Bölümler
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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 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/
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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/
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Eksik bölüm mü var?
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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/
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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/
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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/
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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/
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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/
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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/
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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/
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Lucinda talks to Tracey Abayeta, an HR director specialising in talent development, about the importance of building strong relationships in career development. Tracey shares her unconventional journey from investment banking to HR, emphasising the role relationships played in her career transitions. She introduces a five-point framework for building relationships, focusing on intentionality, bold and broad connections, sharing information, leading with value, and follow-up.
KEY TAKEAWAYS
Know what you want in your career and in your interactions with others. Write down your goals and be clear about your intentions. Don't limit yourself to connecting with only like-minded individuals. Reach out to a diverse range of people both internally and externally to broaden your network. Be open and proactive in sharing your experiences, strengths, and ideas with others. This can lead to valuable connections and opportunities. Focus on how you can help others rather than what you can gain from them. Be a person who adds value to relationships and interactions. Be prompt in your follow-ups and maintain momentum in your relationships. Diarise important meetings and interactions to ensure you stay connected and engaged with others.BEST MOMENTS
"Relationships are currency, like they should be able to buy you certain things”
"Everything you need is a conversation away”
"Strong professional relationships are like bridges, and they will help you cross over to where you need to get to."
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/
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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] 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/
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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] 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/
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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] 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/
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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] 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/
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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] 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/
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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] 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/
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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] 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/
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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] 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/
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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] 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/
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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] 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/
- Daha fazla göster
