Lucinda talks once more about engagement in light of the state of the global workforce and working methodologies being adopted globally. KEY TAKEAWAYS  Engagement is undeniably a leading indicator of productivity, profitability, health and safety issues, customer satisfaction and overall people happiness. Global engagement levels are at 23%. European engagement levels are at 13%, and the UK (33rd in the list) have 10% engagement. It's hard to be engaged when you're feeling high levels of stress. With the current financial hardships and the cost of living crisis, it can be almost impossible not to bring those worries to the workplace. Remote working will have played a part in the lessening of engagement with each other. They are becoming more insular and isolated, leading to sense of not belonging to an organisation.  BEST MOMENTS 'The reality is that there's a lot of disengagement out there' 'People have a huge number of external stress factors' 'Actual employee engagement in terms of interactions and good practice are less likely to cause a problem' 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 info@actus.co.uk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Lucinda talks once more about engagement in light of the state of the global workforce and working methodologies being adopted globally. KEY TAKEAWAYS <ul> <li>Engagement is undeniably a leading indicator of productivity, profitability, health and safety issues, customer satisfaction and overall people happiness.</li> <li>Global engagement levels are at 23%. European engagement levels are at 13%, and the UK (33rd in the list) have 10% engagement.</li> <li>It's hard to be engaged when you're feeling high levels of stress. With the current financial hardships and the cost of living crisis, it can be almost impossible not to bring those worries to the workplace.</li> <li>Remote working will have played a part in the lessening of engagement with each other. They are becoming more insular and isolated, leading to sense of not belonging to an organisation.</li> </ul> BEST MOMENTS 'The reality is that there's a lot of disengagement out there' 'People have a huge number of external stress factors' 'Actual employee engagement in terms of interactions and good practice are less likely to cause a problem' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Get your copy of How To Be A Change Superhero by emailing at <a href="mailto:info@actus.co.uk">info@actus.co.uk</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Time To Revisit Engagement

Lucinda is joined by Teresa Rose, an award-winning learning consultant and the founder of Consult Her Ltd, to discuss the most effective ways of building a learning pathway for our organisations - what they are, how to do it, and the most often-seen barriers to engagement. KEY TAKEAWAYS  Learning experience platforms are all about giving employees a much better consumer-grade experience when it comes to development. The utopian vision for these experience platforms is for users to be able to engage with and learn while at work, but we aren't there yet. There is work to do wen it comes to providing this effectively at the point of need. It isn't just about curating the largest content library, but making sure that the content itself is effective and engaging. Mapping these resources is the biggest part of the challenge. The initial building of the library is key, but keeping it up to date and useful is far more beneficial in the long term.  BEST MOMENTS 'How can you build a career pathway when you don't have a budget?' 'What you're looking at is bringing together best-of-breed content from various sources' 'It's all very well having an amazing learning experience, but the reality is that it's simply a large library of content where the quality may differ' 'What knowledge do we have? How do we capture that knowledge? Where should we hold 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 info@actus.co.uk Teresa Rose - https://www.learningtechnologies.co.uk/speakers/teresa-rose ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Lucinda is joined by Teresa Rose, an award-winning learning consultant and the founder of Consult Her Ltd, to discuss the most effective ways of building a learning pathway for our organisations - what they are, how to do it, and the most often-seen barriers to engagement. KEY TAKEAWAYS <ul> <li>Learning experience platforms are all about giving employees a much better consumer-grade experience when it comes to development.</li> <li>The utopian vision for these experience platforms is for users to be able to engage with and learn while at work, but we aren't there yet. There is work to do wen it comes to providing this effectively at the point of need.</li> <li>It isn't just about curating the largest content library, but making sure that the content itself is effective and engaging. Mapping these resources is the biggest part of the challenge.</li> <li>The initial building of the library is key, but keeping it up to date and useful is far more beneficial in the long term.</li> </ul> BEST MOMENTS 'How can you build a career pathway when you don't have a budget?' 'What you're looking at is bringing together best-of-breed content from various sources' 'It's all very well having an amazing learning experience, but the reality is that it's simply a large library of content where the quality may differ' 'What knowledge do we have? How do we capture that knowledge? Where should we hold it?' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Get your copy of How To Be A Change Superhero by emailing at <a href="mailto:info@actus.co.uk">info@actus.co.uk</a> Teresa Rose - <a href="https://www.learningtechnologies.co.uk/speakers/teresa-rose" rel="nofollow" target="_blank">https://www.learningtechnologies.co.uk/speakers/teresa-rose</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

How To Build A Learning Pathway - with Teresa Rose

Steven is a global leadership consultant, executive coach, Wall Street Journal bestselling author, and globally recognised specialist in the art of connection building and leadership. In this episode, Steven talks to Lucinda about an all-new epidemic in the workplace - loneliness - and how we can increase a sense of belonging in order to promote talent acquisition and retention in our organisations. KEY TAKEAWAYS  Loneliness has a direct correlation and is an underlying component to most mental health disorders, such as anxiety, depression and suicide. Loneliness is growing, in large part, due to the increase in use of social media, which connects us remotely, but also isolates us socially. In the workplace, before today's world, if we needed help, then we sought out the guidance of another human being. Nowadays we seek e-learnings which as created huge separations. If we feel the sense that our working environment is overly professional, and that we cannot show up as our "true self", then this can lead to a sense of alienation. People do not see us, but instead the avatar that we bring into the workplace.  BEST MOMENTS 'Loneliness has been a key contributor to mental health disorders' 'This has created huge separations' 'Dependency shift is a huge driver in why people are feeling more lonely' 'We have less margin to actually connect with the people around 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 info@actus.co.uk Steven Van Cohen LinkedIn - https://www.linkedin.com/in/steven-van-cohen-ms-351582a/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Steven is a global leadership consultant, executive coach, Wall Street Journal bestselling author, and globally recognised specialist in the art of connection building and leadership. In this episode, Steven talks to Lucinda about an all-new epidemic in the workplace - loneliness - and how we can increase a sense of belonging in order to promote talent acquisition and retention in our organisations. KEY TAKEAWAYS <ul> <li>Loneliness has a direct correlation and is an underlying component to most mental health disorders, such as anxiety, depression and suicide.</li> <li>Loneliness is growing, in large part, due to the increase in use of social media, which connects us remotely, but also isolates us socially.</li> <li>In the workplace, before today's world, if we needed help, then we sought out the guidance of another human being. Nowadays we seek e-learnings which as created huge separations.</li> <li>If we feel the sense that our working environment is overly professional, and that we cannot show up as our "true self", then this can lead to a sense of alienation. People do not see us, but instead the avatar that we bring into the workplace.</li> </ul> BEST MOMENTS 'Loneliness has been a key contributor to mental health disorders' 'This has created huge separations' 'Dependency shift is a huge driver in why people are feeling more lonely' 'We have less margin to actually connect with the people around us' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Get your copy of How To Be A Change Superhero by emailing at <a href="mailto:info@actus.co.uk">info@actus.co.uk</a> Steven Van Cohen LinkedIn - <a href="https://www.linkedin.com/in/steven-van-cohen-ms-351582a/" rel="nofollow" target="_blank">https://www.linkedin.com/in/steven-van-cohen-ms-351582a/</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Addressing The Loneliness Epidemic - with Steven Van Cohen

Sonya Shelton

Sonya Shelton founded Executive Leadership Consulting in 2007 from her passion for partnering with leaders and high achievers to create a clear vision and build work environments where employees are fulfilled and completely committed to their organisation’s success. Sonya joins Lucinda this week to talk about strategy, culture, and how we can best encourage both in the organisations we lead. KEY TAKEAWAYS  Many companies use strategy and culture to forge ahead, but focus too heavily on one without balancing the need for both at the same time. HR professionals must be very connected with the business leadership to first understand what the underlying strategy is, and what kind of culture needs to be created around that. Identifying the purpose and why is a fundamental. In terms of mission, the question becomes how we can deliver on that initial purpose. Whenever there is a lack of trust or sense of conflict, always go back to the root - mission and vision - and work out how the conflict can be brought together under those elements.  BEST MOMENTS 'How do you as HR professionals connect with your business strategy?' 'We're very much the glue in terms of creating a balance' 'The mission is how we do things externally. The values are how we do those things internally' 'It's called vision for a reason. We really need to see 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 info@actus.co.uk Executive Leader - https://executiveleader.com/sonya-shelton/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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” About The Guest, Sonya Shelton When it comes to navigating the ins-and-outs of business, Sonya Shelton has seen it all: From successful startups with brand new ideas to well-established Fortune 500 companies. Sonya Shelton founded Executive Leadership Consulting in 2007 from her passion for partnering with leaders and high achievers to create a clear vision and build work environments where employees are fulfilled and completely committed to their organization’s success. She has captured her leadership tips and success stories in her #1 Amazon bestselling book “You’re an Executive, But Are You a Leader?” Having been an executive as well as an international speaker and consultant, Sonya knows how to tap into lesser-known, hidden practices that drive true leadership. Her philosophy, background and experience add a strategic, pragmatic, and multidimensional approach to making strong leaders. Sonya serves on the Forbes Coaches Council and is a certified Master Corporate Executive Coach through the Association of Corporate Executive Coaches. Book:  You're an Executive, But Are You a Leader?  CONTACT METHOD  Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Sonya Shelton founded Executive Leadership Consulting in 2007 from her passion for partnering with leaders and high achievers to create a clear vision and build work environments where employees are fulfilled and completely committed to their organisation’s success. Sonya joins Lucinda this week to talk about strategy, culture, and how we can best encourage both in the organisations we lead. KEY TAKEAWAYS <ul> <li>Many companies use strategy and culture to forge ahead, but focus too heavily on one without balancing the need for both at the same time.</li> <li>HR professionals must be very connected with the business leadership to first understand what the underlying strategy is, and what kind of culture needs to be created around that.</li> <li>Identifying the purpose and why is a fundamental. In terms of mission, the question becomes how we can deliver on that initial purpose.</li> <li>Whenever there is a lack of trust or sense of conflict, always go back to the root - mission and vision - and work out how the conflict can be brought together under those elements.</li> </ul> BEST MOMENTS 'How do you as HR professionals connect with your business strategy?' 'We're very much the glue in terms of creating a balance' 'The mission is how we do things externally. The values are how we do those things internally' 'It's called vision for a reason. We really need to see it' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Get your copy of How To Be A Change Superhero by emailing at <a href="mailto:info@actus.co.uk">info@actus.co.uk</a> Executive Leader - <a href="https://executiveleader.com/sonya-shelton/" rel="nofollow" target="_blank">https://executiveleader.com/sonya-shelton/</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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” About The Guest, Sonya Shelton When it comes to navigating the ins-and-outs of business, Sonya Shelton has seen it all: From successful startups with brand new ideas to well-established Fortune 500 companies. Sonya Shelton founded Executive Leadership Consulting in 2007 from her passion for partnering with leaders and high achievers to create a clear vision and build work environments where employees are fulfilled and completely committed to their organization’s success. She has captured her leadership tips and success stories in her #1 Amazon bestselling book “You’re an Executive, But Are You a Leader?” Having been an executive as well as an international speaker and consultant, Sonya knows how to tap into lesser-known, hidden practices that drive true leadership. Her philosophy, background and experience add a strategic, pragmatic, and multidimensional approach to making strong leaders. Sonya serves on the Forbes Coaches Council and is a certified Master Corporate Executive Coach through the Association of Corporate Executive Coaches. <a href="https://www.amazon.com/Youre-Executive-But-Leader-Communicating-ebook/dp/B007FPHK7Y" rel="nofollow" target="_blank">Book:  You're an Executive, But Are You a Leader? </a> CONTACT METHOD <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

How to Connect Strategy and Culture - with Sonya Shelton

Lucinda talks about why it is that users find themselves unable to engage with systems in the long term following change, how to motivate them to want to embrace new ways of working, and the processes, roles and responsibilities you need to embed any kind of new system in the workplace. KEY TAKEAWAYS  Buy-in is key. Resistance can sometimes arise when people aren't involved in the formation of the idea itself, which is why we should consider involving people from the outset. Change is only ever truly embraced when people do not feel as though change is being done to them, rather than for them. When people resist change, it's purely because they are not motivated enough to change. This might be the case due to their lack of understanding of the bigger picture. Many organisations roll out the technical vision and implement a system, then communicate the change in the expectation that it will take effect. What's required is persistence and the empowering of others.  BEST MOMENTS 'People don't resist change, they resist being changed' 'The Three Cs are: Communication, Clarity, Consequence and Consistency' 'People are busy - how do we actually get them to do these things?' 'Always start with why' 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 info@actus.co.uk   ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Lucinda talks about why it is that users find themselves unable to engage with systems in the long term following change, how to motivate them to want to embrace new ways of working, and the processes, roles and responsibilities you need to embed any kind of new system in the workplace. KEY TAKEAWAYS <ul> <li>Buy-in is key. Resistance can sometimes arise when people aren't involved in the formation of the idea itself, which is why we should consider involving people from the outset.</li> <li>Change is only ever truly embraced when people do not feel as though change is being done to them, rather than for them.</li> <li>When people resist change, it's purely because they are not motivated enough to change. This might be the case due to their lack of understanding of the bigger picture.</li> <li>Many organisations roll out the technical vision and implement a system, then communicate the change in the expectation that it will take effect. What's required is persistence and the empowering of others.</li> </ul> BEST MOMENTS 'People don't resist change, they resist being changed' 'The Three Cs are: Communication, Clarity, Consequence and Consistency' 'People are busy - how do we actually get them to do these things?' 'Always start with why' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Get your copy of How To Be A Change Superhero by emailing at <a href="mailto:info@actus.co.uk">info@actus.co.uk</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

How To Make Change Stick

Lucy Adams

For this very special 200th episode, Lucinda is joined by the wonderful Lucy Adams, the CEO of Disruptive HR to talk about not just her prolific and renowned career in the HR sector, but also the ever-changing world of HR itself, and why she has chosen to pioneer a more disruptive approach. KEY TAKEAWAYS  Change comes far easier if we question the narrative and test the boundaries of what is possible. In Lucy's case, the world of HR was due for a shake up. Career conversations are far more constructive than performance reviews. Objectives can be discussed, but it's far more valuable to talk about what each side has learned about the other. The EACH framework or model was designed to allow us to sum up our complex and stimulating ideas in a way we can remember. It stands for Employees as Adults Consumers and Human beings. in the wake of COVID, we should ask now if a better way of working exists. Why should people once again be brought back to offices when they work perfectly well from home.  BEST MOMENTS 'I was never frightened to say "Why?" and "What's the purpose of this?"' 'I describe myself as a recovering HR director' 'Rather than something that's done to you, it's something that you can take control of' 'Bring people back if there's purpose or value, but don't do it in the old school, old fashioned way' 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 Disruptive HR - https://disruptivehr.club ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

For this very special 200th episode, Lucinda is joined by the wonderful Lucy Adams, the CEO of Disruptive HR to talk about not just her prolific and renowned career in the HR sector, but also the ever-changing world of HR itself, and why she has chosen to pioneer a more disruptive approach. KEY TAKEAWAYS <ul> <li>Change comes far easier if we question the narrative and test the boundaries of what is possible. In Lucy's case, the world of HR was due for a shake up.</li> <li>Career conversations are far more constructive than performance reviews. Objectives can be discussed, but it's far more valuable to talk about what each side has learned about the other.</li> <li>The EACH framework or model was designed to allow us to sum up our complex and stimulating ideas in a way we can remember. It stands for Employees as Adults Consumers and Human beings.</li> <li>in the wake of COVID, we should ask now if a better way of working exists. Why should people once again be brought back to offices when they work perfectly well from home.</li> </ul> BEST MOMENTS 'I was never frightened to say "Why?" and "What's the purpose of this?"' 'I describe myself as a recovering HR director' 'Rather than something that's done to you, it's something that you can take control of' 'Bring people back if there's purpose or value, but don't do it in the old school, old fashioned way' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Disruptive HR - <a href="https://disruptivehr.club" rel="nofollow" target="_blank">https://disruptivehr.club</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Disruptive HR - with Lucy Adams

Robert Hernandez

This week, Lucinda is joined by licensed psychologist and emotional intelligence specialist, Dr Robert Hernandez, to talk about emotional intelligence, and how by placing it at the forefront of development, we can help to shape future leaders. KEY TAKEAWAYS  Emotional intelligence is the art of being aware of data or information in which emotions arise. Emotions come from the unconscious - emotional intelligence dictates how we use that emotion. interpersonal skills are a huge part of emotional intelligence. We must begin with self awareness and then focus on self expression, looking for ways to express in ways that are helpful and constructive. With the rise of AI in the workplace, we must re-evaluate what makes us human. One of the main aspects is the way in which we react to emotions and allow them to guide and lead us in our day-to-day actions. A common misconception is that all leaders must be extroverted and charismatic, but this isn't always the case. Charisma and extroversion are certainly qualities that help, but it's far more constructive to build a leadership persona that helps us to adapt, so long as it is authentic.  BEST MOMENTS 'Our focus is on new leaders, and developing that emotional intelligence' 'I view emotions as something that comes up from the unconscious' 'Leadership doesn't happen in a vacuum' 'Emotional intelligence is very much based on the moment' 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 Dr Robert Hernandez LinkedIn - https://www.linkedin.com/in/dr-rb-influens ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

This week, Lucinda is joined by licensed psychologist and emotional intelligence specialist, Dr Robert Hernandez, to talk about emotional intelligence, and how by placing it at the forefront of development, we can help to shape future leaders. KEY TAKEAWAYS <ul> <li>Emotional intelligence is the art of being aware of data or information in which emotions arise. Emotions come from the unconscious - emotional intelligence dictates how we use that emotion.</li> <li>interpersonal skills are a huge part of emotional intelligence. We must begin with self awareness and then focus on self expression, looking for ways to express in ways that are helpful and constructive.</li> <li>With the rise of AI in the workplace, we must re-evaluate what makes us human. One of the main aspects is the way in which we react to emotions and allow them to guide and lead us in our day-to-day actions.</li> <li>A common misconception is that all leaders must be extroverted and charismatic, but this isn't always the case. Charisma and extroversion are certainly qualities that help, but it's far more constructive to build a leadership persona that helps us to adapt, so long as it is authentic.</li> </ul> BEST MOMENTS 'Our focus is on new leaders, and developing that emotional intelligence' 'I view emotions as something that comes up from the unconscious' 'Leadership doesn't happen in a vacuum' 'Emotional intelligence is very much based on the moment' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Dr Robert Hernandez LinkedIn - <a href="https://www.linkedin.com/in/dr-rb-influens" rel="nofollow" target="_blank">https://www.linkedin.com/in/dr-rb-influens</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Leading with EQ - with Dr Robert Hernandez

