Amie Krause

Do you have a learning and development (L&D) program? Recent research from LinkedIn has found that L&D is key to employee retention. That comes as no surprise to me, as everyone benefits when we do our jobs better! Although it's difficult to convince employees to take the time to learn, the benefits are well worth it. Find creative ways to inspire your team to learn and you'll likely see an increase in retention and notable company growth. #Recruitment #Retention #L&D

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Great #leadership is not the answer for every mental health need, but it certainly plays a pivotal role. As we observe Mental Health Awareness Month here in the U.S., a common theme I see is how leaders feel unprepared to properly support their employees who are struggling with their mental health. – “What is the right thing to say?“ – “What shouldn’t I say?” – “What can I actually do?” At Thermo Fisher Scientific, we recently began introducing what we call Inclusive Leadership Behaviors with leaders across the company. While these behaviors are not designed to support mental health needs specifically, they help us foster an inclusive environment for all colleagues. Research shows when employees feel like they belong at their employer – when they feel included – they are more likely to be transparent about their health needs and seek help when needed. Further, when leaders speak on topics such as mental health and highlight available programs or resources, it effectively gives “permission” for employees to use programs they otherwise would have ignored. As leaders, we do not need to have the magic answer because one does not exist – but we do have the opportunity to lead more inclusively. At Thermo Fisher, that means: + Be humble – take a modest view of your own importance and perspectives, be self-aware and seek to understand how your behaviors impact others. + Be generous and kind – remain approachable to all colleagues, assume others are trying their best and give grace. + Be curious – never stop learning, be open minded, and comfortable stepping outside your comfort zone. + Be authentic and transparent – create an environment where colleagues feel safe to be themselves; be genuine and be sincere. Although a U.S. observance, the need to shine a light on mental health and continue to reduce the stigma remains on the global scale. How are you taking steps to improve awareness of this essential piece of our wellbeing? #mentalhealthawareness #inclusion #inclusiveleadership

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"A lot of talent ideas are based on science, but some people don’t accept it." "We need to learn how to turn what we know into what we do in a much more disciplined way." These quotes from Dave Ulrich are from the latest Future of HR Podcast episode, featuring HR thought leaders Bob Eichinger and Allan Church, Ph.D. They express their frustration with leaders in our field who ignore decades of scientific research on creating value. This insightful episode also covers the following topics and, from my POV, is a must-listen for any HR professional, talent practitioner, or business leader: - What does the research say about developing leaders? - Why is there a “knowing-doing” gap in implementing talent management practices? - Why skills-based organizations are an incomplete method of talent management. - How to think about and define leadership potential. - Why HR leaders need to ask what kind of leadership is needed for future success. - The reasons organizations struggle to develop a strong leadership bench. - How talent management professionals can elevate their impact. Thank you, JP Elliott, PhD, for bringing these experts together for such an insightful discussion! https://lnkd.in/eGeb6Drs #LeadershipDevelopment #TalentManagement #HR #LeadershipPotential

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My daughter graduates from college next month, and those of us who are close to her share her pride and accomplishment in achieving this exciting goal. It’s the result of a great deal of determination in the face of obstacles no less daunting than a global pandemic, and it has renewed my belief in the power of milestones. I believe milestones are critically important in charting the progress of our lives and engendering gratitude. I’m sure thoughts in this vein also have something to do with the first total solar eclipse in North America in about 50 years. If you missed it, you’ll need to wait decades for another. While the huge, lifechanging milestones and events are important to celebrate, the small ones matter too. I recalled a Harvard Business Review piece some years back that spoke to “The Power of Small Wins.” Minor victories drive the personal narratives we all create about our lives and who we are, and how we view the work that we do: “Of all the things that can boost emotions, motivation, and perceptions, the single most important is making progress in meaningful work. The more frequently people experience that sense of progress, the more likely they are to be creatively productive in the long run. Whether we are trying to solve a major scientific mystery or simply produce a high-quality product or service, everyday progress—even a small win—can make all the difference in how we feel and perform.” For those of us who are leaders, this is another set of data that supports the power of kindness and positive reinforcement. Celebrate your small wins and those of your team. Milestones, large or small, matter, and the ripples most certainly spread further than we can know. https://lnkd.in/gNkKUhnV

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Some of my thoughts on SHRM’s recent deprioritization of the equal footing of equity and inclusion.

