Coleen A. Collins

Great webinar last week sponsored by UKG and Fortune magazine that featured three CEOs of organizations ranked as “Best Companies to Work For” by Fortune. These rankings are based on the UKG Great Place to Work (GPTW) “trust index“ employee survey. The webinar also included Michael Bush, the GPTW CEO and was moderated by Alan Murray, Fortune’s CEO. Even though these are private sector CEOs, there is a lot to learn from these organizations that applies to all sectors. I was especially struck by the comments of Ed Bastian, the Delta CEO. I fly Delta a lot and I trust the airline to keep me safe and treat me well. Several years ago, I heard Bastian say that he believes his number one job as Delta’s CEO is to “take care of our people.” In my speaking about how to become a great place to work, I often quote him, and I was happy to hear him emphasize this commitment again in this webinar. Next time you board a Delta airplane, look at the fuselage and you’ll see placards proudly proclaiming that Delta has been designated as a best place to work by about a dozen separate organizations, including Great Place to Work. I’m confident that this achievement is driven by a #CEO who believes that his number one job is to take care of Delta’s #employees – all 100,000 of them. Organizations that have #leaders, including in #government, who believe their job is to take care of their people will be employers of choice that attract and retain #talent. Bastian also said that in order to compete for talent, Delta has eliminated college degree requirements for almost all jobs. They assess candidates for skills and not just paper qualifications. The comments from the GPTW CEO, Michael Bush, are also relevant to government. GPTW strives to create great places to work for all. In #publicsector organizations, which are often the most diversified employers occupationally, it is critical that all employees, including the #frontline people who deliver essential public services, feel valued and trusted. It was clear that all of the webinar participants are sincerely committed to the #wellbeing of their employees – that’s why they are best places to work. https://lnkd.in/gHim6Zjp Carol Lawrie-Ballou Beatriz Mitchell UKG Great Place To Work US Delta Air Lines Fortune Patrick Bennett Bryan Peck Lisa Juley Dr. Jarik Conrad Linda Misegadis, CPP, CPM, CCM, IPMA-CP National League of Cities PSHRA NASPE Karla Wilkins ICMA - International City/County Management Association NASPE Blair Corcoran de Castillo Andrea Velez-Greene

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The power of believing that you can improve. Carol Dweck’s research shows that we can expand our brain’s capacity to learn and solve problems. She challenges our approach to problem solving: Are you not smart enough to solve it, or have you just not solved it yet? https://lnkd.in/enBrAQEq #GrowthMindset #BelieveInYourself #Leadership #MindsetMatters

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PUBLIC SERVICE ANNOUNCEMENT This article from #nyt emphasizes the importance of due diligence when considering investing in a coaching program or any professional development. If you would like insights from a professional coach with over 20 years of experience on the key questions to ask and the essential research to conduct before committing to professional development, feel free to message me or share your thoughts in the comments. Let's work together to RAISE THE BAR OF PROFESSIONAL COACHING. #TWEC #thewellequippedcoach #professionaldevelopment #leadership #coaching #icf

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"Culture isn't just one aspect of the game; it is the game." - Lou Gerster Fact: Cost cutting and efficiency will only get you so far. I've never seen a company cost cut their way to excellence. This is exactly why I take issue with the PE industry. On the whole, its myopic focus on cost and efficiency disables companies of the very thing that makes them successful - value creation. Value is created by humans. Humans exist inside of a culture. If that culture doesn't foster creativity, innovation and human thriving, the only race the company can win is the race to the bottom. The data is abundantly clear on this, and Greg tells the story well.

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Are they trying too hard to tell you what they think you want to hear? Most hiring assessments leave you guessing. However, the Wave calls it out for you. One of the many reasons it’s SOLVE Consulting, LLC preferred work style assessment. This blog also includes five tips to reduce faking. Check it out!

