Dr. Virginia Bastian

CHRO Transition to a New Role —Dave Ulrich and Norm Smallwood share ideas to accelerate the transition into a CHRO role. They highlight 5 main questions that newly appointed CHROs should ask and answer during their first 90 days: 𝟭) 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀. Do I walk the talk about our business? 𝟮) 𝗛𝗥 𝗔𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀. Do I have a broad map of the HR activities being done? 𝟯) 𝗛𝗥 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀. Do I have a sense of the key HR priorities? 𝟰) 𝗛𝗥 𝗧𝗲𝗮𝗺. Do I have the right team in place? 𝟱) 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿. Do I clearly demonstrate my priorities and values through the transition? There are also sub-questions: 𝗲.𝗴., 𝗙𝗼𝗿 𝘁𝗵𝗲 𝗺𝗮𝗶𝗻 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻, '𝗱𝗼 𝗜 𝘄𝗮𝗹𝗸 𝘁𝗵𝗲 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀? a) Do I know how we make money? b) Do I see how (and how well) the business operates from multiple points of view? etc. Several other ideas are discussed, including actionable suggestions to accelerate a CHRO transition. See resource 3 in issue 234 of my Talent Edge Weekly newsletter https://lnkd.in/drD3tw5u If you want more content like this, check out my Talent Edge Weekly newsletter. Just click 'subscribe to newsletter' at the top of this post. #chro #hr #humanresources

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Flattening the Hierarchy: Navigating the Shift to Flat Organisations Organisational transformations come in many forms and one which I loved chatting to Cathy Brown, FRSA about in the recent episode of the Engage Employee podcast (Link in the comments) is how companies can successfully transition away from more traditional hierarchical structures. These large scale transformations are hard, they go against what many of us have been brought up with and there is a lot of natural human responses that kick-in during these highly disruptive times. We covered areas such as: - Truly understanding where your team/org is today versus the future state - Communication -- we know it's important, but we can never seem to get it quite right - Talent retention - Career paths As well as many more...... If you're struggling with where to go next with your transformation, I'd love to be able to help you find solutions. Please DM me. Enjoy the show!

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HOLISTIC CHANGE MANAGEMENT | DIMENSIONS AND INTERPLAY OF HUMAN-CENTERED TRANSFORMATION AND TRANSFORMATIONAL LEADERSHIP Want to know more? Interesting projects? Pressing challenges? Get in contact: [email protected] #branddrivenchange #strategy #brandengagement #changemanagement #organizationaldevelopment #leadership

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#Leadership #Managment #HR <Decisions Reflect Competence > Making decisions regarding employee performance/behavior can be very challenging for leaders/managers at any level - especially with very limited knowledge & understanding of human behavior and this can be quite costly. But very few see and/or know how to assess & calculate that. **What if you had a step-by-step process to help you do that? The ability to do this is a compelling need for every leader/manager. Continuing the conversation here: https://bit.ly/3v7kQTv #Business #Leadership #HR #Management

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How to #lead now... 16 experiences how to lead in change. Today #4: IT'S IN YOUR HEAD. ...based on my virtual keynote (GERMAN language) from June 27, 2024 at the Leadership Digital Summit. English transcript: If I can take a penalty like Lewandowski or Modric did a few days ago, then I have two options. First of all, I'll say that I'm probably really nervous because everyone is watching. But at the same time, I've been chosen to take the shot. That means a certain expectation, appreciation, but of course huge pressure. Now it mainly happens in the head and you can see it like this: man, that's a huge goal, I can shoot from the bottom left, top right and so on. I see a huge opportunity or I see a problem because the guy is there, dancing around it, looking at me strangely, so I always see these barriers and the same applies to change. You focus on these opportunities or on the barriers. You can't ignore one or the other, but this basic attitude is important because it transfers to the team, to the thing itself and so on. So I always try to see it positively, with respect for the negative.