Rameez Kaleem

Rameez Kaleem is the founder and managing director at 3R Strategy, an independent reward consultancy, as well as the author of 'A Case of the Mondays: How to build a culture of trust through pay transparency'. Rameez joins Lucinda to talk about the research in which he has been recently involved - Salary Trends for 2023 - a highly topical subject that has far-reaching implications for anyone in employment. KEY TAKEAWAYS  The research was carried out in order to find out how organisations are managing pay and giving insight into market practice and budgets being set. The median pay budget for 2022 came out at 4%, with slight variations. The numbers for 2023 saw an increase to 5%. There is a lack of variable pay in the public sector, charity sector and education sector, within financial services there was a higher budget in the upper cortile. Help with cost of living increases have come in variable ways from organisations trying to do what they can to retain and attract their people. Sometimes it is a lump sum, while some offer an increase in overall salary. In all cases, these payments are meant to be meaningful.  BEST MOMENTS 'This year in particular, with record inflation, it was a topic for a lot of HR professionals' 'Most organisations have tried to have payments that are meaningful' 'While performance can fluctuate from year to year, behaviours tend to be more consistent' 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 Rameez Kaleem at Amazon - https://www.amazon.co.uk/Rameez-Kaleem/e/B0BD8K1NKS/ref=zg_bs_362205031_bl_sccl_16/000-0000000-0000000 Rameez Kaleem LinkedIn - https://uk.linkedin.com/in/rameezkaleem ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Rameez Kaleem is the founder and managing director at 3R Strategy, an independent reward consultancy, as well as the author of 'A Case of the Mondays: How to build a culture of trust through pay transparency'. Rameez joins Lucinda to talk about the research in which he has been recently involved - Salary Trends for 2023 - a highly topical subject that has far-reaching implications for anyone in employment. KEY TAKEAWAYS <ul> <li>The research was carried out in order to find out how organisations are managing pay and giving insight into market practice and budgets being set.</li> <li>The median pay budget for 2022 came out at 4%, with slight variations. The numbers for 2023 saw an increase to 5%.</li> <li>There is a lack of variable pay in the public sector, charity sector and education sector, within financial services there was a higher budget in the upper cortile.</li> <li>Help with cost of living increases have come in variable ways from organisations trying to do what they can to retain and attract their people. Sometimes it is a lump sum, while some offer an increase in overall salary. In all cases, these payments are meant to be meaningful.</li> </ul> BEST MOMENTS 'This year in particular, with record inflation, it was a topic for a lot of HR professionals' 'Most organisations have tried to have payments that are meaningful' 'While performance can fluctuate from year to year, behaviours tend to be more consistent' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Rameez Kaleem at Amazon - <a href="https://www.amazon.co.uk/Rameez-Kaleem/e/B0BD8K1NKS/ref=zg_bs_362205031_bl_sccl_16/000-0000000-0000000" rel="nofollow" target="_blank">https://www.amazon.co.uk/Rameez-Kaleem/e/B0BD8K1NKS/ref=zg_bs_362205031_bl_sccl_16/000-0000000-0000000</a> Rameez Kaleem LinkedIn - <a href="https://uk.linkedin.com/in/rameezkaleem" rel="nofollow" target="_blank">https://uk.linkedin.com/in/rameezkaleem</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

2023 Pay Review Trends - with Rameez Kaleem

Carla Miller is the author of 'Closing The Influence Gap: A practical guide for women leaders who want to be heard', which reached #1 in the Amazon charts for Business Leadership Skills and Business Management and Leadership. Carla joins Lucinda this week to discuss the book and how best to apply its central core theme and message to our own organisations. KEY TAKEAWAYS  The first step towards closing the influence gap is seeing yourself as a leader. It's about conquering self doubt and surmounting that sense of impostor syndrome we feel. We have to encourage others to see us as leaders. This is especially difficult for women, as society programmes us all to not see women this way. When we present our authentic selves, it also gives others permission to do the same, allowing a greater sense of connection. Many women are more than capable of leading teams and do so, but getting people at a senior level to notice this is very challenging. Even when presented with evidence, men are still naturally more preferred in leadership roles.  BEST MOMENTS 'This is a self discovery that you can go through' 'We work on beliefs we may have adopted about ourselves' 'People see themselves as managers, but not necessarily as leaders' 'We want you to be the best version of you' 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 Carla Miller - https://www.carlamillertraining.com/book ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Carla Miller is the author of 'Closing The Influence Gap: A practical guide for women leaders who want to be heard', which reached #1 in the Amazon charts for Business Leadership Skills and Business Management and Leadership. Carla joins Lucinda this week to discuss the book and how best to apply its central core theme and message to our own organisations. KEY TAKEAWAYS <ul> <li>The first step towards closing the influence gap is seeing yourself as a leader. It's about conquering self doubt and surmounting that sense of impostor syndrome we feel.</li> <li>We have to encourage others to see us as leaders. This is especially difficult for women, as society programmes us all to not see women this way.</li> <li>When we present our authentic selves, it also gives others permission to do the same, allowing a greater sense of connection.</li> <li>Many women are more than capable of leading teams and do so, but getting people at a senior level to notice this is very challenging. Even when presented with evidence, men are still naturally more preferred in leadership roles.</li> </ul> BEST MOMENTS 'This is a self discovery that you can go through' 'We work on beliefs we may have adopted about ourselves' 'People see themselves as managers, but not necessarily as leaders' 'We want you to be the best version of you' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Carla Miller - <a href="https://www.carlamillertraining.com/book" rel="nofollow" target="_blank">https://www.carlamillertraining.com/book</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Closing The Influence Gap - with Carla Miller

Deb Mashek

Building a successful business is all about the art of collaboration, and harnessing the varied and empowering talents of others in order to build strength. With this in mind, Lucinda welcomes Deb Mashek, the author of 'Collabor(h)ate', to explore the importance of effective collaboration, and how we can work to create a culture that encourages rather than divides. KEY TAKEAWAYS  Some are more naturally collaborative than others, and seek to work alone. We should reframe it as a resource for sharing, rather than a divisive experience. When looking at collaborative individuals, there are three parts to consider - skill-sets, positives mindsets regarding collaboration, and historical learnings. Interdependence is the extent to which our outcomes are dependent on other people's behaviours. This is about how work is structured measured and rewarded. To move projects forward, we have to figure out what we're trying to do, which voices we're generally hearing from, and making sure that we're including others who don't usually get heard.  BEST MOMENTS 'I'm a social psychologist on a mission to make wonderful collaborations in the workplace' 'There are so many ways of working together' 'We can learn from each other in a way that makes it easier to do better work' 'Partnerships and collaboration helps us all to be more successful' 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 Deb Mashek - https://www.debmashek.com ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Building a successful business is all about the art of collaboration, and harnessing the varied and empowering talents of others in order to build strength. With this in mind, Lucinda welcomes Deb Mashek, the author of 'Collabor(h)ate', to explore the importance of effective collaboration, and how we can work to create a culture that encourages rather than divides. KEY TAKEAWAYS <ul> <li>Some are more naturally collaborative than others, and seek to work alone. We should reframe it as a resource for sharing, rather than a divisive experience.</li> <li>When looking at collaborative individuals, there are three parts to consider - skill-sets, positives mindsets regarding collaboration, and historical learnings.</li> <li>Interdependence is the extent to which our outcomes are dependent on other people's behaviours. This is about how work is structured measured and rewarded.</li> <li>To move projects forward, we have to figure out what we're trying to do, which voices we're generally hearing from, and making sure that we're including others who don't usually get heard.</li> </ul> BEST MOMENTS 'I'm a social psychologist on a mission to make wonderful collaborations in the workplace' 'There are so many ways of working together' 'We can learn from each other in a way that makes it easier to do better work' 'Partnerships and collaboration helps us all to be more successful' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a> Deb Mashek - <a href="https://www.debmashek.com" rel="nofollow" target="_blank">https://www.debmashek.com</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Building a Collaborative Culture - with Deb Mashek

Welcome to the HR Uprising Podcast. This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&amp;D professionals.HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. HR Uprising is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value.Hosted by Lucinda Carney a Business Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that shows are both informative and fun. You can access more information on each Podcast including resources or links mentioned in the show at our website www.hruprising.com. If you are a forward-thinking HR; L&amp;D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below.Connect with us here: Join the linkedIn community: https://www.linkedin.com/groups/13714397/LinkedIn: https://www.linkedin.com/in/lucindacarney/Twitter: @hruprisingInstagram: @hruprisingFacebook: @hruprising

If you are in HR or trying to understand HR better, this is a great podcast to listen to. I enjoy Lucinda&#39;s style and her drive teo inform and provide value. This is well done. 

Andy Storch
Host of the Talent Development Hot Seat podcast

Great podcast about HR

Welcome to the HR Uprising Podcast. This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&amp;D professionals. HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. HR Uprising is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value. Hosted by Lucinda Carney a Business Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that shows are both informative and fun. You can access more information on each Podcast including resources or links mentioned in the show at our website <a href="http://www.hruprising.com" rel="nofollow" target="_blank">www.hruprising.com</a>. If you are a forward-thinking HR; L&amp;D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below. Connect with us here: Join the linkedIn community: <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a> LinkedIn: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a> Twitter: @hruprising Instagram: @hruprising Facebook: @hruprising

The HR Uprising Podcast

Jo Irwin

Of course, you want to hire the most talented candidates. Some people believe that having line managers present as part of the interview process could help with finding the best fit for the role. However, know that interviews are more than this.  It’s not about who and who isn’t present during the interview. We must think about the actual interview process and the decisions that will be made.  In this episode of The HR Uprising Podcast, Lucinda talks to Jo Irwin from i4 Training on how companies can improve their interview process. Interviews are a good introduction for both parties—the interviewer and the interviewee. Therefore it is just as important for the panel to present themselves in a good light as it is for the candidate.    In this podcast episode, Jo provides us with some great tips on how to achieve an effective interviewing process, from prepping the interview room to scoring candidates.    KEY TAKEAWAYS   Competency-based interviewing is the most common strategy for companies. This is a good technique to use if you want to gain insight into how they’ll behave and how skilled they are in certain situations. However, sometimes if HR don’t ask the right questions or aren’t willing to dive deep, we miss the small details that are more important in hiring an aspirant. Probe as much as possible.  Interviews are a great avenue for introductions for both the company and the future employee. Interviewers are most likely prepared and well-researched before they enter an interview room. As interviewers, it’s also nice if we’ve known the role you’re aiming to be filled by heart, and we’re putting our best foot forward (communicating and interacting well). This also makes sure that you ask the right question so you don’t lose that best candidate because of a wrong impression.  Tip: Make sure that the interviewee is comfortable during the interviewer. Check if the seat is comfortable, the room is well-ventilated, the distance between him/her and you (the panel) is enough to hear each party properly.  Tip: Have a good starting question ready. Don’t ask them about the details that won’t apply to the job—better yet, ask them about 3 specific projects/activities that can highlight what skills and knowledge can help them be valuable in the role.    Tip: Give the interviewee a head’s up that you might interrupt on some occasions when they speak. This is to make sure that you can probe better and that they don’t perceive it to be rude.  Tip: Practice reflective listening. Interviewees give more information when they see that you’re listening and being empathic.  Tip: Leave enough time for the scoring and the discussions.  Tip: Review how the panel performed. Did we ask the right questions? What question really hit the spot?   BEST MOMENTS   “Past behaviour is a good predictor of future behaviour.”  “First impression is very important.”  “Your previous knowledge of a candidate must not be used in an interview.”  “It’s not just the cost of pulling managers to sit on panel or to run a selection of interviews; it’s the cost of the organisation making the right decisions.”   VALUABLE RESOURCES   I4 Training Services - www.i4trainingservices.com  Join the HR Uprising Linked In Group here: https://www.linkedin.com/groups/13714397/  https://hruprising.com  ABOUT THE GUEST  Jo has 18 years’ experience working in the pharmaceutical industry in sales, training and management positions. Since 1997 she has been involved in the delivery of tailored training programs to staff working within a range of industries.  She set up her training company, i4 Training in 2012, and Jo works in both Ireland and the UK where she designs and delivers training specializing within the healthcare environment. Jo has developed a strong reputation in Interview skills, from the perspective of both candidate and panel interviewer member. Besides team building sessions, she regularly runs the following workshops; Staff Engagement, Performance Management, Resilience and Assertiveness Skills. Her most frequently booked workshops is Effective Interview Skills and she regularly coaches candidates preparing interviews. She is delighted that her current success rate is running at 85% for 2019!   ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney  Instagram: @hruprising    Facebook: @hruprising  HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Of course, you want to hire the most talented candidates. Some people believe that having line managers present as part of the interview process could help with finding the best fit for the role. However, know that interviews are more than this.  It’s not about who and who isn’t present during the interview. We must think about the actual interview process and the decisions that will be made.  In this episode of The HR Uprising Podcast, Lucinda talks to Jo Irwin from i4 Training on how companies can improve their interview process. Interviews are a good introduction for both parties—the interviewer and the interviewee. Therefore it is just as important for the panel to present themselves in a good light as it is for the candidate.   In this podcast episode, Jo provides us with some great tips on how to achieve an effective interviewing process, from prepping the interview room to scoring candidates.  KEY TAKEAWAYS <ul> <li>Competency-based interviewing is the most common strategy for companies. This is a good technique to use if you want to gain insight into how they’ll behave and how skilled they are in certain situations. However, sometimes if HR don’t ask the right questions or aren’t willing to dive deep, we miss the small details that are more important in hiring an aspirant. Probe as much as possible. </li> <li>Interviews are a great avenue for introductions for both the company and the future employee. Interviewers are most likely prepared and well-researched before they enter an interview room. As interviewers, it’s also nice if we’ve known the role you’re aiming to be filled by heart, and we’re putting our best foot forward (communicating and interacting well). This also makes sure that you ask the right question so you don’t lose that best candidate because of a wrong impression. </li> <li>Tip: Make sure that the interviewee is comfortable during the interviewer. Check if the seat is comfortable, the room is well-ventilated, the distance between him/her and you (the panel) is enough to hear each party properly. </li> <li>Tip: Have a good starting question ready. Don’t ask them about the details that won’t apply to the job—better yet, ask them about 3 specific projects/activities that can highlight what skills and knowledge can help them be valuable in the role. </li> </ul> <ul> <li>Tip: Give the interviewee a head’s up that you might interrupt on some occasions when they speak. This is to make sure that you can probe better and that they don’t perceive it to be rude. </li> <li>Tip: Practice reflective listening. Interviewees give more information when they see that you’re listening and being empathic. </li> <li>Tip: Leave enough time for the scoring and the discussions. </li> <li>Tip: Review how the panel performed. Did we ask the right questions? What question really hit the spot? </li> </ul> BEST MOMENTS <ul> <li>“Past behaviour is a good predictor of future behaviour.” </li> <li>“First impression is very important.” </li> <li>“Your previous knowledge of a candidate must not be used in an interview.” </li> <li>“It’s not just the cost of pulling managers to sit on panel or to run a selection of interviews; it’s the cost of the organisation making the right decisions.” </li> </ul> VALUABLE RESOURCES <ul> <li>I4 Training Services - <a href="http://www.i4trainingservices.com/" rel="nofollow" target="_blank">www.i4trainingservices.com</a> </li> <li>Join the HR Uprising Linked In Group here: <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a> </li> <li><a href="https://hruprising.com/" rel="nofollow" target="_blank">https://hruprising.com</a></li> </ul> ABOUT THE GUEST Jo has 18 years’ experience working in the pharmaceutical industry in sales, training and management positions. Since 1997 she has been involved in the delivery of tailored training programs to staff working within a range of industries.  She set up her training company, i4 Training in 2012, and Jo works in both Ireland and the UK where she designs and delivers training specializing within the healthcare environment. Jo has developed a strong reputation in Interview skills, from the perspective of both candidate and panel interviewer member. Besides team building sessions, she regularly runs the following workshops; Staff Engagement, Performance Management, Resilience and Assertiveness Skills. Her most frequently booked workshops is Effective Interview Skills and she regularly coaches candidates preparing interviews. She is delighted that her current success rate is running at 85% for 2019!   ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney </li> <li>Instagram: @hruprising </li> </ul> <ul> <li>Facebook: @hruprising </li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Practical Interviewing Techniques For HR & Managers With Jo Irwin

In this episode, Lucinda debunks some of the ‘Spin’ around appraisal and performance management, and shares what the research literature tells us about what really works in terms of driving people performance.  She runs through eight key evidence-based practices with examples on how you can put these into action in your organisation. KEY TAKEAWAYS  Performance management is, and should be, a people management process that should be aligned with the needs of the organisation and delivering business value. However the process of condensing an entire year’s worth of progress in once-per-year three hour meeting has always been an unproductive way of handling this.     Goal Setting - We set goals in our personal lives all the time. It’s how we measure success in health, finance, and our lives in general. So why aren’t we taking more advantage of goal-setting in the workplace? Also, have we made the overall goal of the company itself clear to our employees?     Strategic Alignment – We need to ensure that our goals are strategically aligned and relevant to the business goals and to our career aspirations. An affirmative to both of these questions would give us our “why”, our reason for doing it.     Coaching and development – Coaches and managers need to get to know their team. They need to know where their team wish to go and what they wish to achieve. It’s worth investing coaching time on our coaches to develop their talent with people. Telling people how to do things isn’t coaching.     Feedback and recognition - Giving ongoing feedback to employees throughout the year is an incredibly powerful tool. When we receive feedback, it engenders our fight-or-flight response. To prevent a level of fear arising the moment we tell someone we’re about to give them feedback is to make sure the feedback is high-quality and positive.     Communication and transparency – No one should arrive at an appraisal and be surprised or shocked by what they hear. By delivering ongoing feedback, you remove the element of surprise and create a company-wide atmosphere of transparency and communication.     Climate of Trust - People need to trust the processes of your company. This leads on from being transparent and communicating well. Building a climate of trust and a healthy relationship with our employees, we increase their productivity and happiness.      Rewarding Performance - Remember that rewards don’t have to be monetary. Development programs, extra holiday allowance, even making sure that a good employee’s input is part of moving the company forward, can all act as an incentive for employees to do their best.     Trained Managers - Is your business placing importance on people management? Managing people should be an ongoing process, not just reserved for a once a year appraisal meeting, where the juxtaposition of positives, negatives and career development can make for an awkward and unproductive meeting.  BEST MOMENTS  “The appraisal is dead, long live the catch-up!” “We all know that these practices are the right ting to do, but are they actually happening?” “Common sense is not always common practice” “We have to help managers realise how important it is to manage people well, and give them the tools and methods to do that” “Coaching is empowering people to make decisions for themselves” “Catch people doing things right”  VALUABLE RESOURCES  Dr Nuno da Camara - https://www.southampton.ac.uk/business-school/about/staff/nrdc1y13.page Link to the full academic research review - https://actus.co.uk/free-performance-management-resources/whitepapers/research-review-what-works-performance-management/ The HR Uprising Podcast | Apple | Spotify | Stitcher  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising   HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

