Rasmus Toft-Nielsen

I recently had a wonderful conversation with Kristen Harcourt, CPCC, PCC on driving transformative change. We spoke about the power of embracing personal growth as the foundation of organizational transformation! Curious to hear more? 🎧 Listen in! https://lnkd.in/gcTRfQkp

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Discover how ICEO Executive Mentoring can transform your leadership journey. HR managers, invest in executive mentoring to unlock new levels of success for their organisations. 33% of HR leaders think their company offers adequate ongoing support to executives to perform at their best, compared to 43% who think support is lacking. Read LHH's article to gain valuable insight into what mentoring can do for your organisation; - Personalised guidance and support - Accelerated career growth - Build confidence and leadership skills Take a new step in your leadership journey 👉 https://lnkd.in/gh9HPGMw #CareerGrowth #ICEO #Development

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Essentials on understanding the norms and ways of doing business when starting in a new role. To understand the culture and adapt successfully get clear on how things are done in terms of: - relationship management - decision making - change management - team collaboration

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Leading Transformation: Strategies for Simplifying and Optimizing In my leadership journey, balancing necessary complexities with simplification has been challenging, especially during transformations that involve shifting operating models, implementing new technologies, and changing ways of working. Thriving in the messy and unknown is essential, but so is providing clarity and focus.   Avoiding Unnecessary Complexity We sometimes overcomplicate things without realizing it. Light-hearted examples include: ◾ Meeting Marathon: A project meeting needs a pre-meeting, a post-meeting, and a meeting to discuss the next meeting. ◾ Feedback Fiasco: Simple feedback requests turning into an array of questionnaires. ◾ Login Labyrinth: Tech solutions promising simplicity but requiring a complex login process.    These examples highlight how unintentional complexities can creep in, especially when seeking clarity in a world of complex transformation, emphasizing the need for simplicity. Simplifying & Optimizing ◾ Simplifying focuses on essentials, eliminating distractions, prioritizing impactful tasks, and maintaining steady progress. ◾ Optimizing refines actions for the best outcomes by aligning tasks with broader goals and improving efficiency.   When to Simplify, When to Optimize Understanding when to simplify and when to optimize helps manage energy and resources during significant changes. Simplifying is crucial during intense change, maintaining momentum and clarity. As stability returns, optimizing allows for detailed process improvements, enhancing overall performance and outcomes. The decision to simplify or optimize depends on the transformation stage and the specific needs at that time.   Your Thoughts? How do you handle these challenges? Do you find yourself simplifying or optimizing more during changes? What have you learned about leading in the messy and unknown?

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The process of HR function has undergone many shifts in the last few decades. The latest megatrends affecting how we lead our organizations are in a current transformation to the digital human era. Megatrends are defined as long-term shifts that have a profound impact, and we are about to see how these will navigate the near and foreseeable future: ▶️ The composition of the labor market is changing ▶️ Resource scarcity influences organizational influence ▶️ Advances in technology are impacting future work design ▶️ Changing relationships with work and employment CHROs, HR teams, and leaders can move forward by thinking more solutions-oriented. Understanding your company’s business, refining technology skills and knowledge and its best practices for your team, and growing and refining relationships with your team, encouraging their personal growth within their roles. #HRLeaders #HRStrategies #HRProfessionals

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Before you read any further, you are hereby obligated to (1) reserve judgement, (2) step away from the literary flamethrower (enabled by your keyboard), and (3) hyper-extend the limits of your mind. I heard a show-stopping insight from a new teammate this morning, and upon subconscious ruminating, I've come to appreciate how brilliant it really is - and backed up by science: "The lower my expectations, the more open my mind." Yes, you read that right - someone has LOW expectations - specifically when it comes to new experiences in life. Before you blaspheme this notion that anyone should have low expectations on anything, I'll offer some additional brilliance from Ralph Gigliotti as stated to students in one of our Rutgers Executive Education sessions earlier this year: "Every way of seeing is also a way of not seeing." The profoundness of wisdom showered upon on us by my WCG colleague and Ralph lies in the notion of being open to expanding our perspectives, appreciating things from different vantage points (even if we don't align to them), and keeping that brilliant mind of yours open. When you come into a situation with defined and firm expectations, you risk closing off the part of your brain that is sparked by curiosity and the intellectual growth of making sense of what you didn't get that you expected. As Randy Pausch once said, "Experience is what you get when you don't get what you wanted." That also includes life experience. Pragmatically, we know this approach isn't a sweeping approach to all aspects of life (my colleague and Ralph know that, too.) There are A LOT of circumstances where you need to have high expectations, like of surgeons, pilots, leaders - and all of us doing what we do professionally in life to the best of our abilities, striving to continually improve as people count on us (including the millions of people we at WCG serve through clinical research). However, perhaps - just perhaps - one of the ways to continually improve in certain circumstances is to appreciate seeing what we don't see when we might have otherwise closed our minds off with pre-defined (and possibly too high) expectations. A plus? You might just find some joy in the process: https://lnkd.in/eA43MNAM