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Every #Communication is a two-way interaction (at least). Think of real communication as a complex call and response in which all parties are giving information, confirming receipt, articulating understanding, and sharing more. Bet you didn’t think there was so much to it. #EffectiveCommunication #Leadership #HRLeaders #ActiveListening

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Previously, we looked at the Facade of Peace as a silent killer of #leadership. Another is Inflexibility. Inflexibility in leadership stifles trust and suffocates open dialogue, preventing everyone from harnessing their full potential. To combat this: - Challenge assumptions while be open to changing circumstances - Seek #diverseperspectives - Encourage and demonstrate adaptability Let's check in on the team at Midwest Insurance. Over the course of a challenging year at Midwest, the silent killer of inflexibility gradually took its toll on the team's dynamics and organizational effectiveness. Initially thriving under Elena's leadership, the company had benefited from the diverse strengths of its team: Lisa's strategic acumen, Satish's pragmatic planning, Mei's innovative prowess, and Tom's operational expertise. As market conditions evolved and new challenges appeared, the team's tendency to stick rigidly to established plans began to hinder their ability to adapt. In monthly #strategy meetings, Elena noticed a reluctance among team members to consider changing circumstances. Lisa cautiously suggested revisiting their client engagement strategy to align with emerging trends, while Satish, skeptical of deviating from the proven plan, expressed concern about potential risks. Mei, eager to introduce new technologies to streamline operations, faced resistance to integrating innovations quickly. As months passed, the impact of inflexibility became more pronounced. More agile competitors gained ground. Client feedback highlighted dissatisfaction with outdated service models, emphasizing the need for innovation. Satish began voicing concerns about their competitive position and the team's ability to adapt swiftly enough to market changes. Recognizing the urgency, Elena started discussions on fostering adaptability and challenging assumptions more rigorously. She emphasized the importance of embracing change and innovation to regain their competitive edge. Lisa and Mei supported this shift, advocating for proactive responses to market shifts, while Satish became more open to exploring new strategies to keep their market leadership. Despite these efforts, Satish's first resistance to change and inflexible mindset continued to affect the team's performance. Elena was faced a difficult decision. After years of dedication and ability, Satish's inflexibility ultimately led to his departure from the company. Reflecting on their journey, Elena expressed mixed emotions: "Looking back, our journey has been one of resilience and growth. We've learned firsthand that inflexibility can hinder progress, even with the best intentions." Through their efforts to combat inflexibility and embrace adaptability, Elena and her team navigated challenges more effectively, laying the foundation for sustained success in the dynamic insurance industry. Check out: 3 Silent Killes of Leadership: https://lnkd.in/gEQrtg5N Facade of Peace: https://lnkd.in/gjp3mcgE

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Strategic Workforce Planning (SWP) continues to be a top talent practice with the greatest capability gap. According to a BCG analysis, SWP ranks 2nd of 32 talent practices in terms of capability gaps. One reason driving this gap (among many) is that SWP is often based on one "scenario" and may not plan for or anticipate other viable scenarios. A few questions to consider: 𝗕𝗮𝘀𝗲 𝗦𝗰𝗲𝗻𝗮𝗿𝗶𝗼. What scenario will likely occur? (e.g., FDA approval of drug X). 𝗣𝗹𝗮𝗻. What are the key elements of the workforce plan for this scenario? (e.g., a 19% increase in sales reps in regions A, C, & F). 𝗔𝗹𝘁𝗲𝗿𝗻𝗮𝘁𝗶𝘃𝗲 𝗦𝗰𝗲𝗻𝗮𝗿𝗶𝗼𝘀. What is at least 1 other possible scenario we might face? 𝗧𝗿𝗶𝗴𝗴𝗲𝗿𝘀. What indicators (e.g., economic shifts, etc.) would signal that the alternate scenario is more likely to occur? 𝗔𝗹𝘁𝗲𝗿𝗻𝗮𝘁𝗲 𝗣𝗹𝗮𝗻. What are 3-5 ways in which our workforce plan will shift if the alternate scenario occurs? What is one recommendation you have for closing the SWP capability gap? If you find value in content like this, sign up for my Talent Edge Weekly newsletter 𝗦𝗲𝗲-𝗹𝗶𝗻𝗸 𝘂𝗻𝗱𝗲𝗿 𝗺𝘆 𝗻𝗮𝗺𝗲 𝗮𝘁 𝘁𝗵𝗲 𝘁𝗼𝗽 𝗼𝗳 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 or https://lnkd.in/dWThftwK If this post was helpful, please reshare it with others! #hr #humanresources #strategicworkforceplanning

