Episodes
-
Lucinda welcomes back Gary Cookson from Epic HR to discuss his upcoming book, "Making Hybrid Working Work." They delve into the current landscape of hybrid working, exploring why some organisations are pushing for a return to the office while others successfully embrace hybrid models.
Gary also highlights the demographic factors influencing leadership decisions and the importance of trust in managing remote teams.
KEY TAKEAWAYS
Organisations that are struggling with hybrid working often haven't fully committed to making it work. Successful hybrid models require genuine effort and adaptation rather than superficial adjustments. The push for a return to the office is often driven by senior leadership teams that may not represent the broader employee demographic. This lack of diversity in leadership can skew perceptions of what works best for the workforce. Managers who have traditionally operated in face-to-face environments may struggle with trust in remote settings. Effective hybrid management requires unlearning old habits and developing new skills to foster trust and engagement. Establishing a management contract between managers and employees can clarify expectations and support needs. This approach encourages open communication about how individuals prefer to be managed in a hybrid environment.BEST MOMENTS
"The common theme... is that they haven't really tried to make it work in the first place... they haven't really put a lot of effort into it."
"The people who are making these decisions... do tend to be white, middle-aged male. And that does seem to be driving the return to office mandates."
"It's almost lazy in that sense, like you have to work slightly harder to be lazy."
"What you think hybrid work is, is different than anybody else listening to this. And that's because your context matters."
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]
Epic HR - https://epichr.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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda is joined by Rob Lion, from Black River Performance Management to discuss the critical elements of fostering intrinsic motivation and performance in the workplace. Rob, a full-time professor and expert in human resource development, emphasises the importance of understanding human behaviour, the psychological factors that influence motivation, and introduces the "CAR" model, which focuses on competency, autonomy, and relatedness as key drivers of intrinsic motivation.
KEY TAKEAWAYS
Effective performance management requires a deep understanding of human behaviour and motivation. Organisations often fail to implement sustainable solutions because they overlook the psychological aspects of employee engagement.
High-quality intrinsic motivation is driven by three key elements: competency (the ability to perform tasks effectively), autonomy (the independence to make choices in work), and relatedness (the sense of connection with others). Addressing these needs can enhance employee motivation and performance.
Miscommunication and differing interpretations of terms like "motivation" and "engagement" can hinder organisational effectiveness. It's crucial to establish a common language and understanding among team members to foster better communication and collaboration.
Organisational culture will develop either intentionally (by design) or unintentionally (by default). Leaders must actively cultivate a positive culture that supports intrinsic motivation and employee well-being to ensure long-term success.
BEST MOMENTS
"Work should fuel the human spirit and not drain it, focusing on performance but not at the expense of the employee experience."
"The secret of high performance in people is that we might have the best process, but if people haven't bought into it, humans make things fail."
"High quality, intrinsic motivation requires three different elements: competency, autonomy, and relatedness."
"It's easier for me to tell you, you need to get this done, as opposed to having a conversation that moves us into this alignment category."
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
Dr. Rob Lion is a professor of human resource development at Idaho State University. He specializes in culture, leadership development, strategy, and organizational performance. In addition to his teaching and research, Rob and his wife, Angie Lion, own Black River Performance Management (www.blackriverpm.com). With over 20 years in leadership and organizational development, he is recognized as a visionary leader who promotes actionable science-backed solutions for individuals and organizations.
Rob is a dynamic speaker and consultant who understands how to integrate the theory and teachings of best practices into organizational practices, resulting in strategic and sustainable improvement solutions. Rob provides expert guidance to clients, addressing their "people" needs, obstacles, and opportunities. Rob’s work aims to demystify the process of leading others.Black River's motto is "Work should fuel the human spirit, not drain it!"
Links
www.blackriverpm.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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Episodes manquant?
-
Lucinda is joined by employee relations expert Emma Hogan to explore the intricacies of workplace investigations. Emma shares her extensive background in HR, detailing her journey from retail graduate to running her own consultancy specialising in complex investigations.
