Georgeann Couchara

HR Friends: Navigate Change with Confidence and Industry-Leading Tools - Download our free report on AI-powered outplacement and help your departing employees land faster: https://hubs.li/Q02twRNY0 While traditional support remains vital, a powerful force is reshaping the outplacement landscape: Artificial Intelligence (AI). It is imperative for those in transition to have the best tools possible to highlight their match, communicate their unique strengths, and prepare for interviews in a way they can spotlight their relevance and fit. This is where AI amplifies the effectiveness of outplacement, as a game-changing tool to empower clients to accentuate and communicate their unique fit. Download the Report: https://hubs.li/Q02twRNY0 #HRtips #workforcemanagement #futureofwork #outplacement #careertransition #AIinsights #leadershiphr #workforceplanning #innovation #AI

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Yesterday, AbbVie kicked off our annual, award-winning, Learn.Develop.Perform. (LDP) week. With more than 25 global webinars featuring senior leaders and external learning experts, LDP is one of AbbVie’s most powerful resources to ignite personal and professional growth. And it doesn’t stop at one-week, year-round LDP opportunities drive the ongoing development of our employees, ensuring they have the tools to turn vision into reality. Being a Fortune 100 #BestCompanies to Work For means constantly asking what the best companies do, which includes providing employees opportunities to grow in their roles, find #purpose in their careers, build the skills that deliver our #culture, and understand how they impact their organization. These are no longer aspirations for employees and potential talent, they are expectations. Ones we live out every day at AbbVie. #AbbVieLife 

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Prioritizing mental wellness is essential for achieving peak performance. Here are 6 things to keep in mind to improve your mental game. https://krnfy.bz/3UQQouH #MentalHealthAwarenessMonth #mentalhealth #kornferry

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The data is compelling, you’re at a greater risk of losing your highly-talented women and minority leaders than you realize. Find out what’s driving diverse talent out the door and how you can intervene – before it’s too late. https://bit.ly/dei_gdd     #Trust #WomenLeaders #RetentionStrategies   

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Maverick Mark's Invaluable Career Empowerment Insight #3 At the end of the day, in an employment screening process, the potential employer is seeking to determine two bottom-line variables: -1- Why YOU for THEM? Create and convey your customized compelling case for the particular employment opportunity. -2- Why perhaps NOT YOU for THEM? Anticipate concerns the potential employer may have with your background and credentials compared to the specific employment opportunity. Interview preparation is paramount to excelling in the crucial employment screening process and taking part in a proven mock interview process with debriefs provides an invaluable competitive advantage.

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Dear Friends - Time is running out and I need your help!! I've launched this survey for the past 7 years and I compile the results to present at the Annual SHRM conference, which is next month in Chicago. We're closing this survey on May 31 to prepare for the conference. Every voice counts! Please take 5 minutes to complete this survey asking for your thoughts about the critical functions #HR needs to focus on in 2024. Then, share it with your HR and leader friends. Every survey counts! Thanks in advance. :-) (And if you're going to the #SHRM24 conference, come to my session to see the results first!)

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Our latest Talent Climate report with The Josh Bersin Company reveals that despite the proven benefits of strategic workforce planning, organizations are failing to fully capitalize on the transformative potential it offers. The main findings, drawn from a global survey of talent and HR executives include: - skill shortages remain the top issue for TA leaders (60%) - 58% are under tremendous pressure to improve the efficiency of their recruiting processes - only 32% of TA leader respondents feel they serve as a truly strategic partner to their organization - 45%, were told to prioritize cost reduction over strategic talent advisory - 42% disclosed that their company does not have a workforce plan Stay ahead of the talent forecast, download our ‘Talent Acquisition at a Crossroads’ report. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology

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Our latest Talent Climate report with The Josh Bersin Company reveals that despite the proven benefits of strategic workforce planning, organizations are failing to fully capitalize on the transformative potential it offers. The main findings, drawn from a global survey of talent and HR executives include: - skill shortages remain the top issue for TA leaders (60%) - 58% are under tremendous pressure to improve the efficiency of their recruiting processes - only 32% of TA leader respondents feel they serve as a truly strategic partner to their organization - 45%, were told to prioritize cost reduction over strategic talent advisory - 42% disclosed that their company does not have a workforce plan Stay ahead of the talent forecast, download our ‘Talent Acquisition at a Crossroads’ report. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology

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Instead of focusing on the many challenges facing today's HR teams, Josh Bersin suggests leaders use this as an opportunity to reimagine their careers and the industry as a whole. It's imperative to recognize that we're still facing an extremely tight labor market, which means HR leaders need to rethink how they attract and retain their workforce. In addition, there are currently too many HR roles, which have caused numerous small-scale silos. And of course, the conversation has long been circulating around the potential of AI and how it can transform the HR world for good.   #HR #HRLeadership #FutureOfHR

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Your HR friends, JoLynn Haresign, SHRM-CP and I, always enjoy hosting our monthly webcast. This month, we discuss the important topic of navigating workplace harassment. We'll also share key takeaways from recent conferences, highlight upcoming events, and discuss the latest EEOC and Supreme Court updates. Check it out!