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"Coach sein kann jeder…“ Ich bin dankbar und stolz, meine PCC-Zertifizierung (Professional Certified Coach) von der International Coaching Federation (ICF) erhalten zu haben! Im Verband bedeutet dieser Meilenstein: 👉 Über 500 Stunden Coaching 👉 125+ Stunden ICF-certified Coaching-Ausbildung 👉 Das Bestehen einer strengen dreistündigen Prüfung Für manche mag dies nur ein Zertifikat sein, aber in der Welt des Coachings bedeutet es ein Engagement für hervorragende Leistungen und eine Verpflichtung, die höchsten Standards in Praxis und Ethik einzuhalten. https://lnkd.in/e8KZ6wrH Für mich persönlich ist Coaching nicht nur ein Job; alle, die mit kennen wissen, dass es meine Leidenschaft ist. Es erfüllt mich, 💫Teams in Veränderungsprozessen Stabilität zu geben 💫Vielfalt und Integration in unseren Organisationen zu fördern 💫 Sozialen Organisationen mehr Leichtigkeit für ihr gesellschaftliches Engagement zu bringen 💫 Konflikte zwischen Kollegen und mit Vorgesetzten zu begleiten für eine bessere Balance zwischen Ich- und Wir-Bedürfnissen. Makes life easier! Vielen Dank an alle, die mich auf dieser unglaublichen Reise begleiten: ORSC-Wonderones&Faculty, Family&Friends, my Lawyer (kleiner Scherz 😝), meine Klienten-Teams und Konfliktpartner für euer Vertrauen in den Prozess. Lasst uns gemeinsam feiern! In den nächsten zwei Wochen biete ich 10 kostenlose Coaching-Gespräche für Konfliktsituationen im Business an. Wählt euch zu zweit oder allein ein. Welcher Konflikt belastet dich? #teamcoaching #PCC #ORSC #ICF #Konfliktgespräch

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Enabling Performance—What barriers are getting in the way of workers performing their best work? According to Mercer's 2024 Mercer Global Talent Trends report (see post image), the top 2 answers are: (a) "too much busy work—tasks that lack value" and too many interruptions/not enough thinking time" 𝗜 𝘀𝘂𝗴𝗴𝗲𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗻𝗱 𝘁𝗲𝗮𝗺𝘀 𝗽𝗼𝘀𝗲 𝗮 𝗳𝗲𝘄 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗮𝘁 𝘁𝗵𝗲𝗶𝗿 𝗻𝗲𝘅𝘁 𝘁𝗲𝗮𝗺 𝗺𝗲𝗲𝘁𝗶𝗻𝗴: (𝟭) 𝗪𝗼𝗿𝗸 𝗧𝗮𝘀𝗸𝘀. What work should we stop immediately due to it not supporting organizational priorities? (𝟮) 𝗪𝗮𝘆𝘀 𝗼𝗳 𝗪𝗼𝗿𝗸𝗶𝗻𝗴. How are our ways of working (e.g., meeting overload) detracting from our performance, productivity, and ability to do "deep work?" (𝟯) 𝗔𝗜. For work tasks supporting our priorities, how can we use AI to enhance efficiency and effectiveness? These are just a few starter questions that can help identify opportunities for enabling individuals and teams to perform their best work. What questions would you add? For more content like this, make sure you receive my Talent Edge Weekly newsletter. See top of the post and select 𝘀𝘂𝗯𝘀𝗰𝗿𝗶𝗯𝗲 𝘁𝗼 𝗻𝗲𝘄𝘀𝗹𝗲𝘁𝘁𝗲𝗿. #hr #humanresources #futureofwork

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Yesterday, I attended the insightful webinar "The 3 A's of Coaching: Adjectives, Adverbs, and Absolutes". It was a powerful reminder of the idea that "words create worlds" (not my words, but Daniel Olexa, MCC, CIHt's) and how, as coaches, we can reach new levels of awareness by focusing on and exploring how clients qualify their reality and goals. One key takeaway for me was the immense power that words have. By paying attention to the qualifiers our clients use, we can open doors to deeper exploration. It struck me how sometimes clients can feel blocked when directly asked about their goals or issues. However, by probing into the why and what for behind the adjectives, adverbs, and absolutes they use, we can bypass their defenses and help them access insights they might not have reached otherwise. This webinar resonated with me not only as a coach but also as a translator. The power of words has always fascinated me, and this session reinforced how crucial language is in our work! A big thank you to Daniel Olexa, MCC, CIHt, Heike Aiello and ICF Germany Charter Chapter e.V. for organizing and delivering such a valuable session. It was truly enlightening and it felt very short! (Now I am going to count how many qualifiers I have just used 😂 )

