Joanna Bilewicz

Great read on the need to Understand and invest disproportionately towards critical roles driving value for business. Understanding helps in stronger talent management and focus specially in an era where value creation is the north star. https://lnkd.in/g_2EiiPQ

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Besides being exceptionally proud of Joy Chen (陈愉) for publishing this much needed article, I am reminded of some key facts in this piece that need their own highlights. -“71% of Asian adults in America are immigrants. (In contrast, only 17% of all American adults are immigrants.) Most U.S.-born Asians are children of these immigrants, so despite their fluent English and American education, they are raised with Asian cultural values and norms, which differ markedly from the Western values prevalent in corporate America.” This number is higher than I previously thought and may contribute to why so many non-Asians may think of Asian adults as not being born here. Because they’re NOT. But that still leaves nearly 30% of adults who WERE born here. -“Only 16% of Asian men and 20% of Asian women feel a sense of belonging in their workplaces, according to a study from Bain & Company — the lowest rates among all demographic groups.” This data point is one I had seen and I think it relates to always running into barriers and stereotypes. Obviously Asian representation in corporate America is strong but the hidden biases that limit Asian ascension are pervasive and real. -“In fact, it’s the youngest cohort of Asian employees, those most likely to be U.S.-born and native English speakers, who report feeling the least belonging.” This last quote is particularly interesting for these folks *should* feel the most connected to American society and yet don’t always. If this topic is new to you, I encourage you to read this article and its entirety – and when you have questions afterwards, please reach out to me! #ascend #ascendmidwest #ascendleadership #asian #asianamerican #asianamericans #aapi #panasian #diversity #inclusion #belonging #dibs #equity #dei #deib #diversityandinclusion #inclusionanddiversity #representation #representationmatters

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When you have a team of leaders who don’t see eye-to-eye on the current ways of doing business, the unintended consequences is spending too much time trying to be perfect in our respective silos. In this working environment, it is unlikely that they will talk about next-level performance. A good litmus test is when was the last time a leadership team set aside talking about their next iteration or collectively assessing where they are on the roadmap?  When everyone is so focused on justifying their own actions, there will be no time set aside for thinking about the business of tomorrow. All activities are centered on the “here and now”. We slowly lose sight of growing our business. Creating an innovative culture means setting aside our differences, living with our imperfections, and working towards the next stage of growth. It is not about turf protection or projecting perfections that there is no need for any more changes. It is also not about pointing fingers or being an organizational bully at another function when they dropped the ball. In fact, there are times individuals don’t see how professional the other accused function as they kept quiet on the number of times your team failed to deliver.  Transitioning to an innovative culture starts with moving from a closed or fixed mindset to an open mindset. Instead of trying to justify 100% of your actions, it is about being open-minded that 20% (or more) of what you are doing can be done better. It is not about telling people that you have the perfect solution and dedicating the other half to telling people they are wrong. Leaders need to know that we are all on the same boat. Irrespective of which side of the boat is taking in water, it is all hands-on deck to fix the problem.  It is about listening for gems in every conversation. In order for that to happen, the leader must move to an open-minded leadership style and be willing to listen to everyone, not just those above, but at all levels. It is also about knowing that none of us is perfect. As a team, the maturity to know that we must never have a mindset that we are a perfect team but a perpetual work-in-progress. The willingness to accept that we will always have some glitches with our current way of doing business. What is more important is not spending valuable time on trying to be perfect or preserving the status quo. It is about channeling the energy to look for the next innovative solutions.

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🌟Did you know?🌟 Gen Z is rapidly reshaping the Future of Work with their distinct behaviors and preferences. Understanding these generational nuances is key to building effective talent strategies. New research shows that while #GenZ is perfectly aligned on the importance of #purpose, #collaboration, and #flexibility, there are subtle nuances between males and females that can help organizations understand and engage them even better: - Gen Z women are highly active on community-focused platforms like #TikTok and #Instagram, where they value inclusivity, connection, and work-life balance. They are more likely to engage with employers who promote these values through social media and are drawn to Employee Resource Groups (ERGs) that foster a sense of community and shared purpose at work. - Gen Z men, on the other hand, gravitate toward information-driven platforms like #Reddit or #X, where they engage with content centered on technical challenges and innovation. They are particularly responsive to gamified recruitment strategies, which incorporate elements of competition and problem-solving. This demographic excels in environments that leverage technology to create engaging, tech-savvy experiences that challenge their skills and creativity. In today’s workforce, it's crucial for organizations to tailor their approaches to these unique characteristics. That’s a central theme in my book, *Reframing Generational Stereotypes,* and why I was honored to share my insights with HRM Asia in their latest article on “Reframing Generational Stereotypes to Foster a Supportive Workplace.” In the piece, I outline 6️⃣ strategies to help organizations better attract, engage, and retain Gen Z talent, from fostering inclusive workplace cultures and leveraging ERGs to implementing gamification techniques that resonate with different segments of Gen Z. A big thank you to HRM Asia and Shawn Liew for featuring my thoughts on this important topic. Let’s continue to evolve our workplaces for the better! #GenerationalDiversity #FutureOfWork #TalentManagement #DEI #EmployeeExperience #HRMAsia #multigenerationalworkforce #reframinggenerationalstereotypes XYZ at Work https://lnkd.in/eiQvqc7d

