating learning.AI can enhance the efficiency and effectiveness of learning. It can help create content, suggest behaviours, personalise learning journeys, provide automated feedback and support, track progress, and generate relevant activities for learners.Gamification can be a useful tool in learning, but it should be optional and tailored to individual preferences. It can enhance motivation and engagement, but it is not necessary for effective learning.BEST MOMENTS
"AI can help you be highly efficient at producing rubbish. So you do need to think about what's the effectiveness we're looking at, what are we actually trying to achieve?"
"If you're a line manager who perhaps hasn't had a coaching skill or hasn't been trained on coaching, if you're given a checklist, all those stuff, here's some good questions to ask."
"Learning just isn't magic. You can't onboard people faster than their brains can actually process stuff."
"Good learning doesn't need gamification. Good gamification can sometimes help with learning."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Website: www.stellarlabs.io
twitter: @stellacollins
linkedin: https://www.linkedin.com/in/stellacollins/
Books/ publications:
Neuroscience for Learning and Development - https://www.koganpage.com/product/neuroscience-for-learning-and-development-9780749493264
Webinars pocketbook: Top Tips to ensure your meeting, presentation or training session is a virtual winner https://www.pocketbook.co.uk/product/webinars-pocketbook/
Linkedin learning programme https://www.linkedin.com/learning/using-neuroscience-for-more-effective-l-d/using-neuroscience-in-training
ABOUT THE GUEST
Stella Collins is co-founder and Chief Learning Officer at Stellar Labs and an evangelist for effective evidence-based learning. She and her team deliver world class learning solutions with impact, including a Learning Transfer platform fuelled by neuroscience and optimised by AI.
Stella is an acknowledged expert on the practical application of science-based learning to business performance and has trained thousands of professionals in more than 25 years in L&D. Her sell-out book ‘Neuroscience for Learning and Development’ is translated into 4 languages and in its 3rd edition. Her Linkedin Learning course has more than 30,000 participants. Stella engages and inspires audiences at international conferences, round table discussions, webinars, podcasts and blogs. She’s host of the ‘Mind the Skills Gap’ podcast.
Stella has a BSc in Psychology, an MSc in Human Communication, is a Fellow of the Institute of Training and Occupational Learning, founder of the Brain Friendly Learning Group and one of the Brain Ladies.
Stella wants ‘A world where every minute spent learning is worth it!’
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda is joined by Cat Wildman, founder of Powered by Diversity, to discuss practical strategies for implementing diversity and inclusion (EDI) initiatives in organisations.
They emphasise the importance of starting from the bottom and engaging the entire leadership team in the process. Kat explains how their platform helps HR teams assess their organisation's current state of EDI and gather valuable data from employees. They also discuss the benefits of addressing EDI, such as attracting and retaining diverse talent and enhancing employer brand
KEY TAKEAWAYS
Engaging the entire leadership team in the process is important to ensure that diversity and inclusion efforts are integrated into all aspects of the organisation.Collecting data from employees through surveys can provide valuable insights into their experiences and perceptions of inclusion.Taking action on low-hanging fruit and quick wins can demonstrate a commitment to diversity and inclusion and show employees that their feedback is being heard.Recognise that diversity and inclusion efforts are a long-term strategy and focus on making sustainable progress over time rather than seeking quick fixes.BEST MOMENTS
“As a scientist and technologist, I would always, prepare my data so prepare the experiment, what do we want to do. What is the situation now is the first thing, and how do we want to influence it is the second thing."
"We had an organisation where they did have an issue where there was such a white organisation, they found it really hard to attract talent of colour, they weren't getting any applications, and so we did a really specific piece of work for them and researched that specifically with a group of people of that demographic."
"We try and get people to have that balance of, show that you're doing stuff, talk about the data regularly, reference it in all of the presentations that you do quarterly or in your all hands meetings, talk about, right, we did the assessment, This is the Powered by Diversity section”
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Cat Wildman - https://uk.linkedin.com/in/catwildman
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda is joined by Miles Bonnell of Milo HR to discuss how to create a winning talent culture or acquisition strategy, with a focus on small and medium-sized enterprises (SMEs).