Together they examine the importance of conducting thorough and empathetic investigations, especially in light of recent legislation aimed at preventing workplace harassment
KEY TAKEAWAYS
Investigations are increasingly critical in organisations due to heightened scrutiny and new legislation, such as the duty to prevent sexual harassment in the workplace. Properly conducted investigations can help organisations avoid legal pitfalls and ensure a fair process. While line managers are often tasked with conducting investigations, they may lack the necessary training and time. Organisations should consider having dedicated HR personnel or external experts to handle complex investigations, especially in sensitive cases. Maintaining open and transparent communication with employees throughout the investigation process is essential. Regular updates and welfare checks can alleviate anxiety for those involved and ensure they feel supported. Providing training for managers and HR personnel on how to conduct investigations is crucial. This training should cover legal aspects, evidence gathering, questioning techniques, and best practices to ensure investigations are thorough and fair.BEST MOMENTS
"I think just a combination probably of a really good judgment in difficult situations... coupled with a degree of empathy. It's really important that they don't get forgotten about during the investigation process."
"Investigations have been in the news in the past couple of years far more than they have been before... where investigations haven't been done properly."
"If you're going to ask your line managers to conduct investigations, you've really got to make sure that you're providing them with some robust training regularly."
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
Emma Hogan is founder of EHHR Ltd, a consultancy providing employee relations expertise to organisations requiring specialist support or independent input. With over 25 years’ experience in HR, Emma built her ER expertise working for organisations across a broad spectrum of industries and working environments, many of whom are household names.
Emma is passionate about helping organisations succeed by managing people in the right way, and has extensive experience in investigating and resolving complex, high risk people issues. She is about to launch a new collaborative venture – J&Em Training Ltd, providing employee relations training to managers and HR, where Workplace Investigation training is the core product and ensuring a positive employee experience is key.
https://www.linkedin.com/in/emma-hogan-550800b/
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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda is joined by Karen Skidmore, a business growth strategist and embodied business mentor, to discuss the importance of embracing our natural energy cycles for enhanced productivity.
Karen shares her personal journey through burnout and the transformative practices she adopted, such as sound healing and embodiment, to reconnect with her body and intuition.
KEY TAKEAWAYS
Recognise that productivity is not solely about time management; it's about managing energy. Understanding and aligning with natural energy cycles, such as circadian rhythms and seasonal changes, can enhance productivity and well-being.
Slowing down can lead to greater success. Taking time to reflect and connect with oneself can help individuals make better decisions and avoid burnout, ultimately leading to improved performance.
Be aware of physical and emotional signs of stress and burnout, such as chronic fatigue, digestive issues, and emotional disconnection. Acknowledging these signs early can prevent more severe health problems.
Explore various holistic practices, such as sound healing, embodiment movement, and energy tracking, to reconnect with your body and reduce stress. These practices can help individuals find balance and improve their overall health.
BEST MOMENTS
"Slowing down absolutely does speed our success up. It’s about recognising that the way we work can negatively impact us."
"We often accept burnout as a rite of passage, ignoring the red flags our bodies are telling us."
"It feels like understanding yourself is a key part of productivity, not just time management."
"When we start to harness our mother nature seasons, we recognise there are different energies for different tasks."
"Being kind to ourselves improves our health. We cannot keep up with the productivity expectations placed upon us."
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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda is joined by Neil Thompson, founder of Teach the Geek, to explore how technical experts can enhance their presentation skills.
Drawing from his own experiences as a former engineer in the medical device industry, Neil shares insights on the common pitfalls technical professionals face when communicating with non-technical audiences, such as the overuse of jargon and a lack of empathy for the audience's understanding
KEY TAKEAWAYS
Use plain language and avoid technical jargon or acronyms that non-technical audiences may not understand. Instead, opt for simpler terms and analogies to convey complex ideas. Remember that not everyone has the same technical background. Consider the perspective of your audience and tailor your message to their level of understanding. Incorporate storytelling into presentations to make technical information more relatable and engaging. This helps the audience connect with the material and understand its relevance. Clearly define what you want your audience to do after your presentation. Start with the desired outcome in mind and structure your content to lead to that conclusion.BEST MOMENTS
"Technical jargon is a big issue. We assume non-technical people know these words, but a lot of times they don’t. We should use more analogies and simpler words to communicate effectively."