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Chief HR Officer, AI in HR, Strategic Workforce Planning, HR innovation, and People Analytics. These topics are covered in issue 245 of Talent Edge Weekly. (𝟭) 𝗖𝗵𝗶𝗲𝗳 𝗛𝗥 𝗢𝗳𝗳𝗶𝗰𝗲𝗿. Josh Bersin covers how the CHRO role increasingly requires a blend of business savvy, technological understanding, and deep HR expertise. (𝟮) 𝗔𝗜 𝗶𝗻 𝗛𝗥. IBM’s CHRO, Nickle LaMoreaux, shares how HR started its AI journey by gaining some quick AI wins. I share bonus resources. (𝟯) 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴. My one-page playlist of 5 resources addressing different aspects of SWP. (𝟰) 𝗛𝗥 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻. Gartner addresses 3 ways HR can enable greater innovation within the function. (𝟱) 𝗣𝗲𝗼𝗽𝗹𝗲 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀. SAP shares 100 questions across 9 categories that can help organizations assess their most important talent issues. If you found value in this content, let me know by resharing it, commenting, or tagging others who can benefit. ***resources https://lnkd.in/djwh7g_E 𝗣.𝗦. A "Best of June" issue of Talent Edge Weekly comes out tomorrow Sun, 6 PM EST. Join +34,000 others who will receive these insights. See the top of the post under my name to learn how. #hr #humanresources #futureofwork

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As work exponentially evolves, the ask of the HR function is increasing in equal measure. My colleague Alexandra Zea and I explore the evolution of the function and discuss its next mandate #futureofwork #futureofhr Mercer, Mercer US, The Fast Future Executive, Caltech Executive Education

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🌈 Why is diversity essential in organizations? Including diverse perspectives not only leads to innovative solutions and creative breakthroughs, but also strengthens employee retention and increases productivity. Discover how a diverse workforce can revolutionize organizational development in my latest article in German. https://buff.ly/3xRg1lo #Diversity #Innovation #OrganizationalDevelopment --- I am Anne-Cécile Graber. I help companies achieve sustainable growth by taking a systemic approach that addresses deep-rooted organizational issues to achieve long-term improvements. Book a get to know zoom now: https://buff.ly/3WqXiHw

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An important thought in this important article for choosing your partner in Executive Search. The role of a Search Firm Partner in today’s evolving business environment involves more than matching skills with job descriptions; it requires a deep understanding of how leadership styles can either enhance or hinder the dynamics of modern workplaces.  The move to more open ways of working is significant, and no more important than for the senior leadership recruitment process. #executivesearch #boardsearch #leadershipconsulting

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Playing it safe and bringing in someone who perfectly fits may seem obvious. But true diversity means having leadership insight that brings a fresh perspective.

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An insightful post and something discussed with clients and candidates so often these days. Navigating the ever-evolving landscape of career priorities, I've also witnessed a profound shift. Today, professionals are increasingly making choices that not only promise professional growth but also deeply resonate with their personal values and pursuit of a balanced life. A great quick read! #BoydenAustralia #ExecutiveSearch #qualityoflife #enhancedproductivity

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The recent update regarding the HR operating model sparked questions about the extent to which the project addressed the role of technology alongside traditional role and responsibility definitions. The answer: significantly and fundamentally. In today’s landscape, technology is undeniably an integral part when considering new operating models, whether it's in support functions or core business operations. Based on my own experience, technological innovation often serves as a catalyst, prompting a reevaluation of the operating model, or at least it should. Modern HR platforms and systems enable entirely new service models, leveraging self-service features and automation, with transformative impacts on the entire HR function and organization structure. Technological innovation is not always the driving force behind the redesign the ways of operating; changes in the company's environment and strategy also necessitate periodic review and updating of operating models. I'm eager to hear your insights and thoughts on this topic! #technology #hroperatingmodel #hrconsulting #futurehr

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Do your senior leaders have a clear and aligned perspective on their organization’s digital ambition? Our Digital Leadership Specialists recent report, The Digital Leadership 2024 Perspective, based on research among 2,138 leaders, suggests not. Many boards and senior #leaders are suffering a perception gap from the rest of the organization that we term ‘digital detachment.’ Read more at https://lnkd.in/dTt7bPxQ Jeremy 💫 Blain #digitaltransformation

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