They emphasise the importance of understanding and aligning with the company's culture, being honest with candidates about the current state of the business, and setting clear expectations. They also explore the role of technology, such as applicant tracking systems (ATS), in automating processes and improving efficiency.
KEY TAKEAWAYS
Understanding and aligning the company culture is crucial for creating a winning talent acquisition strategy.Utilising technology, such as applicant tracking systems (ATS), can automate processes and save time in recruitment.Job boards like Indeed and LinkedIn can be effective for attracting candidates, but it's important to track the return on investment and consider niche job websites for specific industries.Creating killer questions and using video technology can help sift through candidates more efficiently.BEST MOMENTS
"I think the foundation for a good recruitment process is looking at what's happening in-house with your teams in terms of the culture, how you're retaining your staff, how your employees feel."
"Different candidates align to different types of roles. If you know that your culture isn't exactly where it needs to be, then you need to find someone that's going to come in and help change that culture."
"The real role of a job description is so that the candidate can understand exactly what's good looks like for their role, what they're measured against in terms of the kind of performance indicators."
"AI is really supporting with automation around how candidates apply and how businesses can deliver talent acquisition."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Miles Bonnell LinkedIn - https://uk.linkedin.com/in/milesbonell
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda flies solo this time to discuss various themes related to well-being, drawing from recent research findings from the CIPD and Oxford University.
She explores the effectiveness of well-being initiatives, highlighting the need to focus on structural aspects of work that contribute to well-being rather than relying solely on superficial interventions. Lucinda also emphasises the importance of measuring the return on investment of well-being strategies and suggests using metrics such as employee engagement and work-life balance
KEY TAKEAWAYS
Well-being initiatives may not always have a significant impact on employee well-being or job satisfaction, according to a study by Oxford University.It is important to focus on the structural aspects of work that contribute to well-being, such as reducing stressors and improving manager support.Return on investment (ROI) for well-being initiatives should be measured through metrics like employee engagement, work-life balance, and sickness absence.Financial well-being is a growing concern, and employers should consider offering support and resources in this area.BEST MOMENTS
"A large-scale Oxford University study... showed no statistical impact on well-being or job satisfaction from a series of well-being interventions."
"Well-being is not just let's do some stress management training, let's give everybody the Headspace app. It is much, much broader and so it's looking at dealing with the stressors from the ground up."
"Lower paid and unskilled workers were more at risk [of financial distress]."
"Make sure you know what you need to do to recharge or renew... If you are just re-renewing in all of those areas, then that's actually going to make a difference."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda welcomes Dr. Neha Sangwan, an engineer turned medical doctor and executive coach, who specialises in addressing the global epidemic of burnout and shares her insights on well-being and avoiding burnout on a grand scale.
Dr Sangwan discusses her personal experience with burnout as a doctor and the lack of awareness and training in the medical field, emphasising the importance of self-awareness and listening to our bodies' signals to prevent burnout. She also highlights the six drivers of personal and organisational fit that contribute to burnout and offers strategies for creating a culture of well-being in the workplace
KEY TAKEAWAYS
Recognising the early signs of burnout is crucial in preventing it from escalating into a crisis.It is important to prioritise self-care and listen to the signals our bodies are sending us.Workload, control, recognition, community, fairness, and meaning are the six drivers that determine personal and organisational fit and can contribute to burnout if not addressed.Creating a culture of trust, transparency, and collaboration is essential in promoting well-being and preventing burnout.Individual well-being is interconnected with organisational well-being, and both should be addressed to create a healthier work environment.BEST MOMENTS
"What I am proposing is in parallel to the crisis management, that we also use this as a wake up call to ask them, What strategies have you been using that you've outgrown that are no longer useful for you?"
