Karolina Stogidis (She/Her)

In a world of endless industry conferences and theoretical discussions, we decided to take a different approach. As three experienced professionals in HR, organizational change, and strategic communications, we asked ourselves: 'What if we could actually solve problems instead of just talking about them?' Our answer? The Spark Change Lab - a place where ideas meet action in the supply chain sector. We've created a collaborative platform where industry experts work together to address real-world challenges. Our goal is to move beyond presentations and discussions to generate practical, implementable solutions. We've already tackled how to support veterans enter the workforce, providing concrete strategies for companies and individuals alike. Next week, we're diving into the complex world of mergers and acquisitions in the trucking industry (learn more at https://lnkd.in/eKFrfht5) What's next on our agenda? You'll have to follow us to find out. But one thing's for certain - we're committed to sparking change in our industry 🔥 Leigh Sauter / Angela Colon - Mahoney / Beth Potratz

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💡 Really impressive podcast about AI and analytics in HR. So inspiring for me. 💡 Some thoughts from this podcast: 👉 You can use AI in three broad categories: 1) recommendation (e.g. personal development roadmap for employee, recommending employees for promotion (HiRo); making recommendations about salary increase etc.) 2) assistance (e.g. chatbot) 3) agent doing real job (e.g. generative AI working as digital worker side-by-side with HR professional) 👉 AI is not making decision - people are still making decisions based on the recommendations done by AI. 👉 HR should have strong business acumen knowledge. For developing your business acumen competence, never eat lunch alone.  Find different people, non-HR people, in your organisation, and invite them to have lunch with you in the cafeteria to talk about "What's your job as a developer; what do you really do; what's the best thing about your job, the hardest thing about your job?"  Pick their brains on how they think the job is evolving.  And then honestly, for some HR professionals, how they've gained the business acumen is actually rotating into a business job and then coming back to HR.  💡 All HR professionals, regardless of what domain you're in, if you're a generalist or in any of the functional domains, you do have to learn the basics about AI. is going to transform all of our jobs, and so we can talk more about that.  But it means then that this isn't going to be necessarily a tops-down, big-bang, digital transformation.  It's more grounds-up, how can I use AI to help my process, my programme, my policy; what digital agent would help free up me from these this administrative tasks? 💡 Thus, good material to read or listen!

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Poor work/life balance, lack of flexibility, and non-inclusive behaviors are some of the factors affecting women at work. When employers address these challenges, their employees often plan to stay longer and have higher levels of motivation and productivity. Download the Women @ Work Report 2024: A Global Outlook to learn more https://deloi.tt/3UjTcOO #WomenAtWork24 #MentalHealth #WomensHealth

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🔍 𝗥𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝗔𝗜 𝘁𝗼 𝗠𝗲𝗲𝘁 𝘁𝗵𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗛𝗮𝗻𝗱𝗯𝗼𝗼𝗸? 🌟 I’m excited to share an insightful article written by my co-worker, Mindy H., titled “AI Meets The Employee Handbook: How to Re-Think Compliance to Match Your Employer Brand.” This piece dives deep into the evolution of the employee handbook and how AI can transform it from a static document into a living, breathing resource that truly supports employees. 🤖📄 Special shoutout to Kevin M. Duddlesten, Principal at Duddlesten Law Group, PPLC, who provided commentary from an employment lawyer's perspective. 🏛️👏 Here are some key takeaways... 1️⃣ Personalized Assistance Imagine having a handbook that tailors its content to your role, location, and specific needs. No more sifting through irrelevant information! 🌍🔎 2️⃣ Interactive Dialogue Instead of a one-way street, an AI-powered handbook can engage in real-time conversations, providing guidance and support just when you need it. 💬🗨️ 3️⃣ Continuous Improvement AI can gather feedback and insights, making sure that the handbook evolves with the organization and remains a relevant, trusted resource. 🔄📈 4️⃣ Real-Time Compliance With laws constantly changing, AI makes sure your handbook is always up-to-date, reducing the risk of non-compliance. 🗂️⚖️ However, with great power comes great responsibility. It’s crucial to implement guardrails to prevent misinformation and make sure AI-generated responses are legally compliant. Partnering with AI solution providers who emphasize "human in the loop" verification is key to building a trustworthy system. 🔐👨‍⚖️ Mindy's article provides valuable insights for anyone interested in the future of workplace compliance and employee engagement. It’s time to re-think how we use technology to support our teams and foster a culture that aligns with our core values. 🌠 👉 Are you ready for AI to meet the employee handbook? Let’s discuss in the comments. 🔗 Read the full article by Mindy Honcoop here: https://lnkd.in/gxUqPH2n --- #AI #HR #EmployeeHandbook #WorkplaceCulture #Compliance #FutureOfWork #HRTech #EmployeEngagement

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How can #TalentAcquisition and #HR leaders ensure their #DEI strategy focuses on the right things and that #Diversity goals are being met? https://lnkd.in/dy7AQw7a #Talent