In this episode, Lucinda debunks some of the ‘Spin’ around appraisal and performance management, and shares what the research literature tells us about what really works in terms of driving people performance.  She runs through eight key evidence-based practices with examples on how you can put these into action in your organisation. KEY TAKEAWAYS <ul> <li>Performance management is, and should be, a people management process that should be aligned with the needs of the organisation and delivering business value. However the process of condensing an entire year’s worth of progress in once-per-year three hour meeting has always been an unproductive way of handling this.</li> </ul> <ul> <li>Goal Setting - We set goals in our personal lives all the time. It’s how we measure success in health, finance, and our lives in general. So why aren’t we taking more advantage of goal-setting in the workplace? Also, have we made the overall goal of the company itself clear to our employees?</li> </ul> <ul> <li>Strategic Alignment – We need to ensure that our goals are strategically aligned and relevant to the business goals and to our career aspirations. An affirmative to both of these questions would give us our “why”, our reason for doing it.</li> </ul> <ul> <li>Coaching and development – Coaches and managers need to get to know their team. They need to know where their team wish to go and what they wish to achieve. It’s worth investing coaching time on our coaches to develop their talent with people. Telling people how to do things isn’t coaching.</li> </ul> <ul> <li>Feedback and recognition - Giving ongoing feedback to employees throughout the year is an incredibly powerful tool. When we receive feedback, it engenders our fight-or-flight response. To prevent a level of fear arising the moment we tell someone we’re about to give them feedback is to make sure the feedback is high-quality and positive.</li> </ul> <ul> <li>Communication and transparency – No one should arrive at an appraisal and be surprised or shocked by what they hear. By delivering ongoing feedback, you remove the element of surprise and create a company-wide atmosphere of transparency and communication.</li> </ul> <ul> <li>Climate of Trust - People need to trust the processes of your company. This leads on from being transparent and communicating well. Building a climate of trust and a healthy relationship with our employees, we increase their productivity and happiness. </li> </ul> <ul> <li>Rewarding Performance - Remember that rewards don’t have to be monetary. Development programs, extra holiday allowance, even making sure that a good employee’s input is part of moving the company forward, can all act as an incentive for employees to do their best.</li> </ul> <ul> <li>Trained Managers - Is your business placing importance on people management? Managing people should be an ongoing process, not just reserved for a once a year appraisal meeting, where the juxtaposition of positives, negatives and career development can make for an awkward and unproductive meeting.</li> </ul> BEST MOMENTS <ul> <li>“The appraisal is dead, long live the catch-up!”</li> <li>“We all know that these practices are the right ting to do, but are they actually happening?”</li> <li>“Common sense is not always common practice”</li> <li>“We have to help managers realise how important it is to manage people well, and give them the tools and methods to do that”</li> <li>“Coaching is empowering people to make decisions for themselves”</li> <li>“Catch people doing things right”</li> </ul> VALUABLE RESOURCES <ul> <li>Dr Nuno da Camara - <a href="https://www.southampton.ac.uk/business-school/about/staff/nrdc1y13.page" rel="nofollow" target="_blank">https://www.southampton.ac.uk/business-school/about/staff/nrdc1y13.page</a></li> <li>Link to the full academic research review - <a href="https://actus.co.uk/free-performance-management-resources/whitepapers/research-review-what-works-performance-management/" rel="nofollow" target="_blank">https://actus.co.uk/free-performance-management-resources/whitepapers/research-review-what-works-performance-management/</a></li> <li>The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a></li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul> <a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

What Really Works In Performance Management

Making change within a company is not as successful as it should be. In fact, studies show that on average seventy percent of change initiatives fail due to ‘people’ issues. As the custodians of people-related change, those in HR are often looked to for answers when this happens. In today’s episode, Lucinda looks at a well-cited model of change implementation that may well offer a solution. KEY TAKEAWAYS  Seventy percent of change initiatives fail, and they do so because of people issues. This is according to a Kinsey report from almost twenty years ago, but is still holding true for many.     People need to understand why change is happening. They need to understand the steps they need to take in order to effect it. The change may need to be debated. It’s never as simple as sending out an edict and waiting for the change to happen.     Kurt Lewin’s 3 Step Change Method is visualised as a U shape. We begin at the left with “unfreezing", then move to the bottom of the U with “changing”, before ending at the other end of the U with “refreezing”.     Kotter’s Eight Step Change Methodology: Establish a sense of urgency Establish a powerful guiding coalition Create a compelling vision Communicate the change Remove obstacles Create short-term wins Consolidate improvements Institutionalise the change       We need to consider the best way of ensuring that people realise the urgency of change, but in an appealing way, such as rewards.     Establishing a ‘why’ and ‘how’ is important, but so is the question of “what if?”. By offering consequences of inaction, we provide further impetus for change.     People who are great at change are often good at starting things. However, this can mean that they’re not so good at finishing things. Consolidating requires a certain kind of person or team in order to see it through.  BEST MOMENTS  ‘In many large scale changes, there are many steps that need to be implemented’  ‘Kotter says we need to communicate change ten times more than we think we do’  ‘Where I’ve seen change fail is when this powerful guiding coalition are in a bubble’  ’Think about how you frame your communication’  ‘It becomes embedded. It becomes the way we do things around here'   VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher Kotter’s Eight-Step Change Methodology - https://www.mindtools.com/pages/article/newPPM_82.htm Kurt Lewin’s ‘Three-Step’ Change Method - https://www.mindtools.com/pages/article/newPPM_94.htm 4Mat by Bernice McCarthy - https://www.toolshero.com/effectiveness/4mat-learning-cycle-model/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising             HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Making change within a company is not as successful as it should be. In fact, studies show that on average seventy percent of change initiatives fail due to ‘people’ issues. As the custodians of people-related change, those in HR are often looked to for answers when this happens. In today’s episode, Lucinda looks at a well-cited model of change implementation that may well offer a solution. KEY TAKEAWAYS <ul> <li>Seventy percent of change initiatives fail, and they do so because of people issues. This is according to a Kinsey report from almost twenty years ago, but is still holding true for many.</li> </ul> <ul> <li>People need to understand why change is happening. They need to understand the steps they need to take in order to effect it. The change may need to be debated. It’s never as simple as sending out an edict and waiting for the change to happen.</li> </ul> <ul> <li>Kurt Lewin’s 3 Step Change Method is visualised as a U shape. We begin at the left with “unfreezing", then move to the bottom of the U with “changing”, before ending at the other end of the U with “refreezing”.</li> </ul> <ul> <li>Kotter’s Eight Step Change Methodology: <ul> <li>Establish a sense of urgency</li> <li>Establish a powerful guiding coalition</li> <li>Create a compelling vision</li> <li>Communicate the change</li> <li>Remove obstacles</li> <li>Create short-term wins</li> <li>Consolidate improvements</li> <li>Institutionalise the change</li> </ul> </li> </ul> <ul> <li>We need to consider the best way of ensuring that people realise the urgency of change, but in an appealing way, such as rewards.</li> </ul> <ul> <li>Establishing a ‘why’ and ‘how’ is important, but so is the question of “what if?”. By offering consequences of inaction, we provide further impetus for change.</li> </ul> <ul> <li>People who are great at change are often good at starting things. However, this can mean that they’re not so good at finishing things. Consolidating requires a certain kind of person or team in order to see it through.</li> </ul> BEST MOMENTS <ul> <li>‘In many large scale changes, there are many steps that need to be implemented’ </li> <li>‘Kotter says we need to communicate change ten times more than we think we do’ </li> <li>‘Where I’ve seen change fail is when this powerful guiding coalition are in a bubble’ </li> <li>’Think about how you frame your communication’ </li> <li>‘It becomes embedded. It becomes the way we do things around here' </li> </ul> VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> Kotter’s Eight-Step Change Methodology - <a href="https://www.mindtools.com/pages/article/newPPM_82.htm" rel="nofollow" target="_blank">https://www.mindtools.com/pages/article/newPPM_82.htm</a> Kurt Lewin’s ‘Three-Step’ Change Method - <a href="https://www.mindtools.com/pages/article/newPPM_94.htm" rel="nofollow" target="_blank">https://www.mindtools.com/pages/article/newPPM_94.htm</a> 4Mat by Bernice McCarthy - <a href="https://www.toolshero.com/effectiveness/4mat-learning-cycle-model/" rel="nofollow" target="_blank">https://www.toolshero.com/effectiveness/4mat-learning-cycle-model/</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul> <a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Delivering Organisational Change

Craig Marshall

In this HR Uprising episode, we begin the first in a new series on “What does the CEO really want from HR?”Joining Lucinda to discuss this hot topic, is Craig Marshall CEO of OrganOx. Above all, he advocates the value that HR can bring. Craig discusses the requirements he expects of his HR divisions, and the business journey that has led him to recognise how invaluable HR is to the beating heart of any business. KEY TAKEAWAYS  Spending twenty years being managed, before becoming a line manager, gave Craig a rare insight into how it felt to be managed both badly and effectively. Originating from an engineering background, Craig admits he was slow to realise the true value of HR and people skills. Certainly, this appears to be a common occurrence in this particular field. Distilling HR theory or presenting it as more evidence-based will help to attract a broader church of people. Consequently reaching those who can see this as woolly and dumbed down. The ideal HR candidate, according to Craig, is the kind of person who has come from a larger organisation. Certainly, someone who has managed the evolution of people. Someone who can recognise the types of people and departments in any business, and also help them to achieve their maximum potential in the future. HR helps Craig to understand the individuals in his business, but further than that, it allows him to find the most effective team dynamic. A good HR director will not be afraid to contribute and speak up when necessary. Above all, it’s important to be engaged, and unafraid to challenge. Furthermore, Craig would like to see more innovation in HR. The business world is rapidly changing, and the way in which we are learning is incredibly transitional. Consequently, HR need to be much closer to the action in the ways in which we are choosing to learn. When it comes to legacy, HR can be incredibly useful in explaining an executives negative impact from a business point of view, so long as it is done in a constructive, logical way.  Best Moments  ‘Why work here? Why work harder?’  ’There’s every reason to provide a sophisticated education to sophisticated people’  ‘What does the team need?’  ’They need to understand the people and know where to take them’  ‘We need to make sure we’re tapping into contemporary resources’  ‘Have the courage to have the conversation'    Valuable Resources  Join the HR Uprising LinkedIn Group Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/  ABOUT THE GUEST   Craig Marshall became CEO of OrganOx in January 2017. Consequently, he is leading the commercialization of this exciting business, a game-changing within organ transplantation.   OrganOx  was founded in 2008 to exploit the normothermic organ preservation technology invented by Professor Peter Friend and Professor Constantin Coussios, the company’s  Chief Medical Officer and Chief Technology Officer respectively. Additionally, OrganOx continues to benefit from strong ties with the University of Oxford. Peter is also Director of the Oxford University Transplant Centre and Constantin is Director of  Institute of Biomedical Engineering. Prior to joining OrganOx Craig was Managing Director of a £200m, 450 employee business, Siemens Magnet Technology, from 2010. During the period from 2010 to 2016, Craig was also an executive member of the £2bn Siemens Healthcare MRI business unit, the undisputed market leader. During his time in these roles, Siemens Magnet Technology was awarded UK Factory of the Year in 2015  and developed a revolutionary new magnet contained within the world’s strongest clinical MRI system, the Siemens 7 Tesla MAGNETOM Terra. In addition, Craig is a fellow of the Institution of Mechanical Engineers, he has a first degree from the University of Liverpool in Mechanical Engineering and an MBA with distinction from the University of Warwick Business School. Earlier in his career, Craig worked at Oxford Instruments, Amersham Healthcare plc as well as GE Healthcare in a variety of management and leadership roles.    Craig Marshall on LinkedIn OrganOx - https://www.organox.com/about-us/meet-the-team    ABOUT THE HOST   Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk LinkedIn: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising YouTube: Channel   HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

In this HR Uprising episode, we begin the first in a new series on “What does the CEO really want from HR?”Joining Lucinda to discuss this hot topic, is Craig Marshall CEO of OrganOx. Above all, he advocates the value that HR can bring. Craig discusses the requirements he expects of his HR divisions, and the business journey that has led him to recognise how invaluable HR is to the beating heart of any business. KEY TAKEAWAYS <ul> <li>Spending twenty years being managed, before becoming a line manager, gave Craig a rare insight into how it felt to be managed both badly and effectively.</li> <li>Originating from an engineering background, Craig admits he was slow to realise the true value of HR and people skills. Certainly, this appears to be a common occurrence in this particular field.</li> <li>Distilling HR theory or presenting it as more evidence-based will help to attract a broader church of people. Consequently reaching those who can see this as woolly and dumbed down.</li> <li>The ideal HR candidate, according to Craig, is the kind of person who has come from a larger organisation. Certainly, someone who has managed the evolution of people. Someone who can recognise the types of people and departments in any business, and also help them to achieve their maximum potential in the future.</li> <li>HR helps Craig to understand the individuals in his business, but further than that, it allows him to find the most effective team dynamic.</li> <li>A good HR director will not be afraid to contribute and speak up when necessary. Above all, it’s important to be engaged, and unafraid to challenge.</li> <li>Furthermore, Craig would like to see more innovation in HR. The business world is rapidly changing, and the way in which we are learning is incredibly transitional. Consequently, HR need to be much closer to the action in the ways in which we are choosing to learn.</li> <li>When it comes to legacy, HR can be incredibly useful in explaining an executives negative impact from a business point of view, so long as it is done in a constructive, logical way.</li> </ul> Best Moments <ul> <li>‘Why work here? Why work harder?’ </li> <li>’There’s every reason to provide a sophisticated education to sophisticated people’ </li> <li>‘What does the team need?’ </li> <li>’They need to understand the people and know where to take them’ </li> <li>‘We need to make sure we’re tapping into contemporary resources’ </li> <li>‘Have the courage to have the conversation'  </li> </ul> Valuable Resources <ul> <li>Join the <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">HR Uprising LinkedIn Group</a></li> <li>Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: <a href="https://actus.co.uk/free-performance-management-resources/" rel="nofollow" target="_blank">https://actus.co.uk/free-performance-management-resources/</a></li> </ul> ABOUT THE GUEST Craig Marshall became CEO of OrganOx in January 2017. Consequently, he is leading the commercialization of this exciting business, a game-changing within organ transplantation.   OrganOx  was founded in 2008 to exploit the normothermic organ preservation technology invented by <a href="http://www.organox.com/new-gallery-2" rel="nofollow" target="_blank">Professor Peter Friend</a> and <a href="http://www.organox.com/new-gallery-3" rel="nofollow" target="_blank">Professor Constantin Coussios</a>, the company’s  Chief Medical Officer and Chief Technology Officer respectively. Additionally, OrganOx continues to benefit from strong ties with the University of Oxford. Peter is also Director of the Oxford University Transplant Centre and Constantin is Director of  Institute of Biomedical Engineering. Prior to joining OrganOx Craig was Managing Director of a £200m, 450 employee business, Siemens Magnet Technology, from 2010. During the period from 2010 to 2016, Craig was also an executive member of the £2bn Siemens Healthcare MRI business unit, the undisputed market leader. During his time in these roles, Siemens Magnet Technology was awarded UK Factory of the Year in 2015  and developed a revolutionary new magnet contained within the world’s strongest clinical MRI system, the Siemens 7 Tesla MAGNETOM Terra. In addition, Craig is a fellow of the Institution of Mechanical Engineers, he has a first degree from the University of Liverpool in Mechanical Engineering and an MBA with distinction from the University of Warwick Business School. Earlier in his career, Craig worked at Oxford Instruments, Amersham Healthcare plc as well as GE Healthcare in a variety of management and leadership roles. <ul> <li>Craig Marshall on<a href="https://www.linkedin.com/in/craig-marshall-95b54614/?originalSubdomain=uk" rel="nofollow" target="_blank"> LinkedIn</a></li> <li>OrganOx - <a href="https://www.organox.com/about-us/meet-the-team" rel="nofollow" target="_blank">https://www.organox.com/about-us/meet-the-team</a></li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the HR Uprising LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>LinkedIn: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: <a href="https://twitter.com/LucindaCarney" rel="nofollow" target="_blank">@lucindacarney</a></li> <li>Instagram: <a href="https://www.instagram.com/lucinda_hruprising/" rel="nofollow" target="_blank">@hruprising</a></li> <li>Facebook: <a href="https://www.facebook.com/HRUprising/?modal=admin_todo_tour" rel="nofollow" target="_blank">@hruprising</a></li> <li>YouTube: <a href="https://www.youtube.com/channel/UCElHrzfM0DVcvS7FuoQtOhw" rel="nofollow" target="_blank">Channel</a></li> </ul> <a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