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In a January 2024 study, the Chief Executive Group found that 60% of CEOs said their top priority is retaining and engaging employees. That starts with creating a culture that respects and validates their ideas, efforts and contributions every day. Creating that culture only happens when senior leaders champion and role model those behaviors! #retention #engagement #leadership #culture #rolemodel

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What happened to design thinking? It used to be all the rage (as I remember), but it seems to have died down. Agree or disagree? Has it lived up to the hype? If you're an OD practitioner or a consultant in the field, join us to discuss at our next Global OD Practitioner's community of practice meeting here: https://lnkd.in/gcZY_yFp

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Jason Doudt Quantify 360 Solutions discusess The Truth About Executive Work Hours: Debunking Common Myths Many people have misconceptions about the work hours and responsibilities of executives. In this video, we unravel the truth and debunk common myths surrounding executive work hours, salary, and workload. go to https://lnkd.in/gSs34T-2 for the full talk #ExecutivesWorkHours #ExecutiveResponsibilities #WorkloadMyths #ExecutiveSalary #TruthBehindExecutives #LeadershipInsights #CorporateCulture #CareerAdvice #CareerMyths #ProfessionalLife

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How can young women learn from their moms, leaders, and others who have gone before them to evict unnecessary guilt from their mental landscape before it becomes normalized? Check out the latest episode of the Greatness Together podcast where we dive into guilt. Listen here: https://lnkd.in/g6TKCq_9 #podcast #recognition #psychology #guilt

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As this WSJ article notes, SHRM is eliminating the E in DEI. This action is an odd step at best, considering how intertwined these concepts are. The WSJ article suggests that SHRM is "moving away from equity language to ensure no group of workers appears to get preferential treatment." But, equity is not preferential treatment or tokenism. Equity recognizes that employees' needs differ, and we all come from different starting places. For example, modifying a company's sick leave from only allowing use for employees to allowing use for care for children or elderly parents recognizes that women tend to have disproportionate childcare and eldercare responsibilities. Providing at-work upskilling courses in technology, English as a second language, business communications, and other critical areas could improve the skills of traditionally underserved populations to make them more competitive for promotion and retention. Equity ensures that relevant differences are considered so companies develop tools and cultivate an environment where all employees can thrive and succeed. Without E, the I and D are weakened. Failure to consider equity adversely impacts a company's workforce talent. My bet is that SHRM will regret this action, but time will tell. #supplychain #DEI #workforcedevelopment #georgetownscs

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The Human Capital function is undergoing an incredible transformation. We are consistently seeing (and calling out) trends as they pertain to the role of the CHRO. In fact, our end-of-year blog post focused solely on the trends expected for 2024. Now that we're halfway through the year, we are seeing these trends spotlighted by many HR resources and I'm personally thrilled to see a huge focus being placed on data-driven decision-making, AKA #HumanCapitalAnalytics. We're in the age of big data and it's imperative for HC to leverage analytics to make strategic decisions. From predicting employee turnover to identifying skill gaps, data-driven insights are empowering HR professionals to optimize workforce planning and drive organizational success. Our book, #HumanizingHumanCapital, outlines 20 different ways that HC Analytics can be measured and then used to gauge the enterprise-level impact. In other words: What impact does this have on the business? What metrics indicate success? What is the ROI of selected HR initiatives? We can help you design effective approaches to rigorously measure the human capital, financial and enterprise impact and give you insights to amplify your effectiveness as we round out the last half of 2024! Human Resource Executive article from Dawn Kawamoto

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HR is adopting AI. One of the amazing things about SHRM is the strength of our research arm to really understand what's happening with work and workers. In addition to in-depth topics, we survey about 30K workers per week. 📣 About 1 in 4 organizations are currently using AI to support HR-related activities, but the majority of those organizations began using the technology within HR during the past 12 months, according to research from SHRM. 📣 Nearly half of the surveyed HR professionals said using AI to support HR has become somewhat or much more of a priority in the last year. The survey was conducted in January 2024 among 2,366 HR respondents representing organizations of all sizes in a wide variety of industries across the U.S. 📣 The study found that AI has been adopted most readily at the largest organizations (those with 5,000 or more employees) and among the technology, finance and information industries. 📣 Among organizations that use AI, nearly 30 percent have been proactive in training and upskilling employees to work alongside AI technologies. https://lnkd.in/gKC-mxjh

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Last year, I had the privilege of sharing insights at the Montgomery, AL SHRM monthly meeting. I spoke openly about the importance of upskilling and reskilling employees for the future. The future is NOW. The future is TODAY. Here's a clip. If you'd like to schedule a meeting to discuss your upskilling and reskilling plans, grab a spot on my calendar: Schedule a Meeting