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HR Friends: Navigate Change with Confidence and Industry-Leading Tools - Download our free report on AI-powered outplacement and help your departing employees land faster: https://hubs.li/Q02twRNY0 While traditional support remains vital, a powerful force is reshaping the outplacement landscape: Artificial Intelligence (AI). It is imperative for those in transition to have the best tools possible to highlight their match, communicate their unique strengths, and prepare for interviews in a way they can spotlight their relevance and fit. This is where AI amplifies the effectiveness of outplacement, as a game-changing tool to empower clients to accentuate and communicate their unique fit. Download the Report: https://hubs.li/Q02twRNY0 #HRtips #workforcemanagement #futureofwork #outplacement #careertransition #AIinsights #leadershiphr #workforceplanning #innovation #AI

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Don't overlook the potential of your mid-level leaders. Join our webinar, "The Forgotten Middle: How to Grow Mid-level Leaders in an Overstretched World," to discover effective strategies for developing this critical talent pool. Greg Leskew, SVP of Leadership Development, will share insights on: ◾The challenges faced by mid-level leaders in today's business environment ◾Critical competencies to develop in your mid-level leaders ◾Best practices for structuring engaging learning programs We'll also hear from Kellie Stevens Perry, Learning & Development Manager at Emera Inc, about their successful approach to developing mid-level talent. Invest in your organization's future by empowering your mid-level leaders! Register now: https://lnkd.in/gT7uUeA4 #LeadershipDevelopment #MidLevelLeaders #TalentGrowth #FutureLeaders

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“Benefits are [employees’] entire relationship with an organization. It’s everything,” states Jennifer Mercer in this Fortune article about the top worries for today’s HR and risk leaders. At Graham Company, we couldn’t agree more. The reality is that a tailored and relevant benefits plan is essential for retaining and attracting talent. A quick but insightful read, the article addresses other concerns that are impacting the HR industry and the #futureofwork such as ineffective leadership and improper rewards decision making. #FutureOfWork #Talent

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Our latest Talent Climate report with The Josh Bersin Company reveals that despite the proven benefits of strategic workforce planning, organizations are failing to fully capitalize on the transformative potential it offers. The main findings, drawn on a global survey of executives include: - skill shortages remain the top issue for TA leaders (60%) - 58% are under tremendous pressure to improve the efficiency of their recruiting processes - only 32% of TA leader respondents feel they serve as a truly strategic partner to their organization - 45%, were told to prioritize cost reduction over strategic talent advisory - 42% disclosed that their company does not have a workforce plan Stay ahead of the talent forecast, download our ‘Talent Acquisition at a Crossroads’ report. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology

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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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Failing to streamline your HR tech stack can lead to elevated costs and wasted spending. Strategic consolidation is key to cost savings, efficiency gains, and tool reduction. However, when implementing, it's critical to retain major aspects of learning, performance management, and skills development. In sum, smart L&D consolidation is about "combining all the key aspects of employee development, from learning and performance to the analytics and data that tie them all together, within a single, purpose-built platform." #HRTech #TechStack #EffectiveOperations

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The importance of setting first-time leaders up for success with foundational leadership skills is hard to argue with. What are the seven skills that all leaders need? Find out in the latest blog post from DDI | Development Dimensions International. #LeadershipDevelopment #FutureOfWork #HRInsights

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Happy Friday and for those of you in the US happy unofficial start to summer! Loni J. Sabo (HR leader extraordinary) recommended Marc Effron, a thought leader in HR and President of Talent Strategy Group, for me to read and follow and it was a great recommendation! He provides honest, helpful, meaningful and a little skeptical ideas on HR and Leadership(good research too)! I am sure I will be sharing more of his articles in the future. This week I am sharing his 2024 HR global census and it is an interesting read. The long and short of the survey is that the HR team is engaged and willing to go the extra mile, but struggle as "they rate their ability to influence and their business knowledge as their two worst capabilities. They have many HR experiences but not enough in the areas most critical to organizations’ future success, according to their self-assessments." Key findings: 1. People Before Business: HR teams in the balance between employees and business lean towards the employee. The believe by business is HR is not keenly interested in the business is borne out by this survey 2. Re-balancing work and life as HR dials back, but varies by role and geography. The stress level of HR since 2019 has declined. Interestingly since 2019 the willingness to sacrifice significantly in other areas of my life has dropped 8%, but those who are 100% in office are 10% more likely to sacrifice than those who are virtual (will this change reverse if and when the economic tide turns or when we settle into the new normal? How might this trend affect career growth?) 3. HR is pretty engaged, but not surprisingly by role, geo, gender and level it varies. 4. The survey asked HR to name their strengths and weaknesses in terms of experience and capability. HR did well in traditional areas such as talent management, HR strategy, and talent acquisition, but weak in Talent Analytics, DEI, workforce planning, knowing the business deeply and while they do build strong relationships lack the ability to influence (these are self-ratings) 5. Tempered Ambitions with only 4 in 10 HR leaders wanting to be CHRO and only 3% wanting to be CEO. CHRO, and no surprise here, are more profit focused and work more hours than the rest of HR. A few thoughts and I would love to hear yours: many employee surveys, leadership books and articles discuss the importance of investing in your people to retain them through learning opportunities, coaching, mentoring etc. How can HR and leaders align to make this a priority while HR shows its understanding of the business. Many of the HR areas for growth are newer to HR like DEIB, talent analytics etc. I believe with time the HR teams will grow competency in these areas. I think Gen Z has seen the great recession, pandemic and have a believe in the brand of me and value a work/life balance. I wonder as they mature will these change? What are your thoughts?

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