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Today is World Blood Cancer Day. Critical unmet needs remain for many individuals living with blood cancer. Taking courageous, science-based risks is needed to continue to build knowledge and find new solutions for these patients. Share your support for those living with blood cancer. #WorldBloodCancerDay

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Amazing report on the changing landscape of organizations, and how can leaders help thru this.

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Highly recommended course - 30 minutes of clear and simple messages to apply in your next presentation! https://lnkd.in/dkGqHHUm #leadershipcommunication, #professionalcommunication.

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Prioritising and dedicating time to skills development is not always easy, especially as we all learn in different ways. But often we learn ‘in the moment’ without even realising it. In a recent article for theHRDIRECTOR I talk about the power of #microlearning and seizing those ‘aha’ moments that fuel success. At AstraZeneca, we encourage all our employees to think differently about how they learn, and to recognise and act on everyday learning moments that shape sustained growth.

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How to unlock career progression? Food for thought from Helen Tupper and Sarah Ellis on innovative approaches to career development! In their latest article, they present 4 experiments aimed at encouraging employees' career progress beyond traditional promotion pathways. Experiment 1: Talent over titles: Specsavers saw a 35% increase in internal applications by emphasizing talent over expertise in job adverts. Result? Employees felt empowered to explore diverse opportunities within the organization. Experiment 2: Squiggly stories Danske Bank's Squiggly stories event shifted employees' perspectives on career success, showcasing nonlinear career paths and inspiring individuals to focus on skill development and diverse experiences. Result? 97% of attendees reported a positive shift in their perception of career success. Experiment 3: Career safaris Welsh Water's career safaris provided employees with low-risk opportunities to explore different roles, leading to increased internal moves and positive perceptions of career growth. Result? 95% of safari participants felt prepared for future roles. Experiment 4: Move mentoring NHS Property Services' mentoring program empowered employees to drive their own career development, resulting in proactive career conversations, feedback-seeking behaviors, and increased internal role applications. Result? 26% of employees applied for internal roles following mentoring conversations. These experiments demonstrate that embracing nonlinear career progression benefits everyone. By offering diverse opportunities for growth, organizations foster a culture of learning and adaptability. Let's reimagine career development together at Gnosis by Lesaffre! #HR #Innovation

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We recently completed our Annual Colleague Engagement Survey and I have been reviewing the results. There is one question that asks if employees feel valued. I have been thinking a lot about how we show that we value our employees, and my conclusion is there is not one answer. As leaders, we often talk about our "team" or "workforce" as a monolithic group. But it's critical to remember that our organization is comprised of individuals - each with their own unique strengths, motivations, backgrounds, and perspectives. Taking a one-size-fits-all approach to management misses a huge opportunity to unlock the full potential of every single person. When we treat employees as individuals, we send the message that they are valued for who they authentically are. We can learn what inspires each person intrinsically and tap into that driving force. This made me think of the Joy Inventory that I ask each of my team members to complete. The concept was taken from the class parents in my son’s then second grade class. They took an inventory of the teacher’s favorite things to help parents should they want to purchase gifts for her throughout the year. I thought that this was a great idea because I could get things for the teacher that she really liked. So, I implemented this for my own team and called it the Joy Inventory. I ask what their favorite snack is, favorite flower and how they like to be recognized, among other things. This a small gesture but goes a long way to show that I value them individually. True individualization requires consistent effort over time. It goes beyond my inventory of joy.  It means really listening to understand each person's goals, struggles, and needs. It means being endlessly curious about their experiences and what makes them unique. It means personalizing development plans, feedback, and rewards. But the payoff is real engagement, a culture of belonging, and top talent that doesn't want to leave. Treat your people like individuals and you'll foster an unstoppable team that truly feels valued.

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In today's hyper-connected world, the phrase prevention is better than cure has never been more pertinent, especially when it comes to managing corporate crises. One false move and your company could be the next trending topic for all the wrong reasons. But here’s the thing - building resilience within your organisation isn’t just about responding to crises effectively; it’s about anticipating them before they even occur. It involves creating a culture where every employee understands their role in safeguarding the company’s reputation and is equipped with the tools and training necessary to prevent potential issues from escalating. It's time we shift our focus from merely reacting to crises to proactively preventing them. The question isn't if your organisation will face a crisis, but when. Are you prepared to steer your corporate ship away from treacherous waters with foresight and planning? ---------------------- 📌 Remember: Preparation is the key to resilience. Let's discuss innovative ways to safeguard our organisations 🛡️ 📌 Follow for more insights on navigating through crises with confidence.