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𝗪𝗘 𝗗𝗜𝗦𝗧𝗜𝗟𝗟𝗘𝗗 𝟮𝟬 𝗬𝗘𝗔𝗥𝗦 𝗢𝗙 𝗛𝗥 𝗟𝗘𝗦𝗦𝗢𝗡𝗦 𝗢𝗡 𝗥𝗘𝗠𝗢𝗧𝗘 𝗪𝗢𝗥𝗞𝗘𝗥𝗦 𝗛𝗶𝗿𝗲 𝗳𝗼𝗿 𝗦𝗸𝗶𝗹𝗹𝘀, 𝗧𝗿𝗮𝗶𝗻 𝗳𝗼𝗿 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 Skills first, culture fit later. 𝗔𝘀𝘆𝗻𝗰𝗵𝗿𝗼𝗻𝗼𝘂𝘀 𝗪𝗼𝗿𝗸 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀 Leverage asynchronous work to hire the best talent worldwide. 𝗚𝗮𝗺𝗶𝗳𝘆 𝗪𝗼𝗿𝗸 𝘁𝗼 𝗕𝗼𝗼𝘀𝘁 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 Set goals, award points, and use leaderboards to drive productivity. 𝗔𝗜 𝗳𝗼𝗿 𝗦𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 Use AI to minimize unconscious bias in screening. 𝗢𝗳𝗳𝗲𝗿 𝗧𝗿𝗶𝗮𝗹 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀 Evaluate real skills with trial projects. 𝗩𝗶𝗱𝗲𝗼 𝗜𝗻𝘁𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝗼𝗻𝘀 Get to know candidates through video intros. 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗧𝗲𝗮𝗺 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗔𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀 Build a strong remote culture with virtual activities and celebrate small wins. 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗖𝗵𝗮𝗻𝗻𝗲𝗹𝘀 Hold weekly open Q&A sessions to build trust. 𝗗𝗲𝘁𝗮𝗶𝗹𝗲𝗱 𝗝𝗼𝗯 𝗣𝗿𝗲𝘃𝗶𝗲𝘄𝘀 Incorporate day-in-the-life videos and virtual office tours. This will boost the quality of candidates. 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗪𝗼𝗿𝗸 𝗔𝗿𝗿𝗮𝗻𝗴𝗲𝗺𝗲𝗻𝘁𝘀 Flexible hours attract diverse talent, fostering varied perspectives. #HRLessons #RemoteWork #TalentAcquisition #HiringTips #RemoteTeam #EmployeeEngagement #WorkFromHome #FlexibleWork #RecruitmentStrategy #DiversityAndInclusion #WorkplaceCulture #HRStrategy #VirtualTeams #RemoteHiring #AsynchronousWork #AIinRecruitment #Gamification #TeamBuilding #TransparentCommunication #JobPreviews

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Boards should not and can not be complacent. For any organization, It's up to the board to ask the hard questions and fight against complacency to move the company forward. This article from Liz Fedor and Twin Cities Business specifically takes a look at Boeing and the negative impacts of a complacent board. Read the article here: https://bit.ly/43J258R #TrueNorth #BattleComplacency #Boards #Boeing

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Corporate Culture Matters. Just Ask Your Board of Directors. I shared some thoughts on why it is important for boards to focus on Corporate Culture. We can no longer sit in board meetings and assume that the detrimental impact of people's behaviors is not going to affect the brand and the organization and that we as board members have a fiduciary responsibility to be aware of the organization culture. Culture is an organization asset. #Boardsandculture #corporateculture Nidhi Madhavan Reworked #SJW

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The model is broken...Fractionals, Coaches, and Consultants are destined to remain chained to their desk unless they create Stickiness. Join us for this webinar where our expert leaders will share valuable insights and strategies to help you drive Stickiness in your practice. June 6, 2024 at Noon EST to learn what others have done to create "Sticky" offerings for their clients. REGISTER- https://lnkd.in/eGKfzk4f The model is broken...Fractionals, Coaches, and Consultants are destined to remain chained to their desk unless they create Stickiness. Join us for this webinar where our expert leaders will share valuable insights and strategies to help you drive Stickiness in your practice. June 6, 2024 at Noon EST to learn what others have done to create "Sticky" offerings for their clients. REGISTER- https://lnkd.in/eGKfzk4f STICKINESS = LONGEVITY & PEACE

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The model is broken...Fractionals, Coaches, and Consultants are destined to remain chained to their desk unless they create Stickiness. Join us for this webinar where our expert leaders will share valuable insights and strategies to help you drive Stickiness in your practice. June 6, 2024 at Noon EST to learn what others have done to create "Sticky" offerings for their clients. REGISTER- https://lnkd.in/eGKfzk4f

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