What does the CEO really want from HR? Featuring CEO Craig Marshall from OrganOx

The term OD or Organisational Development is very poorly understood, even within with HR itself. Yet, it could hold the key to the profession elevating its status and being viewed as more strategic.  In this episode of The HR Uprising Podcast, Lucinda explains that 3 main pillars of OD are as follows:   Transforming an organisation to meet business goals    Applying evidence-based theories systematically to achieve results  Managing or delivering change.   OD is very effective in meeting your business goals. There are different kinds of OD Interventions you can use. Know what will work for you so you can implement them in your organisation. Also, don’t miss the 5-step process that any practitioner can use to apply OD, so start tuning in!  KEY TAKEAWAYS   What is Organisational Development (OD)? It’s about evolving, adapting, or improving an organisation. And, according to CIBT, it’s a “planned and systematic approach to enabling sustained organisational performance through its involvement with people.” It should be aligned with your business strategies.    It can change the structure, skills, and behaviours within the company so you can move towards your goal faster and efficiently.   Examples of OD interventions    To develop a new performance management process  To understand cultural issues, values, etc.  For job redesign    The 5-Step Process on how to do OD    1 – Understand the needs. What do you need in relation to your organisational strategy?    You need people with different skills to be competitive.  Use diagnostic tools.    2 – Decide on how are you going to address those needs.    3 – Select your intervention: human process, business process, HR interventions, strategic interventions.  4 – Implementation  5 – Evaluate the change    The Difference between HR and OD: “It’s OD when it’s orientated widely in the wider organisation whereas HR is more specifically about a human resources process or about people.”   BEST MOMENTS   “The key is doing it in line with business goals.”  “Anything to do with change pretty much fits within OD.”  “It’s not just getting better at appraisals. It’s actually making something more effective in terms of meeting the organisation’s goals.”  “If an OD’s intervention is done well, it needs to lead to a change in the business.”  “Take on a structured approach when delivering change.”   VALUABLE RESOURCES   https://scienceforwork.com/ Center for Evidence-Based Management https://www.cebma.org/ Further information and useful links from previous shows can be accessed at https://www.hruprising.com  ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk   Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

The term OD or Organisational Development is very poorly understood, even within with HR itself. Yet, it could hold the key to the profession elevating its status and being viewed as more strategic.  In this episode of The HR Uprising Podcast, Lucinda explains that 3 main pillars of OD are as follows:  <ul> <li>Transforming an organisation to meet business goals </li> </ul> <ul> <li>Applying evidence-based theories systematically to achieve results </li> <li>Managing or delivering change. </li> </ul> OD is very effective in meeting your business goals. There are different kinds of OD Interventions you can use. Know what will work for you so you can implement them in your organisation. Also, don’t miss the 5-step process that any practitioner can use to apply OD, so start tuning in!  KEY TAKEAWAYS <ul> <li>What is Organisational Development (OD)? It’s about evolving, adapting, or improving an organisation. And, according to CIBT, it’s a “planned and systematic approach to enabling sustained organisational performance through its involvement with people.” It should be aligned with your business strategies. </li> </ul> <ul> <li>It can change the structure, skills, and behaviours within the company so you can move towards your goal faster and efficiently.  </li> <li>Examples of OD interventions </li> </ul> <ul> <li>To develop a new performance management process </li> <li>To understand cultural issues, values, etc. </li> <li>For job redesign </li> </ul> <ul> <li>The 5-Step Process on how to do OD </li> </ul> <ul> <li>1 – Understand the needs. What do you need in relation to your organisational strategy? </li> </ul> <ul> <li>You need people with different skills to be competitive. </li> <li>Use diagnostic tools. </li> </ul> <ul> <li>2 – Decide on how are you going to address those needs. </li> </ul> <ul> <li>3 – Select your intervention: human process, business process, HR interventions, strategic interventions. </li> <li>4 – Implementation </li> <li>5 – Evaluate the change </li> </ul> <ul> <li>The Difference between HR and OD: “It’s OD when it’s orientated widely in the wider organisation whereas HR is more specifically about a human resources process or about people.” </li> </ul> BEST MOMENTS <ul> <li>“The key is doing it in line with business goals.” </li> <li>“Anything to do with change pretty much fits within OD.” </li> <li>“It’s not just getting better at appraisals. It’s actually making something more effective in terms of meeting the organisation’s goals.” </li> <li>“If an OD’s intervention is done well, it needs to lead to a change in the business.” </li> <li>“Take on a structured approach when delivering change.” </li> </ul> VALUABLE RESOURCES <ul> <li><a href="https://scienceforwork.com/" rel="nofollow" target="_blank">https://scienceforwork.com/</a></li> <li>Center for Evidence-Based Management <a href="https://www.cebma.org/" rel="nofollow" target="_blank">https://www.cebma.org/</a></li> <li>Further information and useful links from previous shows can be accessed at <a href="https://www.hruprising.com/" rel="nofollow" target="_blank">https://www.hruprising.com</a></li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> </ul> <ul> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: <a href="https://www.twitter.com/lucindacarney" rel="nofollow" target="_blank">@lucindacarney</a></li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

The Art of Demystifying O.D.

You might be the reason why they quit. Organisations and companies can improve hire retention and decrease early resignations if they learn to up their game in their onboarding process. This shouldn’t be neglected, so in this episode of The HR Uprising Podcast, Lucinda Carney, your host, shines a light on where you should start with the onboarding. She the fundamental questions like: Why value the onboarding? How long must we allow for the process? What are the different types of onboarding? There’s many more that you’ll discover when you tune in. We should ensure that the managers are skilled to onboard people effectively. It’s an important process, and it could also lessen the waste of money on recruitment. Remember - When we look up together we rise up together! KEY TAKEAWAYS  According to studies, one-third of the workforce are choosing to leave their companies in the first six months. This is a bad sign especially that employers invest so much money, time, and energy in recruitment, employment, training, etc. Onboarding – point in time from when an interesting candidate has accepted your offer and is performing an engagement with the organisation On average, 1-3 months are allowed to abandon their previous company, and six months are spent on the onboarding phase.   Operational onboarding – Tools are needed by new team players to do their job. Knowledge onboarding – How should you do it? Knowledge is more digestible for them if you do it in small chunks over a period of time. Social onboarding – Make them feel included. Technology won’t be the answer.   Performance Induction – Set goals for individuals to achieve. It’s easier to evaluate their performance and give them feedback. Talent Onboarding – Managers should know your skills, talents and expertise, so they’ll know how you can help each other improve. Cross-boarding – people are moving from one business to another.  BEST MOMENTS  “We should be using our performance management from Day 1 – setting people’s goals and milestones, and giving them feedback about them.” “The world is divided into a third who joins into social media, a third of people who lurks, and third who has nothing to do with it.” “In different sectors or business units, very often, their whole culture is entirely different. So, someone moving – even from a different management style – makes a big difference in how they feel and how quickly they become effective.”  VALUABLE RESOURCES  Onboarding | LinkedIn The HR Uprising Podcast | Apple | Spotify | Stitcher  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

You might be the reason why they quit. Organisations and companies can improve hire retention and decrease early resignations if they learn to up their game in their onboarding process. This shouldn’t be neglected, so in this episode of The HR Uprising Podcast, Lucinda Carney, your host, shines a light on where you should start with the onboarding. She the fundamental questions like: Why value the onboarding? How long must we allow for the process? What are the different types of onboarding? There’s many more that you’ll discover when you tune in. We should ensure that the managers are skilled to onboard people effectively. It’s an important process, and it could also lessen the waste of money on recruitment. Remember - When we look up together we rise up together! KEY TAKEAWAYS <ul> <li>According to studies, one-third of the workforce are choosing to leave their companies in the first six months. This is a bad sign especially that employers invest so much money, time, and energy in recruitment, employment, training, etc.</li> <li>Onboarding – point in time from when an interesting candidate has accepted your offer and is performing an engagement with the organisation <ul> <li>On average, 1-3 months are allowed to abandon their previous company, and six months are spent on the onboarding phase.</li> </ul> </li> <li>Operational onboarding – Tools are needed by new team players to do their job.</li> <li>Knowledge onboarding – How should you do it? Knowledge is more digestible for them if you do it in small chunks over a period of time.</li> <li>Social onboarding – Make them feel included. <ul> <li>Technology won’t be the answer.</li> </ul> </li> <li>Performance Induction – Set goals for individuals to achieve. It’s easier to evaluate their performance and give them feedback.</li> <li>Talent Onboarding – Managers should know your skills, talents and expertise, so they’ll know how you can help each other improve.</li> <li>Cross-boarding – people are moving from one business to another.</li> </ul> BEST MOMENTS <ul> <li>“We should be using our performance management from Day 1 – setting people’s goals and milestones, and giving them feedback about them.”</li> <li>“The world is divided into a third who joins into social media, a third of people who lurks, and third who has nothing to do with it.”</li> <li>“In different sectors or business units, very often, their whole culture is entirely different. So, someone moving – even from a different management style – makes a big difference in how they feel and how quickly they become effective.”</li> </ul> VALUABLE RESOURCES <ul> <li>Onboarding | <a href="https://www.linkedin.com/feed/update/urn:li:activity:6537561330273136640" rel="nofollow" target="_blank">LinkedIn</a></li> <li>The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a></li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Onboarding - The Missing Link

In this HR Uprising episode, Lucinda takes a practical look at the "Imposter Syndrome” phenomenon that is surprisingly common. Asking just what is it? How can we overcome it? Certainly, imposter syndrome affects both men and women and links in particular with high achievers. What has your experience been? Where do you think it stems from? Sharing her personal experience, Lucinda explores how we can recognise imposter syndrome in others and in ourselves, and ultimately, how we can avoid the imposter cycle. Valuable Resources  Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/ Actus Software resources particularly relevant to this podcast:  Blog: How to overcome the Imposter Syndrome Infographic: The 5 Types of the Imposter Complex  Join the HR Uprising LinkedIn Group  Key Takeaways  Most of us will suffer from Imposter Syndrome at some point in our lives. It often occurs in the moment following the endorsement of our skills or position. Imposter Syndrome can also be considered as a sense of not feeling worthy enough to be in a certain position in life or the unworthiness of being recognised as so. When we’re younger we are often told that showing off, or boasting, are bad qualities. Consequently, we associate good fortune or telling the world about our good fortune, as negative traits. Indeed, 70% of people have experienced Imposter Syndrome at some point in their lives. The term was officially coined in 1978, where it was originally thought to only affect women, although now it has been demonstrated to affect everyone. It’s quite normal to feel like an imposter if you’re going into a new role, or embarking upon a new project. This is particularly common if there’s a preconception about your skill levels from the outset. Later, it’s quite possible to experience the “imposter cycle”. In this case, the more success you have, the more worried you become about being “found out”. According to Dr. Valerie Young, there are five types of imposters:  The Perfectionist - Those who get anxious if they fail to achieve their extreme goals The Expert - People who don’t feel satisfied until they know everything The Soloist - An individual who finds comfort in their solitude for fear of being “found out" The Natural Genius - People who are used to achievement, and who wobble when they don’t find natural success The Superhero - The workaholic who can experience burnout, but cannot seem to stop.   Best Moments  ’There’s still a lot of research in this area, and it hasn’t really evolved’  ‘It’s immodest to be recognised, or to be the centre of attention’  ‘It’s not a mental disorder’  ‘Without question, every individual has something of value’  ‘Certainly, it’s about being logical and kind to ourselves’  ‘We can’t actually grow without moving out of our comfort zone’  ‘I shouldn’t allow my thoughts to stop me from achieving the things I want to achieve'    About The Host Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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. Certainly, 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. "When we look up we rise up” Contact Method  Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk LinkedIn: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising YouTube: Channel HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

In this HR Uprising episode, Lucinda takes a practical look at the "Imposter Syndrome” phenomenon that is surprisingly common. Asking just what is it? How can we overcome it? Certainly, imposter syndrome affects both men and women and links in particular with high achievers. What has your experience been? Where do you think it stems from? Sharing her personal experience, Lucinda explores how we can recognise imposter syndrome in others and in ourselves, and ultimately, how we can avoid the imposter cycle. Valuable Resources <ul> <li>Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: <a href="https://actus.co.uk/free-performance-management-resources/" rel="nofollow" target="_blank">https://actus.co.uk/free-performance-management-resources/</a></li> <li>Actus Software resources particularly relevant to this podcast:</li> <ul> <li>Blog: <a href="https://actus.co.uk/imposter-syndrome/" rel="nofollow" target="_blank">How to overcome the Imposter Syndrome</a></li> <li>Infographic: <a href="https://actus.co.uk/free-performance-management-resources/infographics-templates/the-5-types-of-imposter-complex/" rel="nofollow" target="_blank">The 5 Types of the Imposter Complex</a></li> </ul> <li>Join the <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">HR Uprising LinkedIn Group</a></li> </ul> Key Takeaways <ul> <li>Most of us will suffer from Imposter Syndrome at some point in our lives. It often occurs in the moment following the endorsement of our skills or position.</li> <li>Imposter Syndrome can also be considered as a sense of not feeling worthy enough to be in a certain position in life or the unworthiness of being recognised as so.</li> <li>When we’re younger we are often told that showing off, or boasting, are bad qualities. Consequently, we associate good fortune or telling the world about our good fortune, as negative traits.</li> <li>Indeed, 70% of people have experienced Imposter Syndrome at some point in their lives. The term was officially coined in 1978, where it was originally thought to only affect women, although now it has been demonstrated to affect everyone.</li> <li>It’s quite normal to feel like an imposter if you’re going into a new role, or embarking upon a new project. This is particularly common if there’s a preconception about your skill levels from the outset.</li> <li>Later, it’s quite possible to experience the “imposter cycle”. In this case, the more success you have, the more worried you become about being “found out”.</li> <li>According to Dr. Valerie Young, there are five types of imposters:</li> <ul> <li>The Perfectionist - Those who get anxious if they fail to achieve their extreme goals</li> <li>The Expert - People who don’t feel satisfied until they know everything</li> <li>The Soloist - An individual who finds comfort in their solitude for fear of being “found out"</li> <li>The Natural Genius - People who are used to achievement, and who wobble when they don’t find natural success</li> <li>The Superhero - The workaholic who can experience burnout, but cannot seem to stop.</li> </ul> </ul> Best Moments <ul> <li>’There’s still a lot of research in this area, and it hasn’t really evolved’ </li> <li>‘It’s immodest to be recognised, or to be the centre of attention’ </li> <li>‘It’s not a mental disorder’ </li> <li>‘Without question, every individual has something of value’ </li> <li>‘Certainly, it’s about being logical and kind to ourselves’ </li> <li>‘We can’t actually grow without moving out of our comfort zone’ </li> <li>‘I shouldn’t allow my thoughts to stop me from achieving the things I want to achieve'  </li> </ul> About The Host <a href="https://hruprising.com/about-lucinda-carney/" rel="nofollow" target="_blank">Lucinda Carney</a> is a Business Psychologist with 15 years in Senior Corporate L&amp;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. Certainly, 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. "When we look up we rise up” Contact Method <ul> <li>Join the HR Uprising LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>LinkedIn: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: <a href="https://twitter.com/LucindaCarney" rel="nofollow" target="_blank">@lucindacarney</a></li> <li>Instagram: <a href="https://www.instagram.com/lucinda_hruprising/" rel="nofollow" target="_blank">@hruprising</a></li> <li>Facebook: <a href="https://www.facebook.com/HRUprising/?modal=admin_todo_tour" rel="nofollow" target="_blank">@hruprising</a></li> <li>YouTube: <a href="https://www.youtube.com/channel/UCElHrzfM0DVcvS7FuoQtOhw" rel="nofollow" target="_blank">Channel</a></li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Imposter Syndrome: what is it and how can we overcome it?

Emily Hutchinson

Using the Strength-based Approach, An Interview with Emily Hutchinson  Bring in the positive vibes, never the negative vibes.  In this episode of The HR Uprising Podcast, Lucinda talks to Emily Hutchinson, the Director of EJH Consulting and a Chartered Occupational Psychologist, about the benefits of strengths-based organisations. When the HR management practice to prioritise every individual’s fulfillment at the workplace, then high performance from everyone is ensured. So as the business grows, they also achieve personal development. Organisations and companies benefit more when everyone enjoys. It’s time to let go of the old ways (e.g. competency-based). Discover more about this approach when you tune in.  KEY TAKEAWAYS   Traditional psychology tend to focus more on what’s wrong with people rather than what’s right.  Strengths-based approach focuses on how the individuals should feel their best. You can be great at something but don’t really enjoy doing it.  For HR people, it’s easier to manage the team when you see that people love what they’re doing. No need for incentives or any kind of strategy to fuel dedication in their work. For the organisation, results are far better since everything’s more efficient.  It’s best to get a team that almost complement each other with regards to their strengths. That’s how you leverage the benefit of having a team.   BEST MOMENTS   “If we are able to help people in our business play or develop their strengths, it’s actually more powerful than working on weaknesses.”  “The value comes if we can actually make a difference to the individuals who make the difference in the organisation and to the organisation themself.”  “Tap into people who’s intrinsic motivation is of just what they love to do rather than what they’re just good at.”   VALUABLE RESOURCES   The HR Uprising Podcast: Conversation with Rob Briener | Apple | Spotify | Omny   ABOUT THE GUEST   Emily Hutchinson is a Chartered Occupational Psychologist and the Director of EJH Consulting. For more than 20 years in her professional career, she’s had experience working with organisations and individuals to improve their performance.   emily@ejhconsulting.co.uk     ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk   Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney  Instagram: @hruprising  Facebook: @hruprising  HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Using the Strength-based Approach, An Interview with Emily Hutchinson Bring in the positive vibes, never the negative vibes.  In this episode of The HR Uprising Podcast, Lucinda talks to Emily Hutchinson, the Director of EJH Consulting and a Chartered Occupational Psychologist, about the benefits of strengths-based organisations. When the HR management practice to prioritise every individual’s fulfillment at the workplace, then high performance from everyone is ensured. So as the business grows, they also achieve personal development. Organisations and companies benefit more when everyone enjoys. It’s time to let go of the old ways (e.g. competency-based). Discover more about this approach when you tune in.  KEY TAKEAWAYS <ul> <li>Traditional psychology tend to focus more on what’s wrong with people rather than what’s right. </li> <li>Strengths-based approach focuses on how the individuals should feel their best. You can be great at something but don’t really enjoy doing it. </li> <li>For HR people, it’s easier to manage the team when you see that people love what they’re doing. No need for incentives or any kind of strategy to fuel dedication in their work. For the organisation, results are far better since everything’s more efficient. </li> <li>It’s best to get a team that almost complement each other with regards to their strengths. That’s how you leverage the benefit of having a team. </li> </ul> BEST MOMENTS <ul> <li>“If we are able to help people in our business play or develop their strengths, it’s actually more powerful than working on weaknesses.” </li> <li>“The value comes if we can actually make a difference to the individuals who make the difference in the organisation and to the organisation themself.” </li> <li>“Tap into people who’s intrinsic motivation is of just what they love to do rather than what they’re just good at.” </li> </ul> VALUABLE RESOURCES <ul> <li>The HR Uprising Podcast: Conversation with Rob Briener | <a href="https://podcasts.apple.com/gb/podcast/conversation-with-prof-rob-briner/id1465080766?i=1000441014757" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/episode/2uz2lOt5fXjTofFNVfQt90" rel="nofollow" target="_blank">Spotify</a> | <a href="https://omny.fm/shows/the-hr-uprising/conversation-with-prof-rob-briner?in_playlist=the-hr-uprising!podcast" rel="nofollow" target="_blank">Omny</a> </li> </ul> ABOUT THE GUEST  Emily Hutchinson is a Chartered Occupational Psychologist and the Director of EJH Consulting. For more than 20 years in her professional career, she’s had experience working with organisations and individuals to improve their performance.  <ul> <li><a href="mailto:emily@ejhconsulting.co.uk">emily@ejhconsulting.co.uk</a> </li> <li> </li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> </ul> <ul> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney </li> <li>Instagram: @hruprising </li> <li>Facebook: @hruprising </li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Emily Hutchinson - The Strengths Based Organisation