"Your body's talking. The question is, are you listening?"
"If you want to solve it and you want to up level how you function, you have to get to the root cause of where you're having a net gain or a net drain of energy on a physical, mental, emotional, social, and spiritual level."
"We're a world looking for trust again, in ourselves and in each other. And if leadership is not modeling this, and that's why you got to make it safe."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Intuitive Intelligence - https://intuitiveintelligenceinc.com/
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda welcomes Gethin Nadin, an expert in workplace well-being, to discuss the current state of well-being strategies in organisations and the need for a more holistic approach.
Gethin shares insights from his research and emphasises the importance of organisational culture and personal responsibility in promoting well-being. They also delve into the impact of AI on well-being and productivity in the workplace
KEY TAKEAWAYS
Well-being strategies should focus on inclusivity and organisational structure, rather than solely relying on purchasing well-being platforms or tools.Low-intensity well-being interventions, such as providing skills and education to support a healthier lifestyle, can have a significant impact on overall well-being.Organisations should prioritise creating a culture of well-being and personal responsibility, where employees are encouraged to take care of their well-being for both personal and business success.AI technology can play a role in removing administrative tasks and providing personalised support, but it should be used in a way that enhances the human experience at work, rather than diminishing it.BEST MOMENTS
"The pandemic was clearly a watershed moment for well-being."
"I think the more we talk about mental health, we risk normalising it too much."
"The more you can help somebody deal with what's going on in life, the better they will bring that great stuff to work”
"I think we need to have more vulnerability at management level."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Gethin Nadin - https://uk.linkedin.com/in/gethinnadin
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda welcomes mental health consultant Petra Velzeboer to discuss the importance of prioritising mental health in the workplace. They explore the signs of burnout and the 12-stage process that leads to it, emphasising the need for prevention and self-awareness.
Petra shares practical tips for managing stress, including setting boundaries, reevaluating values, and addressing digital well-being. They also discuss the impact of meeting culture and inefficiencies in the workplace.
KEY TAKEAWAYS
Prevention is important, as burnout can take a long time to recover from.The 12 stages of burnout include proving oneself, working harder, neglecting needs, displacing conflict, revising values, denying the problem, withdrawal, behavior change, inner emptiness, depression, and burnout.It is important to prioritise one's own well-being and create boundaries in order to manage stress effectively.Taking control of digital well-being and reevaluating meeting culture can also contribute to reducing stress and increasing productivity.BEST MOMENTS
"We're seeing a lot of real issues these days around topics such as burnout, working culture, things like that."
"What we do know is that when you hit full-on burnout, it can take up to two years, sometimes more, to fully recover."
"The best thing for your wellbeing might be to have the difficult conversation you've been putting off."
"It's about community, laughter, connection."
"We need to unlearn a few things in order to create space for innovation and creativity."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Petra Velzeboer - https://www.petravelzeboer.com/
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda interviews Jill Aburrow from Heartfelt HR to discuss the challenging topic of managing redundancy. With nearly 30 years of HR experience, Jill specialises in advising on redundancy issues and has written a book called "Redundancy with Love."
They explore the importance of managing redundancy sensitively and positively, emphasising the need for clear communication, empathy, and support for both those being made redundant and the survivors.
KEY TAKEAWAYS
Managing redundancy requires expecting unexpected reactions from employees. People may respond in various ways, such as bursting into tears, cheering, or feeling in denial. It is important to be prepared for different emotional responses.Managers should deliver the redundancy message with empathy and clarity. While it is essential to show understanding and support, it is equally important to provide concise and straightforward information about the situation. Avoid over-explaining or over-empathising, as it may distract from the main message.Redundancy communication should be done by managers, as they have a closer relationship with the affected employees. However, HR support should be available to provide guidance and assistance to managers during the process.Consultation and communication should not be limited to a single meeting. It is recommended to have multiple meetings to ensure that employees fully understand the situation and have the opportunity to ask questions. Follow-up in writing is also important to provide a reference for employees to refer back to.BEST MOMENTS
"The most common reaction of all is denial, is people just don't accept that it's happening to them."
