Heather Sit

Hey everybody, I just wanted to check in to let you know that now is not the time to check out for the summer. I'm starting a new YouTube series on Impact Sprints. Impact Sprints are relatively simple AI Automations that full-time and fractional executives can use to make an immediate impact. It's hard to plan for the future when you don't know what's currently available. Impact Sprints represent just a starting point that you can use to get your feet wet. As with any new process or procedure there's always room for optimizations. Be sure to let me know what you think when the first episode arrives later this week. #ai #aicontent #aiautomation #youtube #impactsprints

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A few years ago, my team was asked to deliver an empathy workshop. #rantincoming 🪂 This might sound like the setup for a joke, but it’s not. After thoroughly interviewing our stakeholders, we realized that "empathy" wasn’t the real issue—they were grappling with process and incentive challenges. We also identified the KPIs they wanted to improve. Since this was our first engagement with these stakeholders, we really wanted to help. So, we convinced them to let us take a more comprehensive approach, including gaining access to their data before and after the program. Behind the scenes, I hoped: － By engaging with their department through our program, we could gather meaningful data and demonstrate that the issue couldn’t be solved by training alone. － To build credibility so our opinions as L&D professionals would carry weight in future discussions. We delivered the most thorough analysis we’ve ever done and sent it off. Crickets. Six months later, they were back—asking for that same empathy training. On the one hand, it was easier for us to explain why this request still wasn’t the right solution and deny them the "support". On the other hand, I was baffled—how did we end up here again? I recently shared this story with a friend, and her response was interesting and blunt. She suggested that maybe these stakeholders wanted to check off a box—“We tried everything, including training”—when they were asked why things weren’t improving. “Everything” except what would actually work? I often say that L&D needs more courage. But the truth is, we all need a bit more courage—the courage to do the right thing, even when it’s difficult, even when it upsets others, even when it challenges the status quo. #learninganddevelopment

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What??? Do you mean that hiring the best candidate based on competence was the right way to hire all along? NOOOO! "Microsoft reportedly fires DEI team — becoming the latest company to ditch ‘woke’ policy" https://lnkd.in/eg_zpr3H PS: Today I heard that a senior HR person said that wellbeing is a trend too and won't last long. Let's see what happens to that. I still support a good wellbeing structure that fixes the system although I question whether it is wellbeing or just being a good and responsible employer. #dei #wellbeing

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Did you catch the furore last week when a startup founder wrote about their "MEI" -- Merit, Excellence, and Intelligence hiring policy? It was seen as a clear barb to the established DEI (Diversity, Equity, Inclusion) principles in hiring today. But while the two extremes on this topic are busy yelling at each other, anybody who has actually tried hiring people know that the truth about DEI and merit lies in the messy middle. Amir Shevat 🤖 Yaniv Bernstein and I* (bravely?) dive into that middle and talk about the reality of diversity and merit in today's episode of The Startup Podcast Reacts. Listen in and share your thoughts in the comments! *and yes, we are painfully aware that we are all men.

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Believing the conventional wisdom that they have roughly 90 days to prove themselves, many new CEOs get into trouble by launching bold initiatives before they’ve won the support and trust they need to effect change. According to our study of nearly 1,400 CEOs, earning people’s confidence actually takes two years. Learn more from my colleagues Claudius Hildebrand and Jason Baumgarten in their new article featured in Harvard Business Review: https://lnkd.in/d37yQ7VU

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