David James

‘We have the tools today to help and guide people at their points of need and then measure success based on the efficacy – to what extent we helped them to achieve their desired goals at the point they needed it ‘  In this episode, Lucinda is in conversation with David James, Chief Learning Officer for Looop.  They discuss the changes in expectations from employees and stakeholders and how L&amp;D can change to get closer to the point of work, helping people when they really need help.   KEY TAKEAWAYS   We need to support people effectively at the point of need when they are meeting new challenges, situations and through periods of transition.  I’m challenging learning and development, through my posts to expect more from themselves and their vendors.    Let’s understand what our users are trying to do, solve the real problems in the most efficient way and benchmark ourselves with the achievement of those goals.  Start with why you are doing this in the first place instead of ‘this is the right thing to do’  Beginning from an evidence base means every action and improvement you make is impacting on the people you are doing this for.  It's vital to look at specifics and understand what people are trying to do in their roles.  Once we have their questions, situations and challenges we can address those specifically and get individuals the support they need at the right point to ensure they can be more competent fulfilling the role they are in.    How can you guide and support people to get the results they want? if we can understand what people’s action learning sets are we can help people within the context of their job  The success of any individual is centred around the expected and behaviours and rewards of the organisation.  In identifying distinct groups and understanding specifically what they need to know and which skills are required the L&amp;D team can take an overview and provide the nudges required to continue development.  We have to place ourselves in their shoes and in their situations to help them with their challenges.    BEST MOMENTS  ‘Give me the learning I want, when I want it’  ‘As L&amp;D we need to wear multiple hats-  being artists, scientists, detectives and visionaries’  ‘Drawing a line between the data and the solution’  ‘They didn’t know what to do next, what to say to this new team in front of them’  ‘For technical people promoted into management roles, it’s the equivalent of a career change’     VALUABLE RESOURCES  HR Uprising Podcast   ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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/ Lucinda@advancechange.co.uk Lucinda Carney LinkedIn  Lucinda Carney Twitter HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

‘We have the tools today to help and guide people at their points of need and then measure success based on the efficacy – to what extent we helped them to achieve their desired goals at the point they needed it ‘ In this episode, Lucinda is in conversation with David James, Chief Learning Officer for Looop.  They discuss the changes in expectations from employees and stakeholders and how L&amp;D can change to get closer to the point of work, helping people when they really need help.  KEY TAKEAWAYS <ul> <li>We need to support people effectively at the point of need when they are meeting new challenges, situations and through periods of transition. </li> <li>I’m challenging learning and development, through my posts to expect more from themselves and their vendors. </li> </ul> <ul> <li>Let’s understand what our users are trying to do, solve the real problems in the most efficient way and benchmark ourselves with the achievement of those goals. </li> <li>Start with why you are doing this in the first place instead of ‘this is the right thing to do’ </li> <li>Beginning from an evidence base means every action and improvement you make is impacting on the people you are doing this for. </li> <li>It's vital to look at specifics and understand what people are trying to do in their roles. </li> <li>Once we have their questions, situations and challenges we can address those specifically and get individuals the support they need at the right point to ensure they can be more competent fulfilling the role they are in. </li> </ul> <ul> <li>How can you guide and support people to get the results they want? if we can understand what people’s action learning sets are we can help people within the context of their job </li> <li>The success of any individual is centred around the expected and behaviours and rewards of the organisation. </li> <li>In identifying distinct groups and understanding specifically what they need to know and which skills are required the L&amp;D team can take an overview and provide the nudges required to continue development. </li> <li>We have to place ourselves in their shoes and in their situations to help them with their challenges. </li> </ul> BEST MOMENTS ‘Give me the learning I want, when I want it’ ‘As L&amp;D we need to wear multiple hats-  being artists, scientists, detectives and visionaries’ ‘Drawing a line between the data and the solution’ ‘They didn’t know what to do next, what to say to this new team in front of them’ ‘For technical people promoted into management roles, it’s the equivalent of a career change’ VALUABLE RESOURCES <a href="https://podcasts.apple.com/gb/podcast/specialist-topic-smcr-and-culture-change/id1465080766?i=1000441014759" rel="nofollow" target="_blank">HR Uprising Podcast</a> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a> <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a> <a href="https://www.linkedin.com/in/lucindacarney/?originalSubdomain=uk" rel="nofollow" target="_blank">Lucinda Carney LinkedIn</a> <a href="https://twitter.com/LucindaCarney/status/1055779160872927238" rel="nofollow" target="_blank">Lucinda Carney Twitter</a> <a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Transforming Learning and Development with David James

In this episode of the HR Uprising Podcast, Lucinda is joined by David D’Souza, the Director of Membership at the CIPD (Chartered Institute of Personnel and Development). He sat down with Lucinda for a frank and honest conversation, in which he answered questions from the community about the behind-the-scenes goings-on at the hub of personnel and development, as well as their intentions for the future. And, ultimately, what did the CIPD ever do for me?!   It’s a fascinating look behind the curtain, and throws considerable light on some of the concerns that UK-based HR professionals may have, as well as the solutions that may be on the way.   KEY TAKEAWAYS  The profession needs a fantastic professional body, something that David is keen to promote and be a part of. Many have their skepticisms about the CIPD, but David believes that he can promote positive change from the inside. The CIPD needs to drastically improve its technology and infrastructure. It also needs to be a key provider of content for the profession. The CIPD conducts many surveys in order to speak directly to professionals about their concerns and wishes. They also pay attention to all of the social channels, as well as the voices on the ground levels through visits and real interaction. The biggest challenge for the CIPD is that it currently requires a new hybrid integration platform in order to prevent data from arriving in pieces, and in a broken state. Community forums are swift resources of information but can be one-sided. The CIPD needs to be that one-stop-shop in terms of impartiality, quality, and speed-of-response. The CIPD needs to be more aspirational in terms of vision, but similarly, it needs to spend more time “clearing out the gutters” than reaching for the stars. It’s a hard balancing act. In terms of diversity, we need to increase the diversity of the sector as well as the diversity of background and voice. Diversity is one of David’s key drivers. Conferences and networking events run by the CIPD need to increase their reach in terms of diversity. They sell out, but rather than this being a positive, does it not mean that smaller and less affluent professionals are not being represented there? It can feel from the outside that the CIPD are standing still when in reality, much work is being done on infrastructure and internal systems and processes.    BEST MOMENTS  ‘I think my wife did the hard work’  ‘I’m lucky enough to work in a profession that isn’t backwards in coming forwards’  ‘We’re a far more connected world’  ‘We need to make strides in credibility, community, and content’  ‘What do you get for your money, and why?’  ‘When it comes to renewing each year, it’s a no-brainer'     VALUABLE RESOURCES  Join the HR Uprising LinkedIn Group Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/    ABOUT THE GUEST David D'Souza: Director of Membership, CIPD David joined the CIPD, the professional body HR and people development, in 2014 and has been its Membership Director since 2018. He is responsible for growing membership and ensuring the CIPD connects effectively with the profession to understand how it can continually improve its support offer.   He previously worked as an independent consultant and has also held roles across a range of financial services and retail organisations.     In addition, David is a respected and in demand speaker and writer on progressive HR and business practice, with his commentary regularly featuring in national media. He has expertise in a wide range of areas, including organisational development and culture, learning and development as well as corporate ethics and the future of work.   Furthermore, he is a Fellow of the Learning Performance Institute, the Centre for Evidence Based Management and the RSA - as well as being a Chartered Fellow of the CIPD.    David D'Souza on LinkedIn David D’Souza on Twitter CIPD - https://www.cipd.co.uk  Email: d.dsouza@cipd.co.uk    ABOUT THE HOST   Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/ Email:Lucinda@advancechange.co.uk LinkedIn:https://www.linkedin.com/in/lucindacarney/ Twitter:@lucindacarney Instagram:@hruprising Facebook:@hruprising YouTube:Channel HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

In this episode of the HR Uprising Podcast, Lucinda is joined by David D’Souza, the Director of Membership at the CIPD (Chartered Institute of Personnel and Development). He sat down with Lucinda for a frank and honest conversation, in which he answered questions from the community about the behind-the-scenes goings-on at the hub of personnel and development, as well as their intentions for the future. And, ultimately, what did the CIPD ever do for me?! It’s a fascinating look behind the curtain, and throws considerable light on some of the concerns that UK-based HR professionals may have, as well as the solutions that may be on the way. KEY TAKEAWAYS <ul> <li>The profession needs a fantastic professional body, something that David is keen to promote and be a part of. Many have their skepticisms about the CIPD, but David believes that he can promote positive change from the inside.</li> <li>The CIPD needs to drastically improve its technology and infrastructure. It also needs to be a key provider of content for the profession.</li> <li>The CIPD conducts many surveys in order to speak directly to professionals about their concerns and wishes. They also pay attention to all of the social channels, as well as the voices on the ground levels through visits and real interaction.</li> <li>The biggest challenge for the CIPD is that it currently requires a new hybrid integration platform in order to prevent data from arriving in pieces, and in a broken state.</li> <li>Community forums are swift resources of information but can be one-sided. The CIPD needs to be that one-stop-shop in terms of impartiality, quality, and speed-of-response.</li> <li>The CIPD needs to be more aspirational in terms of vision, but similarly, it needs to spend more time “clearing out the gutters” than reaching for the stars. It’s a hard balancing act.</li> <li>In terms of diversity, we need to increase the diversity of the sector as well as the diversity of background and voice. Diversity is one of David’s key drivers.</li> <li>Conferences and networking events run by the CIPD need to increase their reach in terms of diversity. They sell out, but rather than this being a positive, does it not mean that smaller and less affluent professionals are not being represented there?</li> <li>It can feel from the outside that the CIPD are standing still when in reality, much work is being done on infrastructure and internal systems and processes.</li> </ul> BEST MOMENTS <ul> <li>‘I think my wife did the hard work’ </li> <li>‘I’m lucky enough to work in a profession that isn’t backwards in coming forwards’ </li> <li>‘We’re a far more connected world’ </li> <li>‘We need to make strides in credibility, community, and content’ </li> <li>‘What do you get for your money, and why?’ </li> <li>‘When it comes to renewing each year, it’s a no-brainer' </li> </ul> VALUABLE RESOURCES <ul> <li>Join the <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">HR Uprising LinkedIn Group</a></li> <li>Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: <a href="https://actus.co.uk/free-performance-management-resources/" rel="nofollow" target="_blank">https://actus.co.uk/free-performance-management-resources/</a></li> </ul> ABOUT THE GUEST David D'Souza: Director of Membership, CIPD David joined the CIPD, the professional body HR and people development, in 2014 and has been its Membership Director since 2018. He is responsible for growing membership and ensuring the CIPD connects effectively with the profession to understand how it can continually improve its support offer. He previously worked as an independent consultant and has also held roles across a range of financial services and retail organisations.   In addition, David is a respected and in demand speaker and writer on progressive HR and business practice, with his commentary regularly featuring in national media. He has expertise in a wide range of areas, including organisational development and culture, learning and development as well as corporate ethics and the future of work. Furthermore, he is a Fellow of the Learning Performance Institute, the Centre for Evidence Based Management and the RSA - as well as being a Chartered Fellow of the CIPD. <ul> <li>David D'Souza on <a href="https://www.linkedin.com/in/daviddsouza180/" rel="nofollow" target="_blank">LinkedIn</a></li> <li>David D’Souza on <a href="https://twitter.com/dds180" rel="nofollow" target="_blank">Twitter</a></li> <li>CIPD - <a href="https://www.cipd.co.uk/" rel="nofollow" target="_blank">https://www.cipd.co.uk</a> </li> <li>Email: d.dsouza@cipd.co.uk</li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the HR Uprising LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email:Lucinda@advancechange.co.uk</li> <li>LinkedIn:<a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter:<a href="https://twitter.com/LucindaCarney" rel="nofollow" target="_blank">@lucindacarney</a></li> <li>Instagram:<a href="https://www.instagram.com/lucinda_hruprising/" rel="nofollow" target="_blank">@hruprising</a></li> <li>Facebook:<a href="https://www.facebook.com/HRUprising/?modal=admin_todo_tour" rel="nofollow" target="_blank">@hruprising</a></li> <li>YouTube:<a href="https://www.youtube.com/channel/UCElHrzfM0DVcvS7FuoQtOhw" rel="nofollow" target="_blank">Channel</a></li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

What Did The CIPD Ever Do For Me? Featuring David D'Souza

Rob Briner

Evidence-based HR  Stop jumping straight to solutions. It always starts with the problem.   In this episode of The HR Uprising Podcast, Lucinda talks to Prof. Rob Briner, an expert on evidence-based management practice in HR. According to him, the evidence-based approach can help make more informed decisions about organisational problems and opportunities. But before you apply it, you must know that the main thing you should do first is to understand what the problem is.   Also, they discuss different topics involving how HR could be more scientific in their approach, how to measure the engagement in HR, and how to measure HR engagement. Discover more when you tune in.  KEY TAKEAWAYS   There are different ways that we use evidence to make it work. You can have multiple sources, you can use a structured approach, and you can take a different attitude (i.e. conscientious).  The evidence-based approach’s first step is to identify what’s the problem. It’s also essential to make a proper assessment of people’s skills.   Recommendation for HR &amp; OD to be more scientific in their approach:    Start with the problem itself.    If you’re looking for resources for scientific evidence, some institutions make databases available to their members for free. It can be challenging to judge the quality. Look for systematic reviews.    Metroanalysis – quantitative; pulls the result from similar studies    Institutions should be the one initiating that studies that are made in academia be related to the actual problems that happen in businesses.  Using surveys to measure engagement has existed for how many years, but its effectivity depends on what purpose it serves.  Worst HR Fad: Work experience   BEST MOMENTS   “Everybody uses evidence.”  “Just because someone thinks people don’t have the right skill, it doesn’t they do, or they don’t.”  “Let’s find out what the problem is first.”  “In the end, you have to show those things you’re measuring are actually important.”    “If you don’t feel stuck, you’re not doing it.”   VALUABLE RESOURCES    CIPD   ABOUT THE GUEST  Prof. Dr Rob Briner is Professor of Organizational Psychology in the School of Business and Management. His interests involve reciprocal relationships between work conditions, psychological wellbeing and behaviours. He was also a founding member, Vice-Chair and now Scientific Director of the Center for Evidence-Based Management (CEBMa). And recently, he was awarded the ‘Most Influential HR Thinker’ by the British HR Magazine.  ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Evidence-based HR Stop jumping straight to solutions. It always starts with the problem.   In this episode of The HR Uprising Podcast, Lucinda talks to Prof. Rob Briner, an expert on evidence-based management practice in HR. According to him, the evidence-based approach can help make more informed decisions about organisational problems and opportunities. But before you apply it, you must know that the main thing you should do first is to understand what the problem is.   Also, they discuss different topics involving how HR could be more scientific in their approach, how to measure the engagement in HR, and how to measure HR engagement. Discover more when you tune in.  KEY TAKEAWAYS <ul> <li>There are different ways that we use evidence to make it work. You can have multiple sources, you can use a structured approach, and you can take a different attitude (i.e. conscientious). </li> <li>The evidence-based approach’s first step is to identify what’s the problem. It’s also essential to make a proper assessment of people’s skills.  </li> <li>Recommendation for HR &amp; OD to be more scientific in their approach: </li> </ul> <ul> <li>Start with the problem itself. </li> </ul> <ul> <li>If you’re looking for resources for scientific evidence, some institutions make databases available to their members for free. It can be challenging to judge the quality. Look for systematic reviews. </li> </ul> <ul> <li>Metroanalysis – quantitative; pulls the result from similar studies </li> </ul> <ul> <li>Institutions should be the one initiating that studies that are made in academia be related to the actual problems that happen in businesses. </li> <li>Using surveys to measure engagement has existed for how many years, but its effectivity depends on what purpose it serves. </li> <li>Worst HR Fad: Work experience </li> </ul> BEST MOMENTS <ul> <li>“Everybody uses evidence.” </li> <li>“Just because someone thinks people don’t have the right skill, it doesn’t they do, or they don’t.” </li> <li>“Let’s find out what the problem is first.” </li> <li>“In the end, you have to show those things you’re measuring are actually important.” </li> </ul> <ul> <li>“If you don’t feel stuck, you’re not doing it.” </li> </ul> VALUABLE RESOURCES <ul> <li> <a href="https://www.cipd.co.uk/" rel="nofollow" target="_blank">CIPD</a> </li> </ul> ABOUT THE GUEST Prof. Dr Rob Briner is Professor of Organizational Psychology in the School of Business and Management. His interests involve reciprocal relationships between work conditions, psychological wellbeing and behaviours. He was also a founding member, Vice-Chair and now Scientific Director of the Center for Evidence-Based Management (CEBMa). And recently, he was awarded the ‘Most Influential HR Thinker’ by the British HR Magazine.  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> </ul> <ul> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: <a href="https://www.twitter.com/lucindacarney" rel="nofollow" target="_blank">@lucindacarney</a></li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Conversation With Prof. Rob Briner