"The manager needs to have somewhere they can offload because it's really difficult to have these conversations and so a group of managers who are all doing it have a peer group where you can just go and talk about some of the reactions you've had or just offload it."
"It's a difficult balancing act to get the messaging right”
"The empathy is a difficult one as well because what you must steer clear of is trying to be too sympathetic and saying, isn't it awful? You know, this is terrible that you're going through this."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Heartfelt HR - https://www.heartfelthr.com/CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda interviews Samreen McGregor, an executive coach and author of the book "Leader Awakened”, about the topic of embracing adversity and trauma in the workplace.
Samreen shares her insights on how individuals and organisations can use adversity as a catalyst for empowerment and well-being, rather than sweeping it under the carpet. They explore the impact of trauma on performance and happiness, and discuss practical strategies for recognising and addressing trauma in the workplace
KEY TAKEAWAYS
Taking the time to reflect on one's own experiences and understanding how they may influence behaviour and reactions is crucial. This self-awareness can help individuals navigate difficult situations and build healthier relationships.Building trust and creating an environment where open communication is encouraged is essential. This allows individuals to feel safe sharing their experiences and challenges, leading to better understanding and support within the team.It is important to prioritise self-care and find a balance between work demands and personal well-being. This may involve creating routines or habits that support mental and physical health, such as engaging in calming activities like yoga or meditation.Recognise and challenge automatic responses and patterns that may stem from past traumas or experiences. By consciously breaking these patterns, individuals can create healthier and more productive ways of interacting and responding to stressors in the workplace.BEST MOMENTS
"We all as human beings are the same, despite many labels that we use in corporate environments to help us understand who we are."
"The narrative is not just more present, but it's far more immediate and it's quite extreme."
"The impact of poor mental health on the economy, as well as the consequences societally will be huge."
"The big point I'm making there is to create the space... and make sure that you've got a balance of them."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected] Samreen McGregor - https://uk.linkedin.com/in/samreen-mcgregor-104110
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda interviews Zena Everett, a speaker on leadership and productivity and author of the book "The Crazy Busy Cure."
They discuss the growing issue of busyness and stress in the workplace, particularly in the context of hybrid working. Zena shares her insights on the impact of personality traits, such as perfectionism and people-pleasing, on productivity. They also explore the importance of clarity of purpose, effective time management, and creating a culture that supports productivity.
KEY TAKEAWAYS
Certain personality traits, such as perfectionism, people-pleasing, and a tendency to take on too much, can contribute to feeling constantly busy. Being aware of these traits and finding strategies to manage them can help individuals become more productive.Create a culture of psychological safety: It's important to create a work environment where individuals feel safe to voice their concerns, ask for help, and challenge ineffective practices. This fosters open communication and allows for discussions about meeting etiquette, email overload, and other factors that contribute to busyness.Encouraging employees to have dedicated time for deep work, where they can focus on important tasks without interruptions, can lead to increased productivity and a sense of accomplishment. Getting into a state of flow, where individuals are fully absorbed in their work, can also boost productivity and well-being.Bring back lunch breaks and social interactions: Encouraging employees to take proper lunch breaks and engage in social interactions can help foster a sense of connection and reduce feelings of overwhelm.BEST MOMENTS
"I think we're in that parent-child relationship where people are almost... Spoon-feeding is unfair, but I think you know what I'm trying to say."
"So they had a few hours in the morning to actually do the work. And that worked for everybody because they felt more in control."
"But it's really tricky, though, for some people who are naturally unselfish or perfectionist because you're actually going against the grain almost."
"So, you know, that's what I was going to say, it feels a bit meh sometimes, doesn't it? It's all a bit meh."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Zena Everett - https://www.zenaeverett.com/CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda interviews Katy Walton from Make Real Progress, with a focus upon learning and development, particularly for HR professionals who may not have a background in L&D. Katy shares her expertise in helping HR professionals feel more comfortable and confident in handling training and development responsibilities.