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Systemic HR has arrived, and with it a significant shift in the role of the HR business partner (HRBP). With close to 30 years of history, this role is one of the most vital in HR organizations. However, many struggle to leverage it effectively. Drawing insights from our Systemic HR study, the global HR capability project, and the voice of the HRBP in the Josh Bersin Academy, we have pinpointed three key success factors for reinventing HRBPs into data-driven business consultants: 🔹 Redefining roles and responsibilities to strengthen relationships within and outside HR 🔹 Developing the necessary HRBP capabilities 🔹 Revamping HRBP org structures and operating models I'm thrilled to launch our comprehensive 17-page report, co-authored by Josh Bersin and me, offering actionable insights on how to progress in these areas. The report delves into real-world examples from companies like LEGO, Mastercard, and TomTom. It's time to embrace this evolution and unlock the full potential of the HRBP role. What do you think? If you are an HRBP, do you feel the importance of your role in the organization? HR leaders, what's your take on what works to create more impact with HRBPs? #HR #SystemicHR #HRBusinessPartner #DataDriven

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Happy or engaged? What are you fighting for as an HR professional? This is video from the #WyzwaniaHR Conference organized in September 2023 by Pracuj.pl where I was speaking about building the engagement of HR people. #humanresources #HR #hrbusinesspartner

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What's the reality of HR Business Partner life in L&D BP context?   #HRBP #L&D #worklifebalance Hey HRBP community! Let's talk about the reality of HRBP life, especially within an L&D BP context. 🤔 So, what's it really like behind the scenes? Here are some points to consider: - Constant juggling act between managing employee relations, training programs, and strategic planning - Balancing the needs of employees with the objectives of the organization - Serving... Source: https://lnkd.in/gZST8R_b #mymetric360

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Is distinctiveness of EVP always doable? 🤔 Universum's proven framework of developing a strong EVP lays out a 2-step plan for a compelling Employer Value Proposition and sets the direction of the Employer Brand. It looks absolutely sharp and useful, especially when you start working on EVP crafting, focusing on a core of three categories of insights: Organizational, Employee, and Talent. You can download the free template here: https://lnkd.in/e2_cZyzY While the framework demonstrates the importance of distinquity and uniqueness of EVPs, I wonder whether distinctiveness is always achievable. In reality, many EVPs may not be peculiar or unique. Especially when employers are in one sector focusing on close or the same target groups. I believe aligning the EVP with your talent's real needs and insights is the key to effectiveness. An EVP that resonates with what talent truly values can still be strategic and attractive, ultimately supporting the business in meaningful ways. Can you agree?

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❓ Is the role of leader still attractive? Or are expert roles gaining popularity? ❓ In today's rapidly changing world, we are observing a growing trend of leaders stepping down from their positions. In recent months, during #DevelopmentSessions and #Recruitment interviews, I often hear statements like 📣 "I no longer want to be a leader" or 📣 "I feel burned out as a leader!" This phenomenon raises many questions and prompts reflection on the challenges facing modern leaders. 💡 So why do leaders no longer want to be leaders? Here are a few reasons frequently mentioned by leaders: 🎯 High Expectations and Pressure: Modern leaders must deal with enormous pressure from both the organization and their teams. They are expected not only to deliver excellent financial results but also to focus on employee development, maintain an inspiring attitude and engage in numerous initiatives and innovations. Constantly meeting these demands can lead to burnout and the decision to step down. 🎯 Lack of Work-Life Balance: In an era where work-life balance is increasingly valued, many leaders choose to resign to focus more on their private lives, pursue personal dreams or engage in hobbies. 🎯 Changing Work Environment: Globalization, digitalization and the growing role of remote work are rendering traditional management models obsolete. In light of these changes, many leaders may feel overwhelmed and uncertain. 🎯 Burnout: Leading teams involves constant responsibility and high exposure, which can lead to professional burnout. After years of intense work and stress, many leaders decide to step down to take care of their mental and physical health. 🎯 New Generations of Employees: Younger generations bring new approaches to work and expectations of leaders. This requires leaders to be flexible, adaptable and willing to change their management style. For some leaders, these challenges are too difficult to overcome, leading to their resignation. Given these challenges, how can we create an environment that encourages #LeadershipDevelopment? 🤔 What tools are available in your organizations to support leaders in dealing with these challenges? 🤔 #Leadership #Burnout #Development #YourTrustedPeopleAdvisor #ExecutiveSearch HCC Executive

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Without mentally healthy people, your business will not thrive. This week is European Mental Health Week. Run by Mental Health Europe, this initiative aims to raise awareness about the importance of mental health and bring about positive change. 💡 It's also a great moment to reflect on the vital role that mental health plays in our workplaces. A good mental health foundation isn't just beneficial for individual employees; it's also a cornerstone for organizational success and a prerequisite for employee engagement. 👟One of the things I really appreciate is that Pedab Finland Oy supports exercise, which is the single most important thing for my mental wellbeing. There's nothing like starting the work day in the gym - after that I can tackle all challenges with energy and positivity. 👉 What is the number one thing that you do - or that your workplace is doing - to help strengthen a good mental health? #mentalhealth #wellbeingatwork #employeeengagement #HR

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