"If you're the technical person, you may not see it as part of your job to do that translation. It’s not until you want that promotion that you realise the importance of communication."
"Storytelling is really important. If you want people to follow what you're saying, couching technical data in the form of a story can help non-technical people understand."
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]
Teach The Geek - https://teachthegeek.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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda discusses the upcoming book series "Six Minute Smarts," set to be published on November 5, 2024, by Practical Inspiration Publishing. The series aims to help individuals coach themselves in various business skills, including effective change management.
Drawing from the her previous work, Lucinda outlines a structured approach to understanding and implementing change over ten days, emphasising the importance of emotional intelligence, strategic thinking, and effective communication
KEY TAKEAWAYS
Understanding and mastering one's own emotions is crucial for effective change management. Courage is also essential for challenging the status quo and confronting resistance.
Recognising the necessity of change and understanding the bigger picture helps in motivating others and gaining their support. Utilising frameworks like Richard Beckhard's change equation can aid in assessing the need for change.
Communicating change effectively requires both quantity and quality. Building a coalition of allies is important for successful change implementation, as no change agent can succeed alone.
Different personality types respond to change in various ways. Recognising these differences can help tailor communication and support to ensure that all team members are engaged and committed to the change process.
BEST MOMENTS
"The bottom line is, I know everybody's realising that change is constant, but reality is that organisations still don't know how to manage it effectively."
"To be a change superhero, we need to have courage to stand up and be counted. It may mean challenging the status quo."
"Communication is not just quantity but quality. We need to make sure we are congruent with the way we communicate."
"It's about helping people really clearly see that vision and also breaking it down into manageable steps."
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] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda is joined by Dr Anna Eliatamby, a clinical psychologist and executive coach with extensive experience in leadership and organisational development. Anna shares her unique journey, which includes working with the UN and developing mental health strategies across 47 countries.
Anna and Lucinda talk about the importance of self-care for leaders, recognising and addressing workplace toxicity, and the need for collective accountability in fostering a healthy organisational culture
KEY TAKEAWAYS
Leaders must recognise their own stress signals and negative habits to effectively manage their well-being and support their teams. This includes taking time for self-reflection and understanding personal stress triggers.
Addressing toxicity in the workplace requires leaders to openly acknowledge issues and involve the entire organisation in finding solutions. This includes praising positive behaviours and being transparent about the need for change.
Organisations should actively seek input from employees regarding their well-being needs rather than imposing interventions. Tailoring programs to what staff actually want can lead to higher engagement and effectiveness.
Toxic behaviours often stem from learned coping mechanisms rather than intentional malice. Leaders should focus on helping individuals understand and change their behaviurs through constructive feedback and support.
BEST MOMENTS
"A lot of my life has happened by chance rather than by design. I was very clear in my teenage years I wanted to study psychology."
"If you don't factor in the politics and the negativity alongside the positivity, you're never going to get your work done properly."
"HR are very caring of other people, but put themselves last in their own well-being quite often."
"People will bring in well-being interventions without actually asking staff whether this is what they want and need."
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]
Anna Eliatamby - https://healthyleadership.world/about-us/
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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda is joined by special guest Susi Miller from eLaHub about the critical topic of accessibility in e-learning. Susi discusses the importance of making digital learning content accessible to individuals with various disabilities and access needs, as well as the Web Content Accessibility Guidelines (WCAG) and how these standards apply to e-learning, highlighting common pitfalls and best practices for creating inclusive learning experiences
KEY TAKEAWAYS
Accessibility goes beyond traditional views of disability, encompassing various access needs, including visual, auditory, motor, and cognitive impairments. It's essential to consider all types of disabilities when creating digital content. The WCAG guidelines serve as a benchmark for making digital content accessible. Organisations often aim to meet WCAG AA level, which includes 56 standards. The latest version, WCAG 2.2, introduced nine new standards to improve accessibility. Creating inclusive learning experiences benefits all learners, not just those with disabilities. Using clear language, providing alternatives to common interactions (like drag-and-drop), and ensuring content is engaging for everyone enhances the overall learning experience. Conducting audits and providing training on accessibility empowers organisations to create their own accessible content. This approach focuses on practical remediation and understanding the specific authoring tools used in creating learning materials.BEST MOMENTS
"Accessibility is very often what people mean when they're talking about how do we make our content accessible to these particular standards."
