Dawn Kessler

Super interesting data! My takeaway is that focusing more on accountability in real time is the best way to change culture and behavior.

2

1 Comment

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

5

7 Comments

Good article on how to drive the talent agenda in your organisation.

20

1 Comment

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

50

7 Comments

Sharing for visibility. As an HR professional, we need to hold ourselves to high standards. We should not string people along intentionally. We should let them know when situations are fluid and keep them informed when situations change. We deal with humans so be kind.

5

In a way I find this a provocative article, certainly thought-provoking, from Patty McCord on Harvard Business Review. Unlocking the secrets to making great hires! Patty shares invaluable insights on hiring practices that challenge conventional wisdom. How to find the right talent? How to engage managers effectively, and set compensation that aligns with future success? Another interesting fact is that the research was conducted a while ago... let's say before the AI "boom" we see today! A great read in my opinion for all leaders looking to build high-performing teams. https://lnkd.in/dHw9Y9Eb #Hiring #TalentAcquisition #Leadership #CareerDevelopment #HighPerformingTeams Dave Ulrich Joe Grochowski Paolo Gallo Josh Bersin Marc Effron Matt Burns Marco Paracciani Roberto Farina Marta Ambroziak Anna Pogonowska (Burzynska) Elia Congiu Anna Rossetti Keely Straw Drew Larcombe Matteo Stefano Ercole Thorsten Eger (PhD) Namita Pandey Terence Mauri Zora Lazarov Claire Rutherford Jenny Bach Yasmina Mallem Aga Sieradzka - Experience Belonging Jenn Fenwick Bo Vialle-Derksen Shiladitya Chatterjee Sharon Akerele Alessandro Magrini Sanja Centineo Falguni Shah Daria Holm Merve Oklap Prabhjit Kaur Chana Jaroslaw Fotyga, Chartered FCIPD Erik Johnson Kate Gaston Justyna Szumińska Agnieszka Adamska

47

20 Comments

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

80

6 Comments

As I reflect on my career journey, I am often asked why I chose to work in Human Resources. For me, the answer is simple: I am passionate about people. I believe that every individual has the potential to make a meaningful impact in an organization, and I want to be a part of helping them unlock that potential. I have the opportunity to work closely with employees at all levels of the organization, from entry-level to senior leadership. I enjoy learning about their unique experiences, skills, and perspectives, and finding ways to support their growth and development. Whether it's through recruitment, training, or employee engagement initiatives, my goal is always to create an environment where people feel valued, supported, and empowered to succeed. Of course, HR is not without its challenges. There are days when I have to navigate complex employee relations issues, or make difficult decisions that affect the livelihoods of others. But even in those moments, I am reminded of why I chose this profession in the first place: TO MAKE A POSITIVE DIFFERENCE IN THE LIVES OF OTHERS. I would like to offer this advice to those considering a career in HR: be prepared to SERVE! Be prepared to work hard, be empathetic, and always keep the needs of others at the forefront of your mind. It's a rewarding and challenging profession, but one that has the potential to bring immense fulfillment and joy! #HRHeroes #Letsmakeadifference

106

6 Comments

Are you looking to increase #representation in your org? Do you have 9 minutes and looking for some guidance on how to #source #diversetalent? Then I'd highly recommend checking out the video below. Shout out to Jim Stroud and Michael Sunderland - SHRM-SCP, SPHR for this breakdown! #TalentSourcing #Recruiting #TalentAcquisition #DiversityEquityInclusion https://lnkd.in/daraiKBg

23

3 Comments

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

5

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

2

Facilitating collaboration is tough, especially in remote settings. This HBR podcast episode shares key strategies: Understand team members as individuals; Elevate onboarding beyond admin tasks; and Prioritize regular check-ins and discussions. Below is a link to the full HBR on Leadership episode for anyone interested in learning more!

3

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

422

14 Comments

Sponsors, your recruitment reporting metrics may have a fatal flaw. 🚩 It doesn't matter how slick your dashboard looks or how precise the metrics within it seem. If this foundational element is broken, so too is your capacity to make good decisions based upon your data. Let's talk patient recruitment statuses—the categories you have sites use to report on their recruitment progress. For example, one common status category is "pre-screening" (more on the problem with this one later). Everything in a patient recruitment system flows from how these statuses are conceived. You want to make sure they are carefully considered. Here are some pitfalls to watch out for, and why they matter: 𝐓𝐨𝐨 𝐟𝐞𝐰 𝐜𝐚𝐭𝐞𝐠𝐨𝐫𝐢𝐞𝐬 If you have too few categories, you are going to have poor visibility into recruitment progress. For example, if the only status you have prior to inclusion or exclusion of a patient is "consent," you won't have data on what happened prior. No bueno. 𝐓𝐨𝐨 𝐦𝐚𝐧𝐲 𝐜𝐚𝐭𝐞𝐠𝐨𝐫𝐢𝐞𝐬 If you have too many categories, you overwhelm sites with choices and blur the line between each choice. It becomes too cognitively taxing for sites to choose. You will get variation in the status choices they make, and they are less likely to want to make them. Annoying for them, bad data for you. 𝐂𝐨𝐧𝐜𝐞𝐩𝐭𝐮𝐚𝐥𝐥𝐲 𝐯𝐚𝐠𝐮𝐞 If your statuses are conceptually loosey-goosey, guess what that means for your data? Wishy-washiness in an objectivity trench coat. Your statuses should minimize variability of individual interpretation, for both sites and your team. They need to be conceptually precise and distinct. I'm looking at you, pre-screening. 👀 Ask 10 sites how they define pre-screening and let me know what they say. (Providing sites with long convoluted status definitions to shore up conceptual shortcomings will not fix this problem.) 𝐏𝐨𝐨𝐫𝐥𝐲 𝐧𝐚𝐦𝐞𝐝 This one is the counterpart of conceptually vague and has all the same issues. Words matter. Choose them wisely. Overall, you want to have a set of categories that are as distinct, precise, clear, and informative as possible. Even better, consistently use them across studies. That's when you get real learning and continuous improvement. I know this last bit is easier said than done at many sponsors though. Lastly, please note that I went this entire post about categories without inserting a single cat pun. Please clap. How do you think about patient recruitment statuses? What challenges have you run into? Share your thoughts below. 👇

16

6 Comments

Interesting! The Coordination Tax: Navigating through the daily work routine, deciphering who's on Zoom, walking in from the hallway, or messaging from different time zones, all while simultaneously prioritizing emails and messages effectively. #HumanResources #EmployeeExperience #Remotework

2

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 .

27

1 Comment

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

18

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.

11

1 Comment