Bina Briggs

Lucinda is joined by Bina Briggs, the founder and director of Plain Talking HR. Many in the human resources industry feel the desire to move into independent consultancy but might not know how to go about it. Having transitioned into this area successfully over the past ten years, Bina has all kinds of invaluable advice on how to do so, as well as a wealth of insights on how companies can best use the skills and tools that independent consultants can offer. KEY TAKEAWAYS  Plain Talking HR’s business strategy back in 2009 at its beginning was “network, network, network”, because making a name outside of the corporate bubble is vital. The other important tenet was social media, which was still in its infancy. Even back then, its importance was clear to see. Branding was a vital part of establishing the business in the early days. The colours of their logo was memorable and made Plain Talking HR a real talking point among the industry. Always keep your goals in mind. When you’ve achieved certain landmarks in your business, whether time-wise or financially, begin to outsource the tasks you’re not strongest at, so that you can concentrate on growing the business. Remember that it’s always best to “work on your business rather than in your business” HR consultancy is somewhere between being a business partner and a director. Clients use Plain Talking HR as their outsourced HR department, dealing with processes such as recruitment, contracts, induction, terms and conditions and employee handbooks. Quite often, Bina is introduced to a company who have employed a business coach to help them improve their growing company. Accreditations and processes are needed in order to grow, and Bina finds herself shaping the next phase of the company’s growth. Remember to keep things simple. You are a supplier. Companies don’t want to know anything other than how quickly you can supply, how much it’s going to cost, is it going to be of value and does it fit with their business and goals. Always keep up with your own self-development as well as the developments within the industry. As a consultant, you should be the end point for anyone looking for advice, so ensure that your training and expertise are current and all-encompassing. At the beginning of your consultancy, the temptation to follow the money can be overwhelming. But as time goes by you will learn that it’s more important to work with companies who share your values. Choose your customers carefully.  BEST MOMENTS  ’To be honest I would never have thought that I would be a consultant’  ‘Do what you’re good at, and leave the rest to people who aren’t good at that’  ‘Work on your business rather than in your business’  ‘It’s about keeping it simple’  ‘Integrity is vital’  ’Stay with what you feel comfortable with, and what your true self is'   VALUABLE RESOURCES  Plain Talking HR The HR Uprising Podcast | Apple | Spotify | Stitcher  ABOUT THE GUEST Bina Briggs  Plain Talking HR Ltd was born in 2009 and after a fruitful 8-year business partnership, I’m flying solo as Director of the company. My clients tell me that they like the warm and human approach to HR that I and my team portray together with our passion and enthusiasm. I arrived in the UK as a refugee from Uganda in 1972.  Both my general life experiences and my background working in the corporate world have given me a strong foundation for the work I now carry out for my clients, who are in the main small-to-medium-sized enterprises (SMEs). I hold Chartered Institute of Personnel and Development qualification and am commercially experienced in supporting various businesses in industries such as education, aviation, manufacturing, engineering, charities, global merchandising, IT, medical and dental, to name a few. Prior to running Plain Talking HR, I was the Human Resources Manager for London Luton Airport, having worked in the Aviation industry for seventeen years. I have adapted to and managed change in HR strategies, policies and practices throughout my HR career.  I work with various stakeholders, during times of rapid growth of the organisations I support. I take pride in understanding my clients’ issues and support them with practical and pragmatic advice for all their employment matters. Outside work, I love my family, keeping in touch with extended family scattered around the globe and love travelling. ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising  Facebook: @hruprisingHR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Lucinda is joined by Bina Briggs, the founder and director of Plain Talking HR. Many in the human resources industry feel the desire to move into independent consultancy but might not know how to go about it. Having transitioned into this area successfully over the past ten years, Bina has all kinds of invaluable advice on how to do so, as well as a wealth of insights on how companies can best use the skills and tools that independent consultants can offer. KEY TAKEAWAYS <ul> <li>Plain Talking HR’s business strategy back in 2009 at its beginning was “network, network, network”, because making a name outside of the corporate bubble is vital. The other important tenet was social media, which was still in its infancy. Even back then, its importance was clear to see.</li> <li>Branding was a vital part of establishing the business in the early days. The colours of their logo was memorable and made Plain Talking HR a real talking point among the industry.</li> <li>Always keep your goals in mind. When you’ve achieved certain landmarks in your business, whether time-wise or financially, begin to outsource the tasks you’re not strongest at, so that you can concentrate on growing the business. Remember that it’s always best to “work on your business rather than in your business”</li> <li>HR consultancy is somewhere between being a business partner and a director. Clients use Plain Talking HR as their outsourced HR department, dealing with processes such as recruitment, contracts, induction, terms and conditions and employee handbooks.</li> <li>Quite often, Bina is introduced to a company who have employed a business coach to help them improve their growing company. Accreditations and processes are needed in order to grow, and Bina finds herself shaping the next phase of the company’s growth.</li> <li>Remember to keep things simple. You are a supplier. Companies don’t want to know anything other than how quickly you can supply, how much it’s going to cost, is it going to be of value and does it fit with their business and goals.</li> <li>Always keep up with your own self-development as well as the developments within the industry. As a consultant, you should be the end point for anyone looking for advice, so ensure that your training and expertise are current and all-encompassing.</li> <li>At the beginning of your consultancy, the temptation to follow the money can be overwhelming. But as time goes by you will learn that it’s more important to work with companies who share your values. Choose your customers carefully.</li> </ul> BEST MOMENTS <ul> <li>’To be honest I would never have thought that I would be a consultant’ </li> <li>‘Do what you’re good at, and leave the rest to people who aren’t good at that’ </li> <li>‘Work on your business rather than in your business’ </li> <li>‘It’s about keeping it simple’ </li> <li>‘Integrity is vital’ </li> <li>’Stay with what you feel comfortable with, and what your true self is' </li> </ul> VALUABLE RESOURCES <ul> <li><a href="http://plaintalkinghr.com/" rel="nofollow" target="_blank">Plain Talking HR</a></li> <li>The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a></li> </ul> ABOUT THE GUEST Bina Briggs Plain Talking HR Ltd was born in 2009 and after a fruitful 8-year business partnership, I’m flying solo as Director of the company. My clients tell me that they like the warm and human approach to HR that I and my team portray together with our passion and enthusiasm. I arrived in the UK as a refugee from Uganda in 1972.  Both my general life experiences and my background working in the corporate world have given me a strong foundation for the work I now carry out for my clients, who are in the main small-to-medium-sized enterprises (SMEs). I hold Chartered Institute of Personnel and Development qualification and am commercially experienced in supporting various businesses in industries such as education, aviation, manufacturing, engineering, charities, global merchandising, IT, medical and dental, to name a few. Prior to running Plain Talking HR, I was the Human Resources Manager for London Luton Airport, having worked in the Aviation industry for seventeen years. I have adapted to and managed change in HR strategies, policies and practices throughout my HR career.  I work with various stakeholders, during times of rapid growth of the organisations I support. I take pride in understanding my clients’ issues and support them with practical and pragmatic advice for all their employment matters. Outside work, I love my family, keeping in touch with extended family scattered around the globe and love travelling. ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> </ul> Facebook: @hruprising<a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Setting up an Independent HR Consultancy - Conversation With Bina Briggs of Plain Talking HR

Welcome back to The HR Uprising Podcast!  This is a specialist subject aimed at HR; L&amp;D and Compliance Professionals within the Financial Services Industry who are having to implement SM&amp;CR or the Senior Manager and Certification Regime.  This episode looks at how HR and Compliance can collaborate around SM&amp;CR and use it as a catalyst for Culture Change. This includes:   Aligning Certification with the Performance Management Cycle  Avoiding the introduction of a tickbox process  Incorporating conduct behaviours into values frameworks   Remember - When we look up together we rise up together!  KEY TAKEAWAYS   SM&amp;CR brings together HR professionals and compliance professionals. This can be useful in improving accountability and behaviours in the firm.  Where are you in your SM&amp;CR readiness? Have you done your mapping? Do you know the roles? Are you ready to get a system in place?  Year-long cycle on how to integrate both processes:    Establish responsibilities at the start of the year.  Prepare performance objectives.    Have regular one-to-one's so you can oversee that duties are being done.  Track your CPDs in month 3.  Do a conduct and certification review in month 6.  At the end of the year, focus more on performance review.  On month 9, talk about career aspirations.    5 Rules on Conduct and Certification:    Act with integrity  Act with due skill care and diligence.  Be open and cooperative with FCA, PRA, and other regulators.  Pay due regards to the interest of the customers and treat them fairly.    Observe proper standards of market conduct.   BEST MOMENTS   “You may already have an established performance management process. If that is the case, then it will be a good idea to start with that and integrate certification and conduct in your existing process.”  “The biggest criticism about an appraisal is it gets described as a tickbox exercise. You absolutely don’t want that to happen.”  “My concern with tick boxes is there is no room for development and growth.”   VALUABLE RESOURCES   White paper on SM&amp;CR and Culture Change: https://actus.co.uk/free-performance-management-resources/whitepapers/how-can-smcr-drive-real-culture-change/  Other Podcasts and Resources: https://hruprising.com   ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney   HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Welcome back to The HR Uprising Podcast!  This is a specialist subject aimed at HR; L&amp;D and Compliance Professionals within the Financial Services Industry who are having to implement SM&amp;CR or the Senior Manager and Certification Regime.  This episode looks at how HR and Compliance can collaborate around SM&amp;CR and use it as a catalyst for Culture Change. This includes:  <ul> <li>Aligning Certification with the Performance Management Cycle </li> <li>Avoiding the introduction of a tickbox process </li> <li>Incorporating conduct behaviours into values frameworks </li> </ul> Remember - When we look up together we rise up together! KEY TAKEAWAYS <ul> <li>SM&amp;CR brings together HR professionals and compliance professionals. This can be useful in improving accountability and behaviours in the firm. </li> <li>Where are you in your SM&amp;CR readiness? Have you done your mapping? Do you know the roles? Are you ready to get a system in place? </li> <li>Year-long cycle on how to integrate both processes: </li> </ul> <ul> <li>Establish responsibilities at the start of the year. </li> <li>Prepare performance objectives. </li> </ul> <ul> <li>Have regular one-to-one's so you can oversee that duties are being done. </li> <li>Track your CPDs in month 3. </li> <li>Do a conduct and certification review in month 6. </li> <li>At the end of the year, focus more on performance review. </li> <li>On month 9, talk about career aspirations. </li> </ul> <ul> <li>5 Rules on Conduct and Certification: </li> </ul> <ul> <li>Act with integrity </li> <li>Act with due skill care and diligence. </li> <li>Be open and cooperative with FCA, PRA, and other regulators. </li> <li>Pay due regards to the interest of the customers and treat them fairly. </li> </ul> <ul> <li>Observe proper standards of market conduct. </li> </ul> BEST MOMENTS <ul> <li>“You may already have an established performance management process. If that is the case, then it will be a good idea to start with that and integrate certification and conduct in your existing process.” </li> <li>“The biggest criticism about an appraisal is it gets described as a tickbox exercise. You absolutely don’t want that to happen.” </li> <li>“My concern with tick boxes is there is no room for development and growth.” </li> </ul> VALUABLE RESOURCES <ul> <li>White paper on SM&amp;CR and Culture Change: <a href="https://actus.co.uk/free-performance-management-resources/whitepapers/how-can-smcr-drive-real-culture-change/" rel="nofollow" target="_blank">https://actus.co.uk/free-performance-management-resources/whitepapers/how-can-smcr-drive-real-culture-change/</a> </li> <li>Other Podcasts and Resources: <a href="https://hruprising.com/" rel="nofollow" target="_blank">https://hruprising.com</a> </li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: <a href="https://www.twitter.com/lucindacarney" rel="nofollow" target="_blank">@lucindacarney</a> </li> </ul> <ul></ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Specialist Topic - SMCR and Culture Change

Juliet Eccleston

This week, Lucinda is in conversation with Juliet Eccleston, the founder and CEO of AnyGood?, a revolutionary crowdsourcing system designed to make hiring talent so much easier and more valuable, by nurturing a growing network of professionals, who each recommend others for roles. AnyGood? was built out of the frustrations Juliet faced in terms of candidate quality, suitability, and the costs of recruiting services. To make this process entirely more agreeable and effective, Juliet went from HR customer to HR pioneer. She discusses her career transformation, as well as the many ways in which her own experiences with hiring are now transforming the landscape of the HR industry. KEY TAKEAWAYS  The best source of hires was always through personal recommendations, but there was no way to make it scaleable. That was until Juliet began to develop AnyGood? When there’s an intermediary in the process, it can be hard for both sides to establish trust, as the motivations of the intermediary is often questioned. Are their motivations due to money? Targets? By simply introducing a candidate to a client, it enables a much more trusted conversation. Juliet’s pool of talent is huge and ever-expanding due to its organic nature. It is drawn from the personal knowledge of its ever growing users, and their list of connections is significantly larger and more diverse than most traditional systems. In research undertaken by Juliet, she discovered that only 10% of companies have faith in HR agencies’ abilities to deliver suitable candidates for roles. A further 90% expressed their dissatisfaction with the algorithms used by agencies to find them the best candidate. The AnyGood? system is very much built on the quality of the recommendation, and influenced very much by the result, which can be rated and reviewed by its users. Representation is a keystone of AnyGood?, and Juliet devotes much time to personally meeting with groups who may not have as much of a voice in the workplace, and helping with their applying for roles and their process of recruitment. The time saved by Juliet’s system really is designed to save companies time which can then be devoted and redistributed into other areas.  BEST MOMENTS  ‘It’s quite different for agencies to tap into different talent pools’  ‘I wanted to make sure that my thoughts around what was needed in recruitment were not just my thoughts’  ‘HR systems are only as unbiased as the people building them’  ’There needs to be some level of friction in the process for people to trust it’  ’Good HR tech should save us admin time'   VALUABLE RESOURCES  The HR Uprising Podcast | Apple | Spotify | Stitcher https://anygood.com https://www.facebook.com/anygoodHQ https://twitter.com/AnyGoodHQ https://www.linkedin.com/in/julieteccleston/ https://twitter.com/playthesunset  ABOUT THE GUEST Juliet Ecclestone  Juliet is CEO and co-founder of the crowdsourced talent platform AnyGood?, a diverse network of professionals who recommend other professionals for roles. Juliet’s background is in delivering large scale technology change programmes.  After 20 years building high performing teams, Juliet’s frustration with the process for hiring talent drove her to develop an alternative. AnyGood? launched in 2017 and now works with companies such as Aviva, Sony, easyJet, Whitbread as well as SME’s and start-ups.   ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

This week, Lucinda is in conversation with Juliet Eccleston, the founder and CEO of AnyGood?, a revolutionary crowdsourcing system designed to make hiring talent so much easier and more valuable, by nurturing a growing network of professionals, who each recommend others for roles. AnyGood? was built out of the frustrations Juliet faced in terms of candidate quality, suitability, and the costs of recruiting services. To make this process entirely more agreeable and effective, Juliet went from HR customer to HR pioneer. She discusses her career transformation, as well as the many ways in which her own experiences with hiring are now transforming the landscape of the HR industry. KEY TAKEAWAYS <ul> <li>The best source of hires was always through personal recommendations, but there was no way to make it scaleable. That was until Juliet began to develop AnyGood?</li> <li>When there’s an intermediary in the process, it can be hard for both sides to establish trust, as the motivations of the intermediary is often questioned. Are their motivations due to money? Targets? By simply introducing a candidate to a client, it enables a much more trusted conversation.</li> <li>Juliet’s pool of talent is huge and ever-expanding due to its organic nature. It is drawn from the personal knowledge of its ever growing users, and their list of connections is significantly larger and more diverse than most traditional systems.</li> <li>In research undertaken by Juliet, she discovered that only 10% of companies have faith in HR agencies’ abilities to deliver suitable candidates for roles. A further 90% expressed their dissatisfaction with the algorithms used by agencies to find them the best candidate.</li> <li>The AnyGood? system is very much built on the quality of the recommendation, and influenced very much by the result, which can be rated and reviewed by its users.</li> <li>Representation is a keystone of AnyGood?, and Juliet devotes much time to personally meeting with groups who may not have as much of a voice in the workplace, and helping with their applying for roles and their process of recruitment.</li> <li>The time saved by Juliet’s system really is designed to save companies time which can then be devoted and redistributed into other areas.</li> </ul> BEST MOMENTS <ul> <li>‘It’s quite different for agencies to tap into different talent pools’ </li> <li>‘I wanted to make sure that my thoughts around what was needed in recruitment were not just my thoughts’ </li> <li>‘HR systems are only as unbiased as the people building them’ </li> <li>’There needs to be some level of friction in the process for people to trust it’ </li> <li>’Good HR tech should save us admin time' </li> </ul> VALUABLE RESOURCES <ul> <li>The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a></li> <li><a href="https://anygood.com/" rel="nofollow" target="_blank">https://anygood.com</a></li> <li><a href="https://www.facebook.com/anygoodHQ" rel="nofollow" target="_blank">https://www.facebook.com/anygoodHQ</a></li> <li><a href="https://twitter.com/AnyGoodHQ" rel="nofollow" target="_blank">https://twitter.com/AnyGoodHQ</a></li> <li><a href="https://www.linkedin.com/in/julieteccleston/" rel="nofollow" target="_blank">https://www.linkedin.com/in/julieteccleston/</a></li> <li><a href="https://twitter.com/playthesunset" rel="nofollow" target="_blank">https://twitter.com/playthesunset</a></li> </ul> ABOUT THE GUEST Juliet Ecclestone Juliet is CEO and co-founder of the crowdsourced talent platform AnyGood?, a diverse network of professionals who recommend other professionals for roles. Juliet’s background is in delivering large scale technology change programmes.  After 20 years building high performing teams, Juliet’s frustration with the process for hiring talent drove her to develop an alternative. AnyGood? launched in 2017 and now works with companies such as Aviva, Sony, easyJet, Whitbread as well as SME’s and start-ups. ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Crowdsourcing Talent with Juliet Eccleston