"If you're just looking at those accessibility standards, what you're not doing is looking at the learner experience."
"It's very easy for someone to say yes to being WCAG compliant, but you need to look deeper."
"The misconception that accessible content is not as good as non-accessible content is something we still have in our industry."
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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda discusses the important topic of neurodiversity with independent consultant Amanda McEvoy. With over 20 years of experience in the health sector and a personal connection to neurodiversity through her family, Amanda shares her insights on the challenges and strengths associated with conditions like autism, ADHD, and dyslexia.
The conversation delves into the unique ways neurodiversity presents, particularly in females, and emphasises the need for organisations to create inclusive environments that harness the talents of neurodivergent individuals
KEY TAKEAWAYS
Neurodiversity encompasses all individuals, including both neurotypical and neurodivergent people. It refers to the variety of ways in which our brains function, affecting our experiences, strengths, and weaknesses.
Female autism often presents differently than male autism, leading to under-diagnosis. Many girls are adept at masking their symptoms, which can result in their neurodiversity going unrecognised until later in life.
Organisations should focus on making reasonable adjustments that benefit all employees, not just those who are neurodivergent. Simple changes, such as using plain language in job descriptions and allowing flexible interview processes, can create a more welcoming atmosphere.
Companies that actively seek to hire neurodivergent individuals can benefit from their unique skills and perspectives. Embracing neurodiversity can lead to increased productivity, retention, and overall workplace satisfaction.
BEST MOMENTS
"When I hit menopause, my symptoms actually got a lot worse. And I realized that actually, I got diagnosed with ADHD."
"Girls are fantastic at masking... they learn very quickly how to adjust, so they therefore become fantastic at masking or fawning."
"It's really about adjusting the environment, so not expecting the individual to fit into the environment, but actually adjusting the environment to make it easier for the individual to thrive."
"If you can do it in construction, you can do it in any industry. It's just about working out what is your strategy for harnessing 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 GUEST, Amanda McEvoy
Amanda McEvoy is a passionate learning and development expert and the Company Director of McEvoy Training Solutions Ltd. With a background in Leadership and Organisational Development, Amanda has a wealth of experience working with SMEs and the Public Sector. Since starting her company in 2011 after the birth of her second child, Amanda has focused on offering flexible, tailored solutions in areas such as Insights Discovery, Mental Health First Aid, and Menopause. Her mission is to help businesses and individuals achieve their goals through personalised training, with a strong emphasis on Equality, Diversity & Inclusion, and Health & Wellbeing.
Connect with Amanda...
www.mcevoytrainingsolutionsltd.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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda welcomes diversity, equity, and inclusion expert Sara Taylor, who shares her extensive experience in the field spanning over 35 years.
They discuss the evolution of DEI practices, particularly in the U.S., and how these concepts have been integrated into workplace culture. Sara introduces her recent book, "Thinking at the Speed of Bias," and delves into the importance of understanding unconscious filters and the five developmental stages of awareness regarding diversity
KEY TAKEAWAYS
Self-awareness is essential for personal and organisational growth. Individuals must recognise their filters and biases to improve their effectiveness in diverse environments. To foster a more inclusive workplace, organisations should aim to develop a critical mass of individuals who operate at the higher stages of development. This can lead to a cultural shift where inclusive behaviours are the norm. In workplaces with diverse political views, focusing on commonalities rather than differences can help mitigate polarisation. Leaders should encourage open dialogue about shared goals rather than defensively presenting information, which can exacerbate divisions.Our unconscious filters play a crucial role in how we perceive and interact with others. They automatically categorise and evaluate information, influencing our thoughts and actions without our conscious awareness.
BEST MOMENTS
"The vast majority of conflicts and misunderstandings are fuelled by misunderstandings coming from our unconscious filters."