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This episode of the Dare to Lead podcast with Lisa Lahey started with such an accurate question "Why do we all want to transform, but we don't want to change?" She is walking us through the "immunity to change" that impedes personal and organizational transformation and it's shown not only from the academic perspective. Very insightful! #change #podcast

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Being an effective people leader requires a variety of skills, but if I had to pick the most critical, I’d pick these four: 1. Empathy - You need a high level of self-awareness and empathy in order to relate to others and view situations from their perspective. 2. Clear Communication - Great leaders understand how to clearly and concisely communicate their message to ensure understanding. 3. Flexibility - Things can change quickly, so it’s imperative that you can adapt on a dime. 4. Ability to Motivate - Teams often need to be inspired to do their best work. If you can motivate your workers to be their best, then the entire company will benefit. #Leadership #PeopleManagement #HR

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This meme has been circulating and it got me thinking… SHRM asked Jason Sudeikis to be opening speaker for annual international HR Conference held in Chicago this week and then we were all shocked he canceled last minute on the day of! But did we really want Jason? I think we actually wanted to hear Ted Lasso kick off our week. Ted Lasso is not real. Jason Sudeikis is an actor. Of course he chose a basketball game over meeting with HR. Duh. And it gave me pause to ask myself how often I set myself up for disappointment by asking and expecting the impossible and the unreal because of what I want/hope it to be. This wishful thinking is problematic as it’s not realistic. “The trouble with fiction is that it makes too much sense. Reality never makes sense.” I have employees that are a “Jason” who I keep expecting to show up as “Ted” in the workplace. This is more about me than them. BTW the beloved Today Show’s Al Roker stepped up and crushed it talking about curiosity, kindness, and civility in the workplace. #hrlife #HRislife #shrm24 #tedlassoisnotreal #makethemostofwhateverhappens #workwithehatyouhave #notwithwhatyouwishyouhad #planbsometimesstandsforbetter #HRpivot #HRresiliency #friendlywithallfriendswithnone #jasonflaked #alsteppedup #notsurprised #realcharacterforthewin

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Great advice, alongside asking your team, individually “how will I know if you are struggling?”

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As a woman over 55 navigating today's dynamic workplace, I've come to appreciate the unique perspective and value that experience brings to the table. Over the years, I've learned that fitting in isn't just about blending in, it's about confidently showcasing what makes you uniquely qualified and leveraging your wisdom to drive positive change. While you didn't ask, here is my secret sauce. I embrace continuous learning. I stay curious and proactive about learning new skills and technologies. I think when people look past my date of birth, they see someone who is able to demonstrate adaptability and share a growth mindset. This is crucial at any age in any evolving industry. I believe in mentorship and networking. I have built strong relationships with colleagues of all ages. Mentorship isn't just about imparting knowledge; it's also about learning from others and staying connected to diverse perspectives. This is not to say that everyone likes me. People like different things. I share/highlight my unique strengths. My experiences are my superpower. Never hesitate to showcase how your background and insights can solve complex challenges. I stay tech-savvy. While experience is invaluable, staying current with technology trends shows you're invested in staying relevant. I believe in finding your voice and having confidence in it. Your voice matters. Speak up if you have something to contribute in meetings, share your ideas, and advocate for initiatives you believe in. Your confidence will inspire others to value your perspective. Navigating the modern workplace as an experienced woman isn't about fitting into a mold, it's about embracing your individuality and contributing in ways that only you can. Let's continue to empower each other and celebrate the richness of our collective experiences. Thoughts? What's your secret sauce?

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Did you or your organization take a moment to celebrate your HR practitioners? If not, now is a great time to recognize the critical role HR plays in your team’s success. In today’s fast-paced business environment, overlooking the importance of HR could mean missing out on invaluable support and expertise. Consider these scenarios: -Onboarding New Leaders: When you bring a new executive leader on board, HR is there to ensure a smooth transition and effective integration into the company culture. -Conflict Resolution: When an employee faces conflict with their manager, HR provides the necessary tools and mediation to resolve issues and maintain a positive work environment. -Talent Acquisition: Struggling to find the right talent? HR partners with you to develop strategic workforce planning and innovative recruitment solutions. The list goes on, but the message is clear: HR is essential to your organization’s health and growth. Let’s celebrate and appreciate our HR partners not just today, but every day. They are the backbone that supports and drives our success. #InternationalHRDay #HRExcellence #TeamSuccess #CelebrateHR #opentowork #HR #DEI #careers

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Today's workforce is looking for more than just monetary benefits; they're wanting a positive company culture that makes them want to go to work on Monday morning. I've found that the best ways to improve your culture is by: -establishing purpose -ensuring open communication -creating psychological safety -rewarding excellence -encouraging mentoring -providing learning and development opportunities #CompanyCulture #HR #WorkplaceCulture