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A Personal Reflection on Diversity in Action 🌟 Beyond the Vision: My Encounter with Unconscious Bias As an advocate for diversity, I’ve always championed the inclusion of a diversity statement in organizational visions. But what’s even more crucial is the practice behind the promise. 🤔 A Surprising Revelation I recently engaged in a conversation about a senior role within a client’s organization. They had crafted a job description that beautifully articulated a commitment to diversity, equity, and non-bias. However, when it came to selecting candidates, a preference for a specific industry background surfaced, revealing an unconscious bias. 🔄 The Gap Between Say and Do This experience served as a stark reminder that while we may speak of equity and diversity, our actions may not always align. Unconscious biases are pervasive, and recognizing them is the first step towards change. 🗣️ Let’s Discuss and Overcome Bias If you’re curious about how such biases can be identified and eliminated, I’m open for a conversation. Together, we can explore ways to ensure that our actions reflect our words, making diversity and inclusion a lived reality. 📩 Connect for Change Feel free to reach out to me for a discussion on removing unconscious biases and truly embracing diversity in every aspect of our lives. #hiring #diversity #inclusion #talentacquisition #unconsciousbias

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Work ethics are your first hand recommendations. I've seen firsthand how a strong work ethic can propel individuals to new heights. It's more than just putting in the hours; it's about a deep-rooted commitment to excellence, integrity, and a relentless pursuit of goals. A strong work ethic is the cornerstone of effective leadership. It inspires trust, fosters respect, and drives productivity. What do you think about work ethics? #leadershipdevelopment #hrtranaformation #peopleandculture

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Are you coaching executives with little time on their hands? Or coaching individuals on a coaching platform with restricted time for each session? Then this free webinar is for you. Today May 16th at 1 pm Bangkok time (GMT+7) the ICF Bangkok Charter Chapter will host Luke Salway , CEO of Coachology . He will present his unique model to coach in 20 minutes! Scan the QR code below to participate. #icw2024 #executivecoaching

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Very interesting piece. Leadership requires equal parts logic and compassion in order to create a well-rounded, holistic approach that emphasizes success on every level. This delicate balance is key to staying agile throughout the complexities and challenges of the modern business landscape. Teams need to know that their leaders can be trusted on an emotional and professional level—leaders need to be supportive yet still able to make critical decisions when the time comes. #Leadership #Empathy #Compassion

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“The goal is not to be perfect by the end. The goal is to be better today.” - Simon Sinek What is Leda HR #Leadership? We believe inclusion is integral to good leadership. Inclusive leadership is about self awareness, an understanding of differences and an ability to lead from a place of curiosity and empathy. We can support with the following: 💙 Performance-based business consulting and coaching for leaders and teams 💙 Situational leadership, self-awareness and navigating uncertainty 💙 Empathy, resiliency, authenticity, and vulnerability: skills building and training 💙 Board and Executive leadership diversity & inclusion coaching 💙 Navigating change for employees and leaders 💙 Leadership through change and uncertainty, today and beyond Kristin Bower and I lean into superpower #empathy and #curiosity in all we do! #EDI #DEI #HR #Learning #LeadershipDevelopment Rianna Ganief

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How often do you give feedback as a leader? Continuous Feedback loops are essential for high performing teams to tailor their performance as they thrive on it. Make it a practice to share regular feedback for improvement and growth. How often do you share it with your teams?