"People think they are self-aware, but they're not really embracing it or doing positive stuff with it."
"What we can do is focus on where we do have commonalities. We both love dogs. We both have kids, you know, whatever it is."
"Systemic filters reinforce and perpetuate and come from stereotypes... How much information have I taken in that might be stereotypical against me?"
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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda talks with Kate Jones, a leadership coach and consultant from Neon, about the evolving landscape of leadership, culture, and well-being in organisations. Kate shares her journey from frontline social work to management consulting and ultimately founding Neon, where she focuses on fostering deeply human leadership capabilities.
Together, they talk about the growing demand for purpose-driven work, particularly among younger generations, and the challenges of maintaining a meaningful organisational culture amidst the pressures of a fast-paced work environment
KEY TAKEAWAYS
There is a noticeable shift, particularly among Generation Z, who are increasingly seeking purpose and meaning in their work beyond just financial gain. This trend reflects a broader societal demand for organisations to act as forces for good.
Many organisations, including those in the public and third sectors, often operate in a "hamster wheel" culture characterised by constant busyness and a lack of time for reflection, creativity, and genuine connection.
Effective leadership should focus on five key elements: Clarity of Purpose, Connection, Consciousness, Creativity, and Care. These elements help create a people-focused culture that enhances employee well-being and organisational performance.
Employee well-being is a shared responsibility between the organisation and the individual. While organisations must foster a supportive culture, individuals also need to take responsibility for their own well-being by setting boundaries and prioritising self-care.
BEST MOMENTS
"I suppose purpose could also be where Gen Z or anyone is expecting an organisation to do stuff about being more sustainable."
"The hamster wheel culture is a culture of busyness, where you don't have time to think about what you're doing or connect with yourself or other people."
"Are we helping people to understand what's important, particularly in an environment where priorities might be shifting?"
"Employee wellbeing equals deeply human leadership, plus deeply human culture, plus deeply human infrastructure multiplied by employee responsibility."
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, Kate Jones
Kate Jones is a coach and consultant that specialises in leadership development and culture change in the purpose-led sector. She is the founder of Neon and the architect of Deeply Human® leadership, a model of leadership that is a pathway to creating more successful organisations without burning out yourself or your teams. She leads a community called The Deeply Human Culture Club, made up of members from across sectors and geographies, that share a purpose about creating more human-centred, higher performing organisations.
Connect with Kate...
https://linktr.ee/katejonesneon?utm_source=linktree_admin_shareABOUT 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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda talks to Adam Horne, co-founder of OpenOrg, who shares insights from his extensive experience in culture change and highlights alarming statistics about employee engagement and trust in the workplace.
Together they look into the challenges organisations face, particularly in smaller businesses, regarding miscommunication and the erosion of trust
KEY TAKEAWAYS
There is a significant trust deficit within organisations, with studies indicating that around 67% of employees do not trust their employers. This lack of trust can lead to lower engagement and higher turnover rates. Effective communication is crucial for building trust. Organisations should focus on improving communication flow internally and externally, ensuring that employees understand their roles, expectations, and the company culture. Developing a transparency charter can help define what transparency means within an organisation. This charter serves as a guide for leadership on how to handle communication and sets clear expectations for employees regarding what information will be shared. Organisations should take proactive steps to address transparency and trust issues rather than waiting for problems to arise. This includes documenting policies, clarifying communication around working hours, and being honest about what frameworks are in place.BEST MOMENTS
"67% of employees don't trust their employer. That's a huge majority, it's over two thirds. It's a big, big number."
"Four in ten hiring managers have admitted to lying to candidates during the interview process about culture, about role expectations."
"Transparency is not extreme. It doesn't have to mean that we're asking CEOs to suddenly open up everyone's salaries and bonuses."
"If you don't have a career development framework in place, document that and tell people that and be open about that."
VALUABLE RESOURCES
OpenOrg - https://www.openorg.fyi/team/adam-horne
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, Adam Horne
Adam Horne is the co-founder of Open Org.