They discuss the challenges HR professionals face in understanding the possibilities of L&D, diagnosing training needs, and creating effective learning experiences. Katy provides practical tips and insights on designing training courses, maintaining energy, and incorporating different learning methods
KEY TAKEAWAYS
Many HR professionals may feel lost or unsure about L&D because they have only experienced it as traditional training workshops. There is a need to educate HR professionals about the broader possibilities and potential of L&D.L&D should be seen as a strategic enabler that can raise performance, engagement levels, and retention within an organisation. It is not just about delivering training workshops but about understanding the specific needs and context of individuals and designing tailored learning experiences.Traditional training courses are not always the most effective or efficient way to facilitate learning. There are various alternative methods and approaches, such as virtual reality, action learning sets, digitised learning journeys, learning experience platforms, and artificial intelligence, that can be utilised to enhance learning experiences.When designing a training course, HR professionals should focus on the desired outcome, understand the participants' background and experience level, prioritise content, and consider different ways to engage learners, maintain energy, and provide ongoing support and reinforcement after the trainingBEST MOMENTS
"There's a lot of educating to do about what the art of the possible is with learning and development."
"It's not a one size fits all. And I think sometimes we're doing ourselves, the participants and the businesses disservice if we just think, right, here's a one size fits all thing that everybody goes through in exactly the same way”
"It's much harder to help people to explore and come to that realisation on their own through an activity or learning and then to draw that out and reinforce it and make sure that everybody gets that same learning, but they've got it more powerfully than you just telling”
"It’s about engaging people before the workshop even starts. But it doesn't finish when it ends. We also need to be thinking about what next, how to follow up with people, how to support them, how
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Email address: [email protected]
Website: https://makerealprogress.co.uk/
The Progress Place: https://www.facebook.com/groups/theprogressplace Linkedin: https://www.linkedin.com/in/katy-walton-make-real-progress/CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda explores the topic of AI in HR with guest Brandon Stevens, founder and CEO of Scouter. They discuss the role of AI in recruitment and talent management, highlighting the challenges and limitations of current AI systems.
Brandon also focusses upon the importance of accurate and comprehensive data inputs for AI to be truly predictive and prescriptive, introducing the concept of creating internal talent marketplaces and shifting from a position-based to a skills-based model.
KEY TAKEAWAYS
AI in HR is often used as a buzzword, but it is important to understand what it actually means. AI stands for artificial intelligence and it can be used in HR to analyse data and find patterns.The current use of AI in HR tends to focus on descriptive data rather than predictive or prescriptive data. This means that AI is often used to match keywords and buzzwords between job descriptions and resumes, but it may not accurately predict performance or suitability for a role.To make AI more effective in HR, it is important to improve the inputs and training of the models. This includes using a skills-based model rather than a position-based model, understanding the transferability and correlations between skills, and incorporating behavioural science and soft skills into the analysis.AI can be used in various areas of HR, not just recruitment. For example, it can be used to create internal talent marketplaces, improve talent mobility, and enhance performance reviews. It can also help organisations and individuals better understand each other and identify opportunities for growth and development.BEST MOMENTS
"You cannot put a Band-Aid on this and truly fix it. Also, simultaneously, any AI that is true AI, machine learning, natural language processing, will not work until this methodology is transformed."
"The younger demographic have a different expectation of experience. They come from a much more engaged world. And again, not everyone's the same. But my point is that the demographic challenge, not only are we producing less talent, if you will."
"You have to introduce this and get buy-in, obviously, from leadership down to your employees. But in HR, I always start to look at this because simultaneously what this actually does as well is it consolidates your HR tech stack, right?"