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Another day in my 75 Hard journey, another lesson in leadership and perseverance. Picture this: An all-day executive team offsite, planning intensively for Q4. As an introvert, these sessions are both exhilarating and draining. The meeting runs late, pushing against my carefully planned schedule. I emerge, mentally exhausted, to find darkness falling and my second workout of the day – mandated to be outdoors – still looming. No gym nearby. No time to get home before nightfall. What's an committed 75 Hard girl to do? The answer: Change into workout clothes in the back seat of my car in a restaurant parking lot and get it done. This moment crystallized some key truths about both the 75 Hard challenge and introverted leadership: 1. 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗻𝗼𝗻-𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝗯𝗹𝗲: Plans will go awry. Meetings will run long. The mark of a true leader – and a committed individual – is the ability to pivot and persevere. 2. 𝗗𝗶𝘀𝗰𝗼𝗺𝗳𝗼𝗿𝘁 𝗶𝘀 𝘄𝗵𝗲𝗿𝗲 𝗴𝗿𝗼𝘄𝘁𝗵 𝗵𝗮𝗽𝗽𝗲𝗻𝘀: Whether it's speaking up in a boardroom or changing in a car, pushing beyond our comfort zone is essential for progress. 3. 𝗬𝗼𝘂𝗿 𝗰𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁𝘀 𝗮𝗿𝗲 𝘆𝗼𝘂𝗿𝘀 𝗮𝗹𝗼𝗻𝗲: No one was forcing me to complete that workout. The choice was mine, just as our leadership decisions are ultimately our own. 4. 𝗜𝗻𝘁𝗿𝗼𝘃𝗲𝗿𝘁𝘀 𝗰𝗮𝗻 𝗯𝗲 𝗳𝗶𝗲𝗿𝗰𝗲𝗹𝘆 𝗱𝗲𝘁𝗲𝗿𝗺𝗶𝗻𝗲𝗱:Our quiet exterior doesn't mean we lack resolve. Often, it's quite the opposite. 5. 𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗮 𝘃𝗶𝗰𝘁𝗶𝗺 𝗼𝗳 𝗰𝗶𝗿𝗰𝘂𝗺𝘀𝘁𝗮𝗻𝗰𝗲𝘀: We always have a choice in how we respond to situations. Victimhood is a mentality; resourcefulness is a choice. 6. 𝗦𝗺𝗮𝗹𝗹 𝘄𝗶𝗻𝘀 𝗯𝘂𝗶𝗹𝗱 𝗺𝗮𝗷𝗼𝗿 𝘃𝗶𝗰𝘁𝗼𝗿𝗶𝗲𝘀: Each workout, each day of adherence to the plan, contributes to larger goals – both personal and professional. As introverted leaders, we often face unique challenges. We may not be the loudest in the room or the first to speak up. But our strength lies in our unwavering commitment to our values, our teams, and our goals. The 75 Hard challenge is teaching me that leadership, like personal development, isn't about perfection. It's about consistency, adaptability, and the willingness to do what needs to be done – even when it's uncomfortable, inconvenient, or just plain awkward. To my fellow introverted leaders: Your quiet determination matters. Your ability to stay true to your commitments, even when no one is watching, is what sets you apart. Keep pushing, keep adapting, and keep leading – in your own unique way. Have you ever found yourself in a situation where sticking to your commitments took some creative problem-solving? #75HardChallenge #IntrovertedLeadership #Commitment #Adaptability #PersonalDevelopment

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Join our Free Masterclass in HR Practices for MSME. Register Now. #HRMasterclass #HRforMSME

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During periods of transformation, leaders who act as coaches rather than bosses foster stronger, more resilient teams. Leaders can help employees navigate transitions with confidence and purpose by guiding and supporting them. This approach not only builds engagement but also nurtures trust and long-term loyalty. Click the link to learn how to guide your team through tumultuous times: https://lnkd.in/g7BQkAny. #Leadership #ChangeManagement #Coaching #TakeCareOfYourPeople

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Understanding how to build new habits (and how your current ones work) is essential for making progress in your health, your happiness, and your life in general. But there can be a lot of information out there and most of it isn’t very simple to digest. To solve this problem and break things down in a very simple manner, here's a strategy guide for how to build new habits that actually stick.