If your current HR & People goals are focused on improving things like communication , engagement, retention & trust, but you need more support to reach them, that’s exactly where Open Org comes in. They’re a member network of Experts, HR Leaders & Companies dedicated to creating more Open, High-Trust Culture at work. They provide members with a progressive peer community, resource library, and dedicated on-demand support to accelerate them towards those goals & objectives.
Useful Resources
www.openorg.fyi
www.openorfg.fyi/resources
www.openorg.fyi/individual-membershipConnect with Adam…
https://www.linkedin.com/in/adam-open-org/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
HR Uprising
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingActus Software
Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / TwitterHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda talks to Liz Redway about into the intriguing world of artificial intelligence (AI) in human resources.
Drawing from her recent session aimed at demystifying AI for HR professionals, Liz discusses the current landscape of AI adoption, highlighting both the excitement and apprehension surrounding its use.
KEY TAKEAWAYS
There is a noticeable gap in the adoption of AI within HR, with many professionals either hesitant to embrace it or unaware of its potential applications. This indicates a need for more education and sharing of best practices in the field. One of the primary concerns regarding AI in recruitment is the potential for bias. It's crucial for HR professionals to understand how AI systems are trained and to ensure that the tools they use are designed to minimise bias in hiring processes. AI tools like Fathom and Canva can significantly enhance productivity by automating administrative tasks such as note-taking and creating presentations. These tools allow HR professionals to focus more on strategic initiatives rather than getting bogged down in routine tasks. The energy consumption associated with AI technologies is a growing concern. HR professionals should be mindful of the environmental impact of using AI tools and consider when it is appropriate to utilise them to avoid unnecessary resource waste. AI can help streamline HR processes, such as handling basic employee queries, which frees up time for HR professionals to engage in more complex employee relations and relationship-building activities, ultimately enhancing workplace satisfaction and productivity.BEST MOMENTS
"AI has actually been around for a lot longer than we might think... things like Facebook and Netflix have been long using AI to feed us what they would like us to buy or to see."
"The AI that you're using is only as good as its training and the input, and its programming. So particularly when it comes to things like recruitment, we really need to be mindful that it is as bias-free as possible."
"If you could take some of that admin, that note taking, that sort of thing out, lift yourself up, save that time, that's going to be really, really valuable."
"We do need to be thinking about when it's appropriate to use that tool and not squandering our resources just because it's easy to do that and it makes our lives easier."
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]
Redway HR - https://www.redway-hr.co.uk/about-redway/
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] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda talks to Rob Toomey, the President of TypeCoach about understanding personalities and improving communication within organisations.
Rob discusses how TypeCoach utilises personality frameworks like Myers-Briggs and David Kersey's temperament model to help individuals navigate relationships in various contexts, including team dynamics, leadership development, and sales interactions, as well as the benefits of understanding personalities, reducing stress, increasing diversity of ideas, and improving retention rates within organisations
KEY TAKEAWAYS
The TypeCoach program focuses on helping individuals understand how to navigate relationships with others in various contexts, such as team dynamics, leadership development, and sales interactions.
The TypeCoach tool is based on the Myers-Briggs and David Kersey's temperament model, aiming to provide practical guidance on emotional intelligence and interpersonal communication rather than just self-understanding.
Proper administration and explanation of personality preferences are crucial to avoid skepticism and misinterpretation of personality assessments like Myers-Briggs.
TypeCoach offers online tools that allow users to access advice on communication strategies tailored to specific personalities, enhancing workplace relationships and reducing stress.
BEST MOMENTS
"So the primary reasons why there are so much skepticism or as I say baggage out there around the Myers-Briggs itself is primarily due to poor administration."
"This takes a personality tool from being kind of a box ticking thing to do that's vaguely interesting into something that's much more practical."
"The main commercial benefit of introducing this material is helping people understand how to navigate the relationship with the other people around them.
"If you can understand that the other person is not trying to deliberately frustrate or annoy me, they're just wired differently, we have a higher level of tolerance."
VALUABLE RESOURCES
Rob Toomey LlinkedIn - https://www.linkedin.com/in/robtoomey
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] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda looks at high performance strategies, focusing on the importance of feedback in driving performance in organisations. She discusses evidence-based drivers of performance, emphasising the need for quality people management activities and classic performance management.