Mervyn Dinnen

In this very special episode, recorded at the Festival Of Work, Lucinda talks to Mervyn Dinnen, HR and talent trends analyst, author, speaker, and renowned tech influencer, who brings the most up-to-date analysis to life. Mervyn is currently researching ongoing trends impacting the hiring and retention of people and how digital transformation and technology is affecting that. Mervyn joins Lucinda today to talk about a few key trends that he feels are about to become important in the world of human resources, as well as the importance of proper onbaording. KEY TAKEAWAYS  Mervyn calls himself a “slashie”, a new term that has come to mean a man of many talents! Mervyn is a writer/analyst/blogger/author/consultant, to name but a few. While conducting research into digitisation, Mervyn discovered that many who work in the sector are frustrated by the technology at work, and that the widely-used technology in the industry doesn’t seem to have been designed with people in mind. It is also felt that processes are automated in favour of inventing newer, more user-friendly processes. The digital side of talent acquisition needs investment. Hiring has become a much streamlined process. From offer to acceptance, and then to receiving a signed contract is the matter of half an hour now instead of several days. But onboarding, the process of taking someone brand new and turning them into an effective employee is in need of investment and improvement. The first few months of a new job are crucial, not just for the employer, but also for the new employee. Some will leave a new job within this time because they feel they do not fit into the culture, they are struggling to adjust to the workload, or they can’t see room in the company to advance or develop. This can be as a result of the job being oversold by an over-zealous hiring manager. Only one-in-five employees feel that the company they work for has accurately described themselves as an employer during the recruitment process.   In many organisations, onboarding becomes a confusing process that no one seems to want to take responsibility for. HR departments believe that the talent acquisition team are responsible and vice versa. A lot of people don’t put senior hires through the onboarding process, leaving newly acquired executives to “hit the ground running” and catch themselves up.  HR productivity is key. Make sure you can automate as many processes as possible. Being overwhelmed by things such as holiday requests and case management and coaching, the human element is removed from other more important areas.  BEST MOMENTS  “I’m what is now called a “slashie” “ “In the main what we tend to find is that most employees are happy with digital interactions” “It’s about finding the balance between the two: digital and people” “Employees want their 9 to 5 to resemble their 5 to 9” “It’s put aside for the Friday afternoon filing session that never comes”  VALUABLE RESOURCES  Mervyn Dinnen – LinkedIn Mervyn Dinnen – Twitter Mervyn Dinnen’s Blog The HR Uprising Podcast | Apple | Spotify | Stitcher  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising   HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

In this very special episode, recorded at the Festival Of Work, Lucinda talks to Mervyn Dinnen, HR and talent trends analyst, author, speaker, and renowned tech influencer, who brings the most up-to-date analysis to life. Mervyn is currently researching ongoing trends impacting the hiring and retention of people and how digital transformation and technology is affecting that. Mervyn joins Lucinda today to talk about a few key trends that he feels are about to become important in the world of human resources, as well as the importance of proper onbaording. KEY TAKEAWAYS <ul> <li>Mervyn calls himself a “slashie”, a new term that has come to mean a man of many talents! Mervyn is a writer/analyst/blogger/author/consultant, to name but a few.</li> <li>While conducting research into digitisation, Mervyn discovered that many who work in the sector are frustrated by the technology at work, and that the widely-used technology in the industry doesn’t seem to have been designed with people in mind. It is also felt that processes are automated in favour of inventing newer, more user-friendly processes.</li> <li>The digital side of talent acquisition needs investment. Hiring has become a much streamlined process. From offer to acceptance, and then to receiving a signed contract is the matter of half an hour now instead of several days. But onboarding, the process of taking someone brand new and turning them into an effective employee is in need of investment and improvement.</li> <li>The first few months of a new job are crucial, not just for the employer, but also for the new employee. Some will leave a new job within this time because they feel they do not fit into the culture, they are struggling to adjust to the workload, or they can’t see room in the company to advance or develop. This can be as a result of the job being oversold by an over-zealous hiring manager.</li> <li>Only one-in-five employees feel that the company they work for has accurately described themselves as an employer during the recruitment process.  </li> <li>In many organisations, onboarding becomes a confusing process that no one seems to want to take responsibility for. HR departments believe that the talent acquisition team are responsible and vice versa.</li> <li>A lot of people don’t put senior hires through the onboarding process, leaving newly acquired executives to “hit the ground running” and catch themselves up. </li> <li>HR productivity is key. Make sure you can automate as many processes as possible. Being overwhelmed by things such as holiday requests and case management and coaching, the human element is removed from other more important areas.</li> </ul> BEST MOMENTS <ul> <li>“I’m what is now called a “slashie” “</li> <li>“In the main what we tend to find is that most employees are happy with digital interactions”</li> <li>“It’s about finding the balance between the two: digital and people”</li> <li>“Employees want their 9 to 5 to resemble their 5 to 9”</li> <li>“It’s put aside for the Friday afternoon filing session that never comes”</li> </ul> VALUABLE RESOURCES <ul> <li><a href="https://www.linkedin.com/in/mervyndinnen/?originalSubdomain=uk" rel="nofollow" target="_blank">Mervyn Dinnen – LinkedIn</a></li> <li><a href="https://twitter.com/MervynDinnen" rel="nofollow" target="_blank">Mervyn Dinnen – Twitter</a></li> <li><a href="https://mervyndinnen.wordpress.com/about/" rel="nofollow" target="_blank">Mervyn Dinnen’s Blog</a></li> <li>The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a></li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul> <a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

HR Tech Trends with Mervyn Dinnen

Steve Graham

It’s about building trust and letting them do the right thing.  If you’re curious what a HR Interim Director is, then this latest episode of The HR Uprising Podcast is for you. Lucinda interviews Steve Graham, the Interim Deputy Director for Hertfordshire Partnership University Foundation Trust, about his career and experience working in HR within NHS. They talk about building authentic relationships within a team, changing organisational cultures, dealing with diversity and many more. Discover also what you should do and improve in your skill set if you want to move up in a role in HR when you tune in.  KEY TAKEAWAYS   Steve’s tip if you want to move up in a role within your organisation is to focus in building your credibility and your relationships as quickly as possible. It becomes easier to get promoted when the executives see the determination and potential.  Be authentic. Have the confidence to speak your mind up, especially if you know the company will benefit from it, but also have the guts to admit when you’re wrong.  Steve is grateful that his experience in different organisations helped him develop his leadership and resourcefulness skills.  Meeting and having authentic conversations is the key in getting the best solutions for challenges inside HR. It’s the team who have the best ideas. Engage with them and understand them. Supporting your team can also help build authentic relationships quickly.  As an introvert, Steve didn’t see himself fitting in the role of an interim. So, if you’re like him who thinks like this, don’t be put off by the responsibilities. You can always make an impact in the organisation.    What skills do you need to display to be taken seriously and to progress your aspiration? Have an understanding of the politics and interdependencies in the organisation. You have to be the ‘glue’, the person that connects the team together. It’s easier to share your expertise if you know where it is needed.   BEST MOMENTS   “You can’t get things wrong and just get away with it.”  “Be direct and supportive.”  “Anyone can bring anything in any organisation.”   VALUABLE RESOURCES   https://www.hpft.nhs.uk/ www.secamb.nhs.uk/ https://www.clch.nhs.uk/   ABOUT THE GUEST    Steve Graham is the Interim Deputy Director of Workforce and OD at Hertfordshire Partnership University NHS Foundation Trust, a mental health and learning disability trust for Hertfordshire, Buckinghamshire, Norfolk, and North Essex.  He also worked for South-East Coast Ambulance Service and Central London Community Healthcare.   Steve Graham’s LinkedIn - https://uk.linkedin.com/in/steve-graham-76163712  ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/   Twitter: @lucindacarney  Instagram: @hruprising  Facebook: @hruprising  HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

It’s about building trust and letting them do the right thing.  If you’re curious what a HR Interim Director is, then this latest episode of The HR Uprising Podcast is for you. Lucinda interviews Steve Graham, the Interim Deputy Director for Hertfordshire Partnership University Foundation Trust, about his career and experience working in HR within NHS. They talk about building authentic relationships within a team, changing organisational cultures, dealing with diversity and many more. Discover also what you should do and improve in your skill set if you want to move up in a role in HR when you tune in.  KEY TAKEAWAYS <ul> <li>Steve’s tip if you want to move up in a role within your organisation is to focus in building your credibility and your relationships as quickly as possible. It becomes easier to get promoted when the executives see the determination and potential. </li> <li>Be authentic. Have the confidence to speak your mind up, especially if you know the company will benefit from it, but also have the guts to admit when you’re wrong. </li> <li>Steve is grateful that his experience in different organisations helped him develop his leadership and resourcefulness skills. </li> <li>Meeting and having authentic conversations is the key in getting the best solutions for challenges inside HR. It’s the team who have the best ideas. Engage with them and understand them. Supporting your team can also help build authentic relationships quickly. </li> <li>As an introvert, Steve didn’t see himself fitting in the role of an interim. So, if you’re like him who thinks like this, don’t be put off by the responsibilities. You can always make an impact in the organisation. </li> </ul> <ul> <li>What skills do you need to display to be taken seriously and to progress your aspiration? Have an understanding of the politics and interdependencies in the organisation. You have to be the ‘glue’, the person that connects the team together. It’s easier to share your expertise if you know where it is needed. </li> </ul> BEST MOMENTS <ul> <li>“You can’t get things wrong and just get away with it.” </li> <li>“Be direct and supportive.” </li> <li>“Anyone can bring anything in any organisation.” </li> </ul> VALUABLE RESOURCES <ul> <li><a href="https://www.hpft.nhs.uk/" rel="nofollow" target="_blank">https://www.hpft.nhs.uk/</a></li> <li><a href="http://www.secamb.nhs.uk/" rel="nofollow" target="_blank">www.secamb.nhs.uk/</a></li> <li><a href="https://www.clch.nhs.uk/" rel="nofollow" target="_blank">https://www.clch.nhs.uk/</a> </li> </ul> ABOUT THE GUEST  Steve Graham is the Interim Deputy Director of Workforce and OD at Hertfordshire Partnership University NHS Foundation Trust, a mental health and learning disability trust for Hertfordshire, Buckinghamshire, Norfolk, and North Essex.  He also worked for South-East Coast Ambulance Service and Central London Community Healthcare.  <ul> <li>Steve Graham’s LinkedIn - <a href="https://uk.linkedin.com/in/steve-graham-76163712" rel="nofollow" target="_blank">https://uk.linkedin.com/in/steve-graham-76163712</a></li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> </ul> <ul> <li>Twitter: @lucindacarney </li> <li>Instagram: @hruprising </li> <li>Facebook: @hruprising </li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Conversation with an HR Interim - Steve Graham

In this episode of The HR Uprising podcast, Lucinda challenges the term ‘Talent’ asking whether it may be counterproductive and suggests 5 reasons why it should be used with caution if not considered to be a myth.  Lucinda challenges our thinking around talent management and introduces a number of examples where we may want to think differently around talent. Finally, having presented the health warning around using the term talent, she shares how we can make it more meaningful and develop a talent management strategy in 5 simple steps.  As ever you can access the full podcast series from www.hruprising.com and other resources are also available from there.  KEY TAKEAWAYS   Most companies don’t know what ‘Talent’ looks like – Do you know what the measure is for it? How do you know who’s got it and who doesn’t?  Talent is situational – A person’s talent can be useful in a certain role, but not on the other. Would it be better if you nurture the strengths of the people that you already have?  It is elitist and may demotivate the majority – Most of the time, you have to identify a talent pool, and most of the time,  it’s 10% of the population.  Talent doesn’t necessarily correlate with performance – From experience, even though you’ve hired the top performing people for your company, there is only a little difference that it makes for the overall performance of the company.    It makes organisations lazy – The company relies much on these people who they labelled their ‘talents’.   BEST MOMENTS   “Think about what’s motivational for the majority of the organisation.”  “If you don’t have these cultures and behaviours in place, literally, recruiting for talent is like filling a leaky bucket.”  “A high-performance culture is everyone’s responsibility.”   VALUABLE RESOURCES    The War For Talent by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod   ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney  HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

In this episode of The HR Uprising podcast, Lucinda challenges the term ‘Talent’ asking whether it may be counterproductive and suggests 5 reasons why it should be used with caution if not considered to be a myth.  Lucinda challenges our thinking around talent management and introduces a number of examples where we may want to think differently around talent. Finally, having presented the health warning around using the term talent, she shares how we can make it more meaningful and develop a talent management strategy in 5 simple steps.  As ever you can access the full podcast series from <a href="http://www.hruprising.com/" rel="nofollow" target="_blank">www.hruprising.com</a> and other resources are also available from there.  KEY TAKEAWAYS <ul> <li>Most companies don’t know what ‘Talent’ looks like – Do you know what the measure is for it? How do you know who’s got it and who doesn’t? </li> <li>Talent is situational – A person’s talent can be useful in a certain role, but not on the other. Would it be better if you nurture the strengths of the people that you already have? </li> <li>It is elitist and may demotivate the majority – Most of the time, you have to identify a talent pool, and most of the time,  it’s 10% of the population. </li> <li>Talent doesn’t necessarily correlate with performance – From experience, even though you’ve hired the top performing people for your company, there is only a little difference that it makes for the overall performance of the company. </li> </ul> <ul> <li>It makes organisations lazy – The company relies much on these people who they labelled their ‘talents’. </li> </ul> BEST MOMENTS <ul> <li>“Think about what’s motivational for the majority of the organisation.” </li> <li>“If you don’t have these cultures and behaviours in place, literally, recruiting for talent is like filling a leaky bucket.” </li> <li>“A high-performance culture is everyone’s responsibility.” </li> </ul> VALUABLE RESOURCES <ul> <li> <a href="https://www.amazon.com/War-Talent-Ed-Michaels/dp/1578514592" rel="nofollow" target="_blank">The War For Talent by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod</a> </li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: <a href="https://www.twitter.com/lucindacarney" rel="nofollow" target="_blank">@lucindacarney</a> </li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

The Talent Management Myth

Nick Holley

To understand and deal with HR challenges better, we must first understand what we are dealing with in the general scale—what are the overall business challenges? No matter on what level it is, external or internal, it will still affect the performance of the team. It’s always better to know the root cause before we build any plans in HR Management. So, in this episode of The HR Uprising Podcast, Nick Holley, the Associate Director of the Corporate Research Forum, dives deep about strategies on how to improve our HR, without removing the traditional ones, and opening our eyes to the unnoticed ones. Discover also the concept of systemic thinking, which can help every OD professional. Other topics that were discussed involve building credibility, determining every individual’s drive, maintaining a business’ sustainability and many more. KEY TAKEAWAYS  “Value is not created to be operationally efficient in the here and now, but it’s really understanding the future trends in your market and developing a strategy to respond to it. ” To ensure that we improve our HR, we must know the challenges the business is facing. Determine the external and internal factors that affect them. If HR professionals want to establish their credibility, then it’s easiest when they bring actionable solutions inside the business. Make changes not just in the HR space, but also for the entire company/industry. Stand your ground. Don’t get over your head on building your image. Let’s act on what the business needs and not on what the line managers want. D. professionals are systemic thinkers—meaning, they know and understand that every element is interconnected with each other and with that information, they’re able to drive improvements and prevent complications. Systemic thinking – understanding that there are several elements in each system that are connected and impact each other ‘What drives performance and what can we do?’ This is the most basic question we shall ask in HR. It’s not going to start with planning HR management, but to understand what motivates every individual.  BEST MOMENTS  “HR is not about HR; HR is about the business.” “The world is full of solutions looking for problems.” “The questions you need to start with: Why is our business in trouble? How are we going to get out of trouble? And, what is HR going to do in that journey?” “We are not accountable to line managers; we are accountable to the long term sustainability of the business.”   VALUABLE RESOURCES  Join the HR Uprising Linked In Group here: https://www.linkedin.com/groups/13714397/ The HR Uprising Podcast: The Art of Demystifying O.D. https://hruprising.com/episode-3-the-art-of-demystifying-o-d/ Being Wrong: Adventures in the Margin of Error by Kathryn Schulz https://www.amazon.com/Being-Wrong-Adventures-Margin-Error/dp/0061176052 Leap: How to Thrive in a World Where Everything Can Be Copied by Howard Yu http://www.howardyu.org/leap/ Deep Work: Rules for Focused Succes in a Distracted World by Cal Newport https://www.crforum.co.uk/events/crf-learning-hrbp-business-catalyst/ https://www.crforum.co.uk/events/crf-learning-integrated-talent-management/ https://hruprising.com  ABOUT THE GUEST  Nick Holley has extensive experience not only in researching key trends in HR (he was voted the fifth most influential thinker in HR) and working with major global businesses, but he also has a background in senior HR roles as a partner at Arthur Andersen and Director of Global People Development at Vodafone.  This gives him a highly focused commercial and practical outlook on HR. Nick has worked as a coach and facilitator for HR leadership teams and helped them develop their people and organisational strategies and plans in Allianz, BAT (London and Kiev), BSkyB, Centrica, CERN (Geneva), Danske Bank (Copenhagen), Heineken (Lisbon), HSBC, Imperial, ING (Amsterdam), KAUST (Jeddah), Legal and General, Mercedes Benz, Nationwide, Nordea (Copenhagen), Qatar National Bank (Doha), Salesforce, Saudi Aramco (Dhahran), the Serbian Government (Belgrade), Serco and the United Nations (Copenhagen). He has also developed and delivered HR capability programmes for the Abu Dhabi Government (Abu Dhabi), Avanade (Frankfurt, London, Seattle and Singapore), Celtel (Lagos), Cisco, Credit Suisse, Danone (UK, Amsterdam, Berlin, Brussels, Jakarta, Mexico City and Paris), Ecobank (Accra), Egmont (Copenhagen), Health Education England, HRNorge (Oslo), HSBC (Birmingham, Dubai, Hong Kong, London, Mexico City, New York and Vancouver), ING (Kuala Lumpur), ITV, Johnson Matthey, Kier, KPMG, Ladbrokes Coral (UK and Gibraltar) , Marston’s, Mitsubishi UFJ, Morgan Stanley, NATS, NetJets (London, Lisbon and Zurich), NHS, Oracle, Oxfam, PZCussons, Rolls Royce, Rosneft (Moscow), SABMiller, Saudi Telecom (Riyadh), Shell, Spirax Sarco, Statoil Hydro (Stavanger), Thomson Reuters, UBS (Hong Kong, London, New Jersey, Stamford and Zurich), Whitbread, Yahoo and Zebra Technologies. He is an internationally recognised speaker at HR events in Barclays, BT, California Strategic HR Partnership, Dansk HR (Copenhagen) , EPIC, Flora (Icelandic HR Association), GSK, Henley Business School, Hovis, HR Forum, HRNEurope, HRNorge (Oslo), HRTech, Kone, Lloyds TSB, Mercedes Benz, Nestle, NHS, Prudential, Royal Mail, SABMiller, SDWorx, Shell, Siemens, Sony Ericsson and Willmott Dixon. He is an Executive Fellow at Henley Business School and was a professor and for ten years head of the Centre for HR Excellence.  Nick is Associate Director of Learning for the Corporate Research Forum.  @Nick_Holley https://uk.linkedin.com/in/nickholley https://www.linkedin.com/pulse/disrupt-die-nick-holley/ https://diginomica.com/performance-management-the-soul-sucking-monster-of-hr  Corporate Research Forum  https://www.crforum.co.uk/ https://www.crforum.co.uk/events/crfs-organisation-development-manifesto-a-road-map-for-progress/  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising   HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