"Make no mistake, this will be standard procedure within the decade. I think educating yourself around this as a human resource leader is the number one thing you should do, is get a better understanding about what's coming and how to prepare for it."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Scoutr Main Site:https://www.scoutr.team/
Scoutr for Employers Only:
https://www.scoutrmarketplace.com/
Scoutr for Job Seekers:
https://www.myscoutr.com/
Brandon LinkedIn Page:
https://www.linkedin.com/in/brandonstevens-teambuilder/
Scoutr LinkedIn Page:
https://www.linkedin.com/company/scoutrapp/
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda welcomes Fay Wallis, the host of the HR Coffee Time podcast and a career and executive coach. Fay shares her insights on the five recurring pain points that HR professionals often face, including time management, being strategic, building confidence, feeling undervalued, and dealing with difficult people.
Fay also talks about the importance of self-awareness, growth mindset, and taking control of one's own career, offering practical tips and tools to overcome these challenges and thrive in the HR profession
KEY TAKEAWAYS
Time management is a recurring challenge for HR professionals, as they often feel overwhelmed and struggle to find time for important tasks and projects.Being strategic is another common pain point for HR professionals, as they may feel unsure about how to develop and implement effective strategies for their organisations.Confidence is a significant issue for many HR professionals, as they often doubt their abilities and feel insecure in their roles.Feeling undervalued is a challenge that HR professionals face, whether it's feeling unappreciated in their current role or perceiving that the HR function is not as valued as other departments within the organisation.BEST MOMENTS
"HR is such an important function and it's so in demand and it's so busy because you can be as planned and as organised as you want to be but unfortunately there's always going to be a firefighting element."
"Often people will feel really frustrated like I really wanted to get an HR strategy or a people plan done this year but I just don't seem to have done it because I'm constantly busy throughout the day."
"I think you've absolutely hit the nail on the head. That's probably the one key message I would love everyone to take away for their careers, which is you have way more control than you realise a lot of the time”
"So often it can take a little bit of bravery if they're really finding this person challenging. Actually one of the really good solutions is to start investing more time in, start investing, spending more time with that person and really getting to know them."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
The HR Coffee Time Podcast - https://brightskycareercoaching.co.uk/hr-coffee-time-podcast/
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda is joined by HR expert Jim Moore from Hamilton Nash, who discusses the challenging task of conducting investigations into tricky people problems.
Jim shares his experiences and provides valuable insights and tips for HR professionals and managers who may find themselves in the position of investigating sensitive allegations or grievances. From dealing with high-profile cases to navigating the balance of probability, Jim emphasises the importance of creating a safe and inclusive culture, training investigators, and seeking external support when necessary.
KEY TAKEAWAYS
Investigating tricky people problems requires a skilled and impartial approach. It is important to have a neutral investigator, especially when dealing with sensitive allegations or high-profile individuals.The majority of investigations rely heavily on narrative-based interviewing techniques, as most allegations are based on personal accounts and anecdotes. Building rapport with individuals and encouraging open communication is crucial in gathering information and identifying inconsistencies.Balancing factual evidence and narrative-based information is essential in reaching a conclusion. While factual evidence may only make up a small portion of the investigation, it can provide important insights and support the overall findings.The standard of proof in workplace investigations is the balance of probability, rather than the criminal standard of innocent until proven guilty. As long as there are reasonable grounds and a reasonable investigation has been conducted, disciplinary actions can be taken based on the balance of probability.Creating a positive and inclusive culture is key to preventing workplace issues and grievances. HR departments should focus on managing the culture at all levels, ensuring that unacceptable behaviors are not tolerated and that employees feel safe to speak up without fear of recrimination. Training investigators and providing support for neutrality can also enhance the effectiveness of investigations.BEST MOMENTS
"There's no formula, there's no algorithm. And so you really can get into diagnosing what went on, figuring out what the narrative is, how did we get to where we are, and hopefully trying to find a route to resolution."
"Most of the things that I get involved in typically involve very sensitive allegations and or very senior people… They need to have the perception of impartiality and independence."