Key topics covered include the significance of courageous and consistent feedback, defining good quality feedback, and implementing models like growth mindset and radical candour.
KEY TAKEAWAYS
Focus on providing specific feedback, both positive and developmental, to drive high performance. Train managers on how to give feedback effectively, emphasising the importance of clarity and timeliness. Encourage a feedback culture by implementing feedback rituals at meetings and requesting feedback from team members. Avoid giving feedback at the values and identity levels, sticking to behavioural and environmental feedback in the workplace. Utilise tools like the "paper clip trick" to track and encourage the delivery of specific feedback throughout the day.BEST MOMENTS
"The majority of people rated feedback skills of line managers in their organisations at a two or a three out of five, so less than average."
"If you can do that, then we are much less likely to trigger a threat response and it absolutely will build and boost performance."
"Many of us hate the thought of giving people developmental feedback, because it feels awkward or confrontational, yet that's actually what people learn from and that's what they want to be the best they can be."
"The interesting thing about skill and capability which is a question I was asked is obviously in the UK one of the ways in which you can exit people it's through capability or conduct."
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] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda welcomes back guest Michelle Parry Slater from Kairos Modern Learning to discuss the concept of the "last hundred days."
Michelle shares her personal experience of working her notice period before relocating to Australia and highlights the importance of focusing on the end of the employee lifecycle as much as the beginning.
KEY TAKEAWAYS
Shift the focus from just the first 100 days to also include the last 100 days of an employee's journey in the organisation. Encourage open and honest conversations between employees and managers about career aspirations, motivations, and potential exits. Emphasise the importance of knowledge management during transitions to ensure valuable information is not lost when employees leave. Build high trust relationships between managers and employees to facilitate better communication and understanding of individual needs and aspirations. Aim for employees to leave with advocacy, involvement in recruitment of successors, and a sense of legacy to create a positive impact even after they depart.BEST MOMENTS
"We only ever hear people talking about the first hundred days. And it got me thinking, what does the last hundred days need to look like? And why don't we talk about it?"
"Essentially, that whole employee lifecycle starts with that brand awareness. And I think some of that brand awareness rubs off from the last hundred days, because if you've got people leaving with advocacy..."
"Do you think companies are scared sometimes? Let's say you're a smaller business or, you know, you hear the expression people talk about dead man's shoes, you have no intention of going anywhere and people perceive that the only way is, is into your job."
"I think that especially in a smaller company, it's very comfortable, it works, why are you going to rock the boat?"
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] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda is joined by Andy Lancaster, an expert in organisational learning communities. Andy shares insights from his book, "Organisational Learning Communities," discussing the importance of intentional community building for learning and development.
They explore the concept of socialised learning, the benefits of diverse communities, and the impact of storytelling in measuring success. Andy emphasises the power of altruism and the need for high trust cultures to foster effective learning communities.
KEY TAKEAWAYS
Andy stresses the importance of having a cause at the centre of a learning community to drive engagement and purpose. We must recognise the concept of socialised learning communities being a natural way of learning, rooted in human behaviour and evolution. There is a crucial need for intentional design and facilitation of learning communities to ensure effectiveness and impact. We should embrace the value of diversity in learning communities to foster innovation, problem-solving, and shared expertise.BEST MOMENTS
"Most communities that do really well have some kind of rhythm associated with them, where you know what's going to be going on so that you connect with it."
"I think it's quite clear if you said at the start it was about engagement, impact."
"For me, a learning community is a group connected and energized by a cause"
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]
Andy Lancaster LinkedIn - https://www.linkedin.com/in/andy-lancaster-ab995418/?originalSubdomain=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] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda is joined by special guest, Kevin D. Monroe, to talk about the power of expressing gratitude in the workplace and beyond.
Kevin shares his journey of creating the "Don't Wait to Thank" program, encouraging listeners to participate in a 31-day gratitude challenge during July. They explore the impact of simple, sincere, and specific expressions of gratitude, emphasising the significance of recognising and celebrating others
KEY TAKEAWAYS
Practicing gratitude personally and professionally can have a positive impact on engagement and overall positivity in the workplace.