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Being a good boss is challenging, even in times of growth, as leaders often become less mindful of others’ needs, while subordinates closely scrutinize their actions. This dynamic worsens during crises. I was reading this classic piece of Stanford professor Robert Sutton, who outlined the four key ways for leaders to support their teams in tough times decade back still seems very powerful even this day: a. Predictability: Provide clear information about what will happen and when, reducing uncertainty. b. Understanding: Explain changes clearly and repetitively to ensure people understand why they’re happening and how they’ll be affected. c. Control: Break down challenges into manageable parts, so employees can confidently address them. d. Compassion: Show empathy, especially to those who are let go, to maintain morale and loyalty among remaining staff. Leaders who offer these will earn deep loyalty and trust from their employees. #HBR #leadership #Mindfulleadership

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Recently my biography of my father’s life was published. This account was to celebrate his life and legacy. What I didn’t focus on, was what caused his death. He died from pleural mesothelioma; a lung cancer caused from exposure to asbestos. I reflect on this, with my insights as someone that has been responsible for health and safety compliance training in organisations and the learning systems to manage the process. #healthandsafety #HSE #asbestos #mesothelioma #compliance #compliancetraining #LMS #CIBSE #healthandsafetycompliance #learningsystems https://lnkd.in/eKTKdQSh

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Internal communication could be a culture killer. Or it can be the opposite. In my previous role as a Global Head of People, I found out how important internal communication could be, and even if it is a shared responsibilities among the leadership, it often falls on HR. I have read a recent interview of Frank Wolf, Founder of Staffbase. It was incredibly insightful. Frank highlighted the transformative power of strategic internal communications, emphasizing its critical role in unifying and inspiring employees, and I could not agree more. Key Takeaways from Frank Wolf's Interview: 1. Importance of Internal Communications Internal communications is more than just a "nice to have" – it's essential for shaping change and unifying an organization. I clearly agree with this. When communication is managed properly and effectively, employees feel engaged and part of something. They understand their purpose and their why much better in this context. 2. Major Challenges in Internal Comms Strategic Focus: Communicators often struggle to move beyond daily pressures to work more strategically. Measurement: Many lack the tools to measure the impact of their communications, with 54% citing "lack of technology" as a top challenge. Again, Frank is spot on, it is so easy to fall into the trap of communicating without having a clear and long time strategy, just because it is simply not on your roadmap. Measuring and integrating tech solutions into it is also clearly a great way to make it a strategic aspect of HR. 3. Fundamentals of Robust Employee Communication Effective communication fosters transparency, trust, and alignment, leading to higher engagement and profitability. Clear messaging about company changes and goals connects employees to the organization’s mission. This is it. Being honest, transparent and aligned with the company values go a long way. If you want to have engaged employees, communication is one of the most important strategic aspect. 4. Future Predictions AI Integration: AI will enhance content generation, data summarization, and insights evaluation, unifying communication tools and providing personalized insights. The support of technology including AI should make internal communication even better, but as I always advocate, never lose the human touch and the personalisation. What are your experience with internal communication as an employee or a HR?

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There is no such thing as an HR-strategy. ———- There is only one strategy. It must include an answer to the question of how to ensure that people are willing and able to contribute sustainably to the execution of the strategy. If a strategy needs to answer the questions - what do we do / offer - for whom - and how HR focuses clearly on the how question. Needless to say that the people part of strategy execution is important, but it should not be a separate strategy. Too often such a strategy is internally focused, following the fads and fashions of the time, putting the expertise in the middle instead of the final purpose, the customer. And yes, HR professionals should introduce a long-term, ethical approach to how an organization should treat, steer, support, motivate and inspire the people who choose to work for and with the organization and in the entire value chain. And by doing so, they enhance the overall strategy. Maybe we could say that strategy is about HR as its execution requires a behavioral approach. The HR approach is definitely a part of strategy, but not a strategy on its own. Curious to know what you think. Happy #internationalhrday #ihrd hrpro.be Otolith Consulting European Association for People Management EAPM Dave Ulrich Lynda Gratton Disruptive HR Corporate Research Forum (CRF) Edward Vanhoutte VHR Even Bolstad Berna Oztinaz Kai Saard Kai H. Helfritz Ulrik Schultz Brix Solveiga Grudienė Darko Petrovski Raffaele Credidio Elli Matsouka Joris Vandersteene Marleen Verstraete Frank Vander Sijpe

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Can agility, AI, and wellbeing coexist in the fast-paced world of HR? I think so! 🚀Looking forward to my brand new opening keynote for Human Resources Online for their Transform Talent 2024 conference. During my research and preparation for this, I discovered some interesting insights and its been fun to connect these dots with my lived experience of navigating talent & leadership. Excited to interact on this with some of the best thailand HR leaders on 22nd. Akarin Phureesitr, Pasook Rojanagatanyoo, Ph.D, Saksit Thananittayaudom, Panida Anukul, Tom Haythorn, Fasai Pongpitaksopon and more. Let's redefine what it means to lead and transform in the age of AI. #leadership #AI #wellbeing #openingkeynote

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