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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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As the scorching heat of the summer sun brings about the "dog days" of the season, it's hard not to draw comparisons to executive leadership. Just like the heat of summer, executive leaders face their fair share of seasonal challenges, and they also possess the qualities to navigate through them and thrive. First and foremost, seasoned executive leaders are resilient. They understand that leading a team or an organization is not always a smooth journey. Just as the sun relentlessly beats down during the peak of summer, leaders face obstacles and setbacks that test their resilience. However, they remain steadfast, adapting to changing circumstances and finding innovative solutions to overcome challenges. Secondly, exceptional leaders exude a sense of calm and composure. Despite the intense heat and pressure, they maintain a cool demeanor and make informed and calculated decisions. Just as the scorching sun can be oppressive, leaders often find themselves in high-pressure situations that require them to stay calm and collected. This ability to remain composed inspires confidence in their teams and enables them to make sound judgments even in the face of adversity. Furthermore, outstanding leaders bring a sense of energy, passion and motivation to their work. Just as the summer season is often associated with vibrancy and growth, leaders also inject enthusiasm and drive into their teams to reassess where they are at mid-year, to recommit to the milestones ahead and focus on execution excellence. They inspire others to be resilient, tap into their own personal sense of why, push beyond their limits, and foster a culture of accountability, achievement and celebration. Lastly, highly successful leaders possess a clear vision for the future and are adept at communicating it and inspiring the people they lead to achieve it. Just as the summer season is a time of growth and abundance, leaders have a clear vision of where they want their team or organization to be. They set ambitious goals and chart a path towards success, guiding their team through the heat of challenges and towards a brighter future. In conclusion, the dog days of summer serve as a fitting metaphor for executive leadership. Just as the season brings both challenges and opportunities, exceptional leaders exhibit resilience, composure, energy, and vision. They navigate the heat of obstacles with determination and inspire others to thrive. So, let us draw inspiration from these sweltering days of summer and embrace the qualities of executive leadership that we each possess, to inspire those we lead, to collectively achieve an abundance of success.

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Human Centered Leadership In Action: Encouraging Career Exploration For Development At MedStar Health, we strive to develop Human Centered Leaders who are authentic, empathetic, and adaptable. This week we’ll focus on one action aligned with being an authentic leader – helping your direct report be authentic to themselves by exploring the knowledge, skills, experiences of the job they want, not necessarily the job they have today. As busy leaders, our default for employee development is often what work can we assign next to develop a person’s skills. And yet, when we think about someone’s career journey, coaching associates to connect with people who have the jobs they want in the next two to five years, can be the key to empowering them to think bigger and own their development. Encouraging them to think outside of your function, or the next expected step in their career, can help them better articulate their interests, aspirations, and goals to you, so that you can be the best partner on that journey. Encourage your associates to schedule a 20-to-30-minute informational interview with someone who is in a job they’d like to explore, and then follow up with them to see how it went.  (Here is a list of informational interview questions from the University of Buffalo School of Management to get your associates started: https://lnkd.in/eyP6hcZT). Checking in after the conversation is important because they may be more, or less, attracted to the reality of the job after they’ve learned more. Knowing the outcome of that conversation allows you to partner with them in their development. Here are a few questions to support you with the follow up conversation: ·   Was the job what you thought it was going to be? Why or why not? ·  What one or two skills (or experiences) was critical to their success? ·   When you think about your current role, what are one or two skills to cultivate now that would position you for that role in the future?  ·   Longer term, what are some experiences that I could be looking out for to help you develop? Career conversations help associates tune into their authentic self, develop confidence, and build a plan for their development. To learn how to have a great career conversation with your associates, watch this ten-minute video from Helen Bryant: https://lnkd.in/eMSU6yt6. #MedStarHealth #LeadershipDevelopment #CareerConversations #Leadership #EmployeeDevelopment

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A recent survey found that 62% of employers say their company offers internal advancement opportunities, while only 36% of workers agree. The reality is today's employees are seeking career growth opportunities, and if they're not getting them they're going to look elsewhere. Many view employers' hiring practices as mostly to blame. Company leaders need to recognize that providing career development opportunities can increase productivity, satisfaction, and boost the bottom line, and consider hiring in-house before taking outside applicants. #Leadership #CareerGrowth #EmployeeDevelopment

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Is AI changing how you work? I'm using it daily and learning more every day! "...there's a lot of work in change management and culture change...". HR plays a key role in leveraging new technologies and leading the organization through the culture changes. Trust and transparency are foundational principles for leaders and organizations ready to unlock AI’s potential. Listen to this episode of The Future Is... podcast to hear more from Nicole Dezen of @Microsoft on how leaders can think about approaching what's next in AI: https://hwll.co/u9w88j47 .

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In a post-pandemic world, businesses face the dual challenge of managing rising labor costs and meeting shifting employee expectations. One solution gaining traction is fractional leadership, which offers experienced executives on a flexible, part-time basis. This model isn't new, but its relevance has skyrocketed in today's dynamic market. Key takeaways from this insightful article: Fractional leadership provides strategic insights and budget flexibility. It transforms leadership into a variable cost, aligning with actual needs. Beyond cost savings, it reduces turnover and adds executive-level flexibility. For example, a fractional CHRO can help streamline HR functions, enhance employee engagement, and ensure compliance, allowing CEOs to focus on company goals. Is your organization ready to embrace fractional leadership to navigate rising labor costs and drive strategic growth? Dive into the article to learn more about this innovative leadership model and how it can benefit your business. Feel free to contact me with questions! #Leadership #HR #FractionalLeadership #TalentManagement #BusinessGrowth

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Check out actionable steps employers can take to mitigate the impact of cancer on their organization. By fostering a culture of proactive health management, businesses can contribute to the well-being of their employees and their bottom line.

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