To understand and deal with HR challenges better, we must first understand what we are dealing with in the general scale—what are the overall business challenges? No matter on what level it is, external or internal, it will still affect the performance of the team. It’s always better to know the root cause before we build any plans in HR Management. So, in this episode of The HR Uprising Podcast, Nick Holley, the Associate Director of the Corporate Research Forum, dives deep about strategies on how to improve our HR, without removing the traditional ones, and opening our eyes to the unnoticed ones. Discover also the concept of systemic thinking, which can help every OD professional. Other topics that were discussed involve building credibility, determining every individual’s drive, maintaining a business’ sustainability and many more. KEY TAKEAWAYS <ul> <li>“Value is not created to be operationally efficient in the here and now, but it’s really understanding the future trends in your market and developing a strategy to respond to it. ”</li> <li>To ensure that we improve our HR, we must know the challenges the business is facing. Determine the external and internal factors that affect them.</li> <li>If HR professionals want to establish their credibility, then it’s easiest when they bring actionable solutions inside the business. Make changes not just in the HR space, but also for the entire company/industry.</li> <li>Stand your ground. Don’t get over your head on building your image. Let’s act on what the business needs and not on what the line managers want.</li> <li>D. professionals are systemic thinkers—meaning, they know and understand that every element is interconnected with each other and with that information, they’re able to drive improvements and prevent complications.</li> <li>Systemic thinking – understanding that there are several elements in each system that are connected and impact each other</li> <li>‘What drives performance and what can we do?’ This is the most basic question we shall ask in HR. It’s not going to start with planning HR management, but to understand what motivates every individual.</li> </ul> BEST MOMENTS <ul> <li>“HR is not about HR; HR is about the business.”</li> <li>“The world is full of solutions looking for problems.”</li> <li>“The questions you need to start with: Why is our business in trouble? How are we going to get out of trouble? And, what is HR going to do in that journey?”</li> <li>“We are not accountable to line managers; we are accountable to the long term sustainability of the business.” </li> </ul> VALUABLE RESOURCES <ul> <li>Join the HR Uprising Linked In Group here: <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>The HR Uprising Podcast: The Art of Demystifying O.D. <a href="https://hruprising.com/episode-3-the-art-of-demystifying-o-d/" rel="nofollow" target="_blank">https://hruprising.com/episode-3-the-art-of-demystifying-o-d/</a></li> <li>Being Wrong: Adventures in the Margin of Error by Kathryn Schulz <a href="https://www.amazon.com/Being-Wrong-Adventures-Margin-Error/dp/0061176052" rel="nofollow" target="_blank">https://www.amazon.com/Being-Wrong-Adventures-Margin-Error/dp/0061176052</a></li> <li>Leap: How to Thrive in a World Where Everything Can Be Copied by Howard Yu <a href="http://www.howardyu.org/leap/" rel="nofollow" target="_blank">http://www.howardyu.org/leap/</a></li> <li>Deep Work: Rules for Focused Succes in a Distracted World by Cal Newport</li> <li><a href="https://www.crforum.co.uk/events/crf-learning-hrbp-business-catalyst/" rel="nofollow" target="_blank">https://www.crforum.co.uk/events/crf-learning-hrbp-business-catalyst/</a></li> <li><a href="https://www.crforum.co.uk/events/crf-learning-integrated-talent-management/" rel="nofollow" target="_blank">https://www.crforum.co.uk/events/crf-learning-integrated-talent-management/</a></li> <li><a href="https://hruprising.com" rel="nofollow" target="_blank">https://hruprising.com</a></li> </ul> ABOUT THE GUEST Nick Holley has extensive experience not only in researching key trends in HR (he was voted the fifth most influential thinker in HR) and working with major global businesses, but he also has a background in senior HR roles as a partner at Arthur Andersen and Director of Global People Development at Vodafone.  This gives him a highly focused commercial and practical outlook on HR. Nick has worked as a coach and facilitator for HR leadership teams and helped them develop their people and organisational strategies and plans in Allianz, BAT (London and Kiev), BSkyB, Centrica, CERN (Geneva), Danske Bank (Copenhagen), Heineken (Lisbon), HSBC, Imperial, ING (Amsterdam), KAUST (Jeddah), Legal and General, Mercedes Benz, Nationwide, Nordea (Copenhagen), Qatar National Bank (Doha), Salesforce, Saudi Aramco (Dhahran), the Serbian Government (Belgrade), Serco and the United Nations (Copenhagen). He has also developed and delivered HR capability programmes for the Abu Dhabi Government (Abu Dhabi), Avanade (Frankfurt, London, Seattle and Singapore), Celtel (Lagos), Cisco, Credit Suisse, Danone (UK, Amsterdam, Berlin, Brussels, Jakarta, Mexico City and Paris), Ecobank (Accra), Egmont (Copenhagen), Health Education England, HRNorge (Oslo), HSBC (Birmingham, Dubai, Hong Kong, London, Mexico City, New York and Vancouver), ING (Kuala Lumpur), ITV, Johnson Matthey, Kier, KPMG, Ladbrokes Coral (UK and Gibraltar) , Marston’s, Mitsubishi UFJ, Morgan Stanley, NATS, NetJets (London, Lisbon and Zurich), NHS, Oracle, Oxfam, PZCussons, Rolls Royce, Rosneft (Moscow), SABMiller, Saudi Telecom (Riyadh), Shell, Spirax Sarco, Statoil Hydro (Stavanger), Thomson Reuters, UBS (Hong Kong, London, New Jersey, Stamford and Zurich), Whitbread, Yahoo and Zebra Technologies. He is an internationally recognised speaker at HR events in Barclays, BT, California Strategic HR Partnership, Dansk HR (Copenhagen) , EPIC, Flora (Icelandic HR Association), GSK, Henley Business School, Hovis, HR Forum, HRNEurope, HRNorge (Oslo), HRTech, Kone, Lloyds TSB, Mercedes Benz, Nestle, NHS, Prudential, Royal Mail, SABMiller, SDWorx, Shell, Siemens, Sony Ericsson and Willmott Dixon. He is an Executive Fellow at Henley Business School and was a professor and for ten years head of the Centre for HR Excellence.  Nick is Associate Director of Learning for the Corporate Research Forum. <ul> <li>@Nick_Holley</li> <li><a href="https://uk.linkedin.com/in/nickholley" rel="nofollow" target="_blank">https://uk.linkedin.com/in/nickholley</a></li> <li><a href="https://www.linkedin.com/pulse/disrupt-die-nick-holley/" rel="nofollow" target="_blank">https://www.linkedin.com/pulse/disrupt-die-nick-holley/</a></li> <li><a href="https://diginomica.com/performance-management-the-soul-sucking-monster-of-hr" rel="nofollow" target="_blank">https://diginomica.com/performance-management-the-soul-sucking-monster-of-hr</a></li> </ul> Corporate Research Forum <ul> <li><a href="https://www.crforum.co.uk/" rel="nofollow" target="_blank">https://www.crforum.co.uk/</a></li> <li><a href="https://www.crforum.co.uk/events/crfs-organisation-development-manifesto-a-road-map-for-progress/" rel="nofollow" target="_blank">https://www.crforum.co.uk/events/crfs-organisation-development-manifesto-a-road-map-for-progress/</a></li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul> <a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Why HR is a Circus & The Best Job You Can Have - Conversation with Nick Holley of Corporate Research Forum

Debbie Ryan

Interview with Debbie Ryan; People Director and Non-Executive Director of England Netball  For those who are expecting the Vitality Netball World Cup which will start on the 12th of July, our guest for today might give you more excitement. In this episode of The HR Uprising Podcast, Lucinda interviews Debbie Ryan, the Non-Executive Director of the England Netball. Debbie gives us a background on what happens behind the scenes in preparing for this prestigious event. They also discuss the challenges they face as they grow and bring more awareness to the sport of netball.  On top of these, we also hear about Debbie’s stories throughout her HR career. Discover why acknowledging people’s emotions, reviewing a business’s policies regularly, and creating high-performance teams are important.  KEY TAKEAWAYS   Debbie Ryan was convinced she wanted to pursue a career in HR even at the early age of 16. Her dad was also a major influence in deciding to pursue this journey.  Finding solutions is what motivates her to always do the best for the company that hires her. She’s always up for a challenge, whether it be finding new roles or altering the workplace’s scene for their best interest.  Every organisation’s operations and processes are ever changing, depending on who leads it. But, what should remain inside the organisation is the sense of managing the people well. Reviewing policies from time to time might be needed just to ensure that we take the welfare of every individual into account.  Debbie also emphasises the importance of acknowledging the emotions of everyone. Communicate. Reach out and have a conversation with them.  Netball is a popular sport in some parts of the world. It still needs big changes to have its place in the world of professional sports. Some schools are even having a hard time including the sport in their curriculum or extra-curricular activities because of funding and lack of trained teachers.   BEST MOMENTS   “I am driven by challenge. Some people said to me that the bigger the challenge, the more excited that you get.”  “They want to come home at the end of the day and be able to say, ‘I had a great day at work because I achieved something and I made a difference to someone’s day.’”  “Be human and pragmatic.”  “Clearly practice that you want to come out and let other people hear it.”   VALUABLE RESOURCES   England Netball  Vitality Netball World Cup   ABOUT THE GUEST   Debbie Ryan is the Non-Executive Director of the England Netball, the national body for the sport netball in England. Debbie also has years of experience and expertise in HR. She has helped organisations and businesses create high-performance teams, improve employee engagement, increase leadership, and lead transformation programs.  ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney  Instagram: https://www.instagram.com/lucinda_hruprising/ Facebook: @hruprising  HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

Interview with Debbie Ryan; People Director and Non-Executive Director of England Netball For those who are expecting the Vitality Netball World Cup which will start on the 12th of July, our guest for today might give you more excitement. In this episode of The HR Uprising Podcast, Lucinda interviews Debbie Ryan, the Non-Executive Director of the England Netball. Debbie gives us a background on what happens behind the scenes in preparing for this prestigious event. They also discuss the challenges they face as they grow and bring more awareness to the sport of netball.  On top of these, we also hear about Debbie’s stories throughout her HR career. Discover why acknowledging people’s emotions, reviewing a business’s policies regularly, and creating high-performance teams are important.  KEY TAKEAWAYS <ul> <li>Debbie Ryan was convinced she wanted to pursue a career in HR even at the early age of 16. Her dad was also a major influence in deciding to pursue this journey. </li> <li>Finding solutions is what motivates her to always do the best for the company that hires her. She’s always up for a challenge, whether it be finding new roles or altering the workplace’s scene for their best interest. </li> <li>Every organisation’s operations and processes are ever changing, depending on who leads it. But, what should remain inside the organisation is the sense of managing the people well. Reviewing policies from time to time might be needed just to ensure that we take the welfare of every individual into account. </li> <li>Debbie also emphasises the importance of acknowledging the emotions of everyone. Communicate. Reach out and have a conversation with them. </li> <li>Netball is a popular sport in some parts of the world. It still needs big changes to have its place in the world of professional sports. Some schools are even having a hard time including the sport in their curriculum or extra-curricular activities because of funding and lack of trained teachers. </li> </ul> BEST MOMENTS <ul> <li>“I am driven by challenge. Some people said to me that the bigger the challenge, the more excited that you get.” </li> <li>“They want to come home at the end of the day and be able to say, ‘I had a great day at work because I achieved something and I made a difference to someone’s day.’” </li> <li>“Be human and pragmatic.” </li> <li>“Clearly practice that you want to come out and let other people hear it.” </li> </ul> VALUABLE RESOURCES <ul> <li><a href="https://www.englandnetball.co.uk/" rel="nofollow" target="_blank">England Netball</a> </li> <li><a href="https://www.nwc2019.co.uk/" rel="nofollow" target="_blank">Vitality Netball World Cup</a> </li> </ul> ABOUT THE GUEST  Debbie Ryan is the Non-Executive Director of the England Netball, the national body for the sport netball in England. Debbie also has years of experience and expertise in HR. She has helped organisations and businesses create high-performance teams, improve employee engagement, increase leadership, and lead transformation programs.  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> </ul> <ul> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: <a href="https://twitter.com/lucindacarney" rel="nofollow" target="_blank">@lucindacarney </a></li> <li>Instagram: <a href="https://www.instagram.com/lucinda_hruprising/" rel="nofollow" target="_blank">https://www.instagram.com/lucinda_hruprising/</a></li> <li>Facebook: @hruprising </li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

England Netball - Strategic People Strategies With Debbie Ryan

Julie Ann Sullivan

In this weeks HR Uprising Episode, Lucinda is joined by special guest Julie Ann Sullivan. This Catalysts of Culture Masterclass explores the power of culture, and how we can be more engaging as leaders and change agents. Julie Ann has a background in psychology, and has devoted her life to discovering all she can about human behaviour. Consequently, she has been sought after by such organisations as McDonalds, Duquesne University and Bayer US. Today, Julie Ann brings her considerable knowledge to The HR Uprising Podcast! This HR Uprising Masterclass was recorded before Lockdown. KEY TAKEAWAYS  The number one superpower that any professional can have is communication. Not just talking and projecting, but also active listening. It is an art in itself. Indeed, leaders are engaging in a much more effective way by humanising themselves, and presenting a vulnerable, humble side to their workforce. Furthermore, by showing that we can’t possible know it all, we create a greater sense of engagement. The four tenets that make up the Power Of More are:  Mastery Open-mindedness Reconnection Environment  Values are best instilled through consistency and repetition. Furthermore, incentivising the adoption of your values can lead to remarkable gains in terms of culture. Certainly, deepening self-knowledge is a lifetime pursuit that allows us to look past the container of knowledge. Thus allowing us to see the knowledge itself without judgment.  BEST MOMENTS ’The power of more needs to be built into the fabric of our culture'  ‘Change is like a dirty word to people, but it doesn’t have to be that way'  ‘Culture is not a one-and-done’  ’The new sexy word for leadership is “vulnerability”’  ‘You can’t change anything until you recognise it'  VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher Julie Ann Sullivan LinkedIn - https://www.linkedin.com/in/julieannsullivan/ Julie Ann Sullivan - https://julieannsullivan.com   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 To attend the virtual book launch, and to take advantage of the book's special offer price, please visit https://hruprising.com   ABOUT THE GUEST   Julie Ann Sullivan, The Queen of Culture, is the founder of Learning Never Ends, whose mission is to change the world to better communicate, collaborate and cooperate, one person at a time.  Indeed, her diverse background gives her a unique perspective as a business culture expert.  She earned a BA in Psychology and an MBA in Accounting, earning the designation of CPA.  Furthermore, Julie Ann is an international best-selling author. and her current book is titled, Catalysts of Culture – How Visionary Leaders Activate the Employee Experience. She also is host to Mere Mortals Unite and Businesses that Care podcasts.  When Julie Ann is not speaking, training, coaching or podcasting, she lives in Pittsburgh with her wonder dog, Joy.   ABOUT THE HOST   Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

In this weeks HR Uprising Episode, Lucinda is joined by special guest Julie Ann Sullivan. This Catalysts of Culture Masterclass explores the power of culture, and how we can be more engaging as leaders and change agents. Julie Ann has a background in psychology, and has devoted her life to discovering all she can about human behaviour. Consequently, she has been sought after by such organisations as McDonalds, Duquesne University and Bayer US. Today, Julie Ann brings her considerable knowledge to The HR Uprising Podcast! This HR Uprising Masterclass was recorded before Lockdown. KEY TAKEAWAYS <ul> <li>The number one superpower that any professional can have is communication. Not just talking and projecting, but also active listening. It is an art in itself.</li> <li>Indeed, leaders are engaging in a much more effective way by humanising themselves, and presenting a vulnerable, humble side to their workforce. Furthermore, by showing that we can’t possible know it all, we create a greater sense of engagement.</li> <li>The four tenets that make up the Power Of More are:</li> <ul> <li>Mastery</li> <li>Open-mindedness</li> <li>Reconnection</li> <li>Environment</li> </ul> <li>Values are best instilled through consistency and repetition. Furthermore, incentivising the adoption of your values can lead to remarkable gains in terms of culture.</li> <li>Certainly, deepening self-knowledge is a lifetime pursuit that allows us to look past the container of knowledge. Thus allowing us to see the knowledge itself without judgment.</li> </ul> BEST MOMENTS ’The power of more needs to be built into the fabric of our culture' ‘Change is like a dirty word to people, but it doesn’t have to be that way' ‘Culture is not a one-and-done’ ’The new sexy word for leadership is “vulnerability”’ ‘You can’t change anything until you recognise it' VALUABLE RESOURCES The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766" rel="nofollow" target="_blank">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp" rel="nofollow" target="_blank">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising" rel="nofollow" target="_blank">Stitcher</a> Julie Ann Sullivan LinkedIn - <a href="https://www.linkedin.com/in/julieannsullivan/" rel="nofollow" target="_blank">https://www.linkedin.com/in/julieannsullivan/</a> Julie Ann Sullivan - <a href="https://julieannsullivan.com/" rel="nofollow" target="_blank">https://julieannsullivan.com</a> <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">The HR Uprising LinkedIn Group</a> <a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949" rel="nofollow" target="_blank">How to Prioritise Self-Care (The HR Uprising)</a> <a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603" rel="nofollow" target="_blank">How To Be A Change Superhero - by Lucinda Carney</a> HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/" rel="nofollow" target="_blank">https://hruprising.com/mastermind/</a> <a href="http://www.changesuperhero.com/" rel="nofollow" target="_blank">www.changesuperhero.com</a> To attend the virtual book launch, and to take advantage of the book's special offer price, please visit <a href="https://hruprising.com/" rel="nofollow" target="_blank">https://hruprising.com</a> ABOUT THE GUEST Julie Ann Sullivan, The Queen of Culture, is the founder of Learning Never Ends, whose mission is to change the world to better communicate, collaborate and cooperate, one person at a time.  Indeed, her diverse background gives her a unique perspective as a business culture expert.  She earned a BA in Psychology and an MBA in Accounting, earning the designation of CPA.  Furthermore, Julie Ann is an international best-selling author. and her current book is titled, Catalysts of Culture – How Visionary Leaders Activate the Employee Experience. She also is host to Mere Mortals Unite and Businesses that Care podcasts.  When Julie Ann is not speaking, training, coaching or podcasting, she lives in Pittsburgh with her wonder dog, Joy. ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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 <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: Lucinda@advancechange.co.uk</li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul><a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Catalysts of Culture - Masterclass with best selling author Julie Ann Sullivan

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