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Finland is the happiest country on earth - again! 😀 So can we find ideas there for better workplaces? 🛠 Yes! Here are 5 Finnish phrases to help people. 5️⃣ “Finland is the happiest country in the world for the 7th year running, according to the latest World Happiness Report. So it’s not surprising that open communication, teamwork and employee well-being, are all high priorities at Framery, headquartered in Tampere, #Finland, which builds soundproof booths for offices. As head of people and culture, Anni Hallila works to make sure employees feel happy and fulfilled. She and her team use a few common Finnish phrases to create an environment where employees can thrive: 1. The person who asks questions will not stray away from the path. Finnish workplaces tend to have a flat hierarchy, where individual contributors feel as empowered in voicing their thoughts on the business as CEOs and other senior leaders. This phrase highlights this mindset and shows that an environment where people feel free to share their opinions benefits the organization overall. It takes people at all ranks to raise issues and find solutions. 2. A crazy person does a lot of work; a smart person gets away with less. In other words: Work smarter, not harder. Leaders are encouraged to help their employees work with this mindset. Bosses should be clear in expectations and manage in a way that their employees can stay focused on the business priorities. “It’s not about being lazy,” Hallila says. “It’s about being smart about what you focus on, so that you can have a healthy work-life balance.” 3. Put the cat on the table. Hallila says this phrase is used in a similar way as addressing the elephant in the room — as in, address the business issue at hand rather than letting it slide. “It’s about believing in a working culture where the cat is the issue that needs to be put on the table, and for people to be able to have a a trusting and open discussion about whatever is the issue. Things are solved when they are discussed." 4. Whatever you leave behind, you will find in front of you. On the flip side, this phrase suggests that leaving an issue unattended will only become a problem later on. “If you leave problems behind you, you will find them in front of you” at another point, Hallila says. “So the only way to handle it is to actually address them when they are brought up.” 5. Going toward the tree with your back first. This phrase visualizes what happens when you don’t plan ahead or think about the consequences of certain business decisions, Hallila says. “If you don’t plan what you’re doing, you will go back first toward the tree and get hurt versus actually planning ahead and being smart in what you want to achieve,” she says. In Finnish workplaces, this involves people at all levels of the organization." Props to Jennifer Liu, writing for CNBC Make It - link in the comments! #leadership #management #productivity #happinessatwork

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Recruiting strategies are constantly evolving as society changes. Today's job seekers are looking for flexible work arrangements and robust parental leave policies. The best way to think about your recruitment strategy is to ask: How can we create a culture that supports employees regardless of what's happening in their lives? A great benefit example is a breastfeeding suite for new moms. It's a win-win for mothers, their children, and their workplaces. #Recruitment #TalentAcquisition #HR

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"Embracing change and change management by learning one New skill" Last year, my 3-year-old daughter started her swimming lessons. After the course, when we were in a hotel pool in December, she asked me - why I didn't swim with her and I easily said because I don't know how to swim. Then she was curious to learn if I wanted to learn to swim. I was silent and thought about it all evening and the next few days. She inspired me to learn a new skill - swimming. I only realised after my first class how relaxing, refreshing and energising it is to swim, other soft skills I acquired through this experience are Confidence, overcoming fear, and resilience. I decided to apply it at my workplace too. Learning a new skill and focusing on one new behaviour that I want to master is not only helping me to become a better leader but also to embrace change and thrive through change management. What new skill are you learning this year? #newskill #embracechange #leadershipdevelopment #tonewlearnings.

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CHROs are uniquely positioned to represent employees and employers, but many CEOs don't understand their role. These leaders are more than just administrators of workplace policies; they have become strategic partners to CEOs and other high-level leaders, often taking on the responsibility of culture, inclusion, and even AI initiatives. I know we'll start to see monumental organizational changes when CEOs begin to recognize that HR chiefs serve two sets of internal stakeholders. I’ve personally experienced it with some amazing CEOs. Andrew Oxtoby William "Obi" Greenman Are you a Chief People Officer or CHRO? If so, do you feel your obligations to your CEO and employees are in conflict? #CHRO #HR #HumanResources

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Simple principles to manage your energy more effectively! Before you start a project big, small or complex or even your week or day however busy it is step back, consider these principles and tap into your energy!

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