When expressing gratitude, keeping it simple, sincere, and specific can make the gesture more significant and impactful.
Leaders can activate gratitude by seeing moments of excellence, seizing the opportunity to acknowledge them, and sealing the memory with a heartfelt gesture.
Leaders can elevate their leadership by appreciating, celebrating, and elevating the values and contributions of their team members
BEST MOMENTS
"Gratitude experienced is better than gratitude explained. You don't need to understand gratitude to experience it."
"It's much more impactful to show that you recognise someone for being impressive or to recognise others."
"Nothing demoralises people more or more quickly than a leader taking credit for their contribution."
"Simple plus sincere and specific expressions of gratitude are significant."
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
Kevin D. Monroe is the preeminent expert on the transformative power of gratitude in the workplace. As a workplace gratitude consultant, he can help any organization struggling with top talent departures or employee disengagement experience renewed motivation, retention, and performance by utilizing his proprietary framework and assessments.
Don’t Wait To Thank Info site: https://dontwaittothank.com/
Don’t Wait To Thank Substack site (home of daily updates)
https://dontwaittothank.substack.com/
The Beginner’s Guide to Growing Gratitude: https://letsgrowgratitude.com/
https://www.kevindmonroe.com/
https://www.imgratefulforyou.co/
https://www.linkedin.com/in/kevinmonroe/
https://www.instagram.com/imgratefulforyouco/
https://twitter.com/kevin_monroe
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] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda looks at the topic of motivation with guest Sarah Stones, a motivation specialist.
Sarah, who is an expert in motivational mapping, shares insights into how understanding intrinsic motivators can significantly impact an individual's energy, performance, and overall well-being. Together, they discuss the three clusters of motivators - relationship, achievement, and growth - and how they influence behaviour and decision-making.
KEY TAKEAWAYS
Motivation is a key factor in driving energy, performance, and overall wellbeing in the workplace. Motivational maps provide insights into intrinsic motivators, which are more powerful than extrinsic motivators. Understanding and leveraging team members' motivators can lead to more effective teamwork and performance. Recruitment based on motivation can lead to better job fit and higher job satisfaction for candidates. Motivational coaching and feedback sessions can help individuals align their motivators with their goals and roles for increased success and fulfilment.BEST MOMENTS
"Our personality isn't what gets us out of bed in the morning. It's our motivation."
"The bottom one is also really important. It can have a real impact on what we do."
"Historically, we've just looked at skills and experience. But what we really need from an employer's perspective is someone that will be motivated by the job."
"You've got the builder, if builder is very high up wanting financial security, you've got to be prepared to take that risk."
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] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
-
Lucinda focusses on re-energising performance in the current work environment, particularly addressing the impact of low energy levels on performance. She discusses various factors influencing performance, such as intrinsic and extrinsic motivators, personal attributes, and the working environment.
`Lucinda also introduces the Managing Energy and Performance (MEP) grid, a tool to help managers diagnose and adapt their coaching styles based on employees' motivation and performance levels
KEY TAKEAWAYS
Focus on re-energising performance by considering intrinsic and extrinsic motivators. Recognise the importance of maintaining high performance through factors like autonomy, mastery, and purpose. Understand the impact of the current environment, including remote working, on motivation and energy levels. Utilise the MEP grid (Managing Energy and Performance grid) to diagnose and adapt management styles based on motivation and performance levels. Prioritise coaching as a key management skill to help individuals manage their energy and improve performance.BEST MOMENTS
"I think energy is something that we really need to pay attention to, because burnout causes long-term problems, and people think they can keep on going."
"So prevention is definitely the right place, and we want to try and keep people energised, so they don't want to be comfort zone, they don't want to be bored, but they don't want to be in strain, tipping into overwhelm."
"Make sure you re-energise people. If there are needs for, you know, wellbeing initiatives are still needed, people still need to renew their energy."
"Coaching is a key management skill that it's not just one size fits all. There are very many different ways in which you can act as a coach."
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] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/
- Montre plus