"As long as you tick all of those reasonable boxes, then yes, your actions would probably be supported."
"One of the big problems with grievances and formal complaints is that there's a winner and a loser… The working relationship remains damaged. Someone always comes away unhappy."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE GUEST
JIM MOORE
Background and landscape - Recent cases of bosses and high-profile figures behaving badly (BP CEO/McDonald’s sexual harassment/CBI/Dominic Raab)Why Jim Moore gets called in - the reasons why HR Directors want someone independent to investigate: conflicts of interests; impartiality; not wanting HR departments investigating their own boss.Practicalities - how the investigation works, how Jim interviews senior leaders, tricks he uses to get to the truth Lack of a specific allegation or witness - what companies should do when their vague concerns or staff rumours (ie Russell Brand/McDonald’s), but no smoking gun. Dangers of problems being ignored and swept under the carpetAnonymous anecdotes (Jim can talk in general terms about these cases, but they are real people who cannot be identified) - the senior exec accused of pleasuring themselves on a video call; CEO and COO accused of harassment and bullying; C-suite exec accused of sending commercial information to their own personal emailOutcomes - what are the resolution options, the difference between a decision and mediation, how many cases avoid legal process, and how to make sure the outcome is legally robust.Hamilton Nash is an HR consultancy specialising in employee relations that loves helping businesses solve their ‘people problems’. For more information visit www.hnis.co.uk
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
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Lucinda is joined by Victoria Lewis-Stevens, MD at United Culture, to discuss the importance of purpose over perks in organisations. They explore how organisations can add greater value during a downturn by focusing on purpose and engaging employees.
Victoria shares her expertise in helping businesses articulate their culture and align it with their purpose, and talks about the role of line managers in driving engagement plus the need for organisations to invest time and effort in supporting and empowering them.
KEY TAKEAWAYS
While fair pay is important, employees are more engaged and motivated when they connect with the purpose of the organisation. When individuals can align their personal values with the values and purpose of the organisation, it creates a sense of meaning and fulfillment.Organisations need to clearly define their purpose and ensure that it is communicated in a compelling and meaningful way. This involves telling the story of the organisation's purpose and helping employees understand how their individual roles contribute to that purpose.HR professionals should review policies and procedures to ensure they align with the organisation's purpose. Policies should be seen as frameworks that enable line managers to make decisions that reflect the purpose and values of the organisation, rather than rigid rules that restrict flexibility.Employees value recognition for their contributions, and this can be as simple as a genuine thank you. Continuous learning and personal development opportunities are also important, and organisations can provide these through various means such as job shadowing, job swaps, or buddying programs.BEST MOMENTS
"You tend to get attracted to the brands and to the organisations that are out there talking about the difference they make in the world."
"I think the secret and the key thing is it doesn't matter almost what the purpose, what the mission, what the values, what the strategy is of an organisation, it's how does the individual role connect to that."
"I think most people, if they're engaged and they're in the organisation and they feel like their personal values reflect and support an organszation's purpose, most people are sensible enough to recognize, I can't have it my own way."
"I think line managers and leaders are a very underserved community in large organisations with huge roles and huge influence."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.changesuperhero.com
www.hruprising.com
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE GUEST
Victoria is passionate about the impact employee and customer engagement can have on driving business growth and performance. She founded United Culture in 2019, prior to this she was managing partner at comms consultancy Instinctif Partners.
At United Culture, Victoria helps some of the most recognisable brands in the world, including Bacardi Ltd, Marriott International, to develop compelling engagement strategies. She specialises in helping businesses engage their people during periods of significant change, turning them into growth drivers and brand advocates.
https://www.linkedin.com/in/victoria-lewis-stephens-70277720/
https://www.unitedcultureco.com/
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/Email: [email protected] In: https://www.linkedin.com/in/lucindacarney/Twitter: @lucindacarneyInstagram: @hruprisingFacebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
- Visa fler
