Jennifer Benz

PLANNING A CONFERENCE? One of my bureau clients, Barbara Christenson with Speak Well Being, did a beautiful write up about using my program as a theme for a women's conference. If you plan conferences, you definitely want to take a look at our idea to really raise the level of your next event. Read her piece below!

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One week until the next cohort launches, four spaces left! I could tell you all about it, but I'd rather give that space to the incredible Anna Gasparian (Manager, Reporting & Analytics) to share her experience from the last cohort: ****************** I highly recommend Claire Fry’s Vocal Confidence course. Each session provided an incredible opportunity to learn from Claire’s expertise as a voice actor. Over eight weeks, she taught us strategies and techniques aimed at communicating impactfully and effectively. Breathing techniques, voice warm-ups, setting the right tone before a presentation or meeting, and aligning message content with its delivery—these are just a few areas where I gained a wealth of knowledge from Claire. During each session, I practiced what I learned, pushed myself out of my comfort zone, and received immediate, professional, and constructive feedback. I appreciated how Claire focused on helping each participant leverage our unique strengths. My favorite take away from the course is that “vocal confidence is not about sounding like someone else who’s more confident than you; it’s about having the confidence to sound like yourself." This is the best self-development course I've ever taken. ****************** If you're ready to show up, work hard, practice diligently and grow your communication skills fast (the way Anna did) then you can find more information at the link below. #VocalConfidence #LearnToLoveYourVoice #PublicSpeaking #CommunicationSkills #SpeakerTraining #Testimonial

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This insightful piece by my friend Deborah Riegel reminds me of my corporate consulting days when the most difficult audience we'd typically face was usually our super smart peers. Today I rarely assume I know more than my audience--after all, they're the expert in their company, profession, industry. The role of the expert facilitator (with a dose of intellectual humility, as Deb describes) is often the one that makes a bigger impact. https://lnkd.in/eCTakbPm #publicspeaking #communication #facilitation

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Attended an event last night hosted by Women's Health Leadership TRUST featuring Jaime Taets. I particularly resonated with the discussion on trust, a topic close to my heart since my Knowledge Management days. Jamie shared that trust is often based on circumstance. In the context of corporate America, where we sometimes hear "teams don't trust each other," this perspective is valuable. It prompts us to consider: are teams working on the right problems together? #KnowledgeManagement

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Despite some recent high profile attacks on DEI this year, most business executives say they’re still committed to DEI and are even doubling down on those programs. Around 72% of C-suite and HR leaders plan to further build and enhance their existing DEI programs within the next two years, according to a new report from Bridge Partners - Executive Search. By comparison, just 4% of business leaders plan to cut back or eliminate their programs. However, other figures from the report show that corporate leaders are more conflicted about DEI initiatives than those topline numbers let on, signaling that the fight over DEI is far from settled. For example, the share of respondents who believe DEI is more important today than it was five years ago fell from 82% in 2023 to 73% this year. And around one in four executives believe DEI programs are one sided, biased, and likely a fad that will go away. “There is this sort of dichotomy of: ‘Yes, we understand the business case. Yes, we want to continue to invest. Yes, we’re in this for the long term. But also, it’s a fad and it’s unfair,’” Tory Clarke, partner and cofounder at Bridge Partners, tells me. Read the full story here: https://lnkd.in/gKvjpicw And subscribe to the CHRO Daily newsletter (it's free!) here: https://lnkd.in/gNF4q6kv #dei #diversity #inclusion #humanresources #hr #fortunemagazine #chrodaily

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My latest op-ed with @MahletGetachew, Managing Director at @PolicyLink, delves into businesses' need to stand firm and articulate the true value of diversity, equity, and inclusion (DEI) efforts. It's clear that DEI initiatives go far beyond hiring practices—they foster healthy, thriving workforces that bolster communities and the economy. Studies show that companies committed to DEI outperformed their peers by 400% post-2008 recession. DEI efforts also lead to supplier diversity, pay equity, and skill-based hiring, benefiting the 60% of adults without a bachelor’s degree. We need more initiatives such as JP Morgan Chase’s $30 billion commitment to closing the wealth gap, which is yielding positive results. This is a call to action for business leaders to champion DEI and translate its benefits into tangible, nonpartisan messages. Now is the time to make lasting progress, ensuring shared prosperity and well-being for all. Read the full op-ed and join the conversation on reclaiming DEI for the betterment of business and society. https://lnkd.in/gzs7P2xv #DEI #Inclusion #BusinessLeadership #Equity

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Reflecting on this Mental Health Awareness month, I am reminded of small actions that can help us better care of ourselves for our overall wellbeing. #Burnout is a reality now more than ever. We saw how it could easily paralyse a workforce during COVID-19 like how the health sector was overstretched providing much-needed care and support. And each day, we see our colleagues, loved ones and ourselves, slowly slipping into oblivion as fatigue kicks in. #Fatigue is necessary as it's our body's way of communicating the need to rest and recuperate. We need to be in tune with ourselves and honour our beings by taking frequent necessary rest. It's the only way we fuel our bodies, energising ourselves to do what we do best at the workplace and in all the other roles we play in the world. It took a total burnout after resuming work from maternity leave, for me to realise I was not okay. When it dawned on me that I was irreplaceable to my family, I got the courage to speak up and step aside. And in that time of rest, I found myself again. I found joy in what I do and in the simple things in life. I was rejuvenated body, mind and soul. We need to take #rest regularly to ensure we keep showing up as our best selves every day. From sleeping enough each day to taking time to disconnect from the buzz around us and slowing down every so often. It will do us good and it will reflect in the quality of our being and work. A healthy team is a well-rested, self-aware team. #Selfcare is a key component in our mental health and overall wellbeing. Let's embrace self care fully, deliberately and often. Let's put in systems that allow us to take short and long-term breaks to rest and rejuvenate at the workplace and in our personal lives. All the facets of our lives are interconnected. To live a harmonious life, balance is key in all that we do. Remember to always be self-aware, rest often, and be true to yourself; your inner compass always knows what you need and what is good for you at any given moment in your life. There is only one of you. You are irreplaceable. You are valuable beyond measure. The world can only benefit from your gifts and talents when you are at your best. So, as you consistently master and perfect your craft, consistently be intentional about self care and personal growth and development. Only then will you give your best. I share my experience and how that decision unlocked my full potential, and led to the creation of my first business, Picture Narratives, with Stephen Nderitu, the Creative Director Photomagic Studio in Episode 5 of the Biashara Box Podcast here: https://lnkd.in/ddbyubRb #worklifebalance #selfcare #wellness #mentalhealthmatters #mentalhealthawareness

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Jonathan Garcia, the Lead of Diversity, Inclusion, and Belonging at Reddit, shared a simple yet powerful way to make your ERGs even better: 𝐖𝐨𝐫𝐤 𝐓𝐨𝐠𝐞𝐭𝐡𝐞𝐫 • Jonathan believes that ERGs shouldn't work alone. They should team up with other departments in the company to make a bigger impact. 𝐁𝐮𝐢𝐥𝐝 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬: • Encourage leaders of your ERG to meet people from other departments. • This could be as simple as grabbing coffee together or going to each other's events. 𝐒𝐡𝐚𝐫𝐞 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰: • ERGs have a deep understanding of their members' needs and experiences. • Share this knowledge with other teams so they can make better decisions. 𝐖𝐨𝐫𝐤 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫 𝐨𝐧 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬: • Partner with other teams to create programs that help everyone reach their goals. • For example, your ERG could work with the hiring team to make the process more fair for everyone. By working together and sharing ideas, ERGs can become a major force for positive change in your company. Want to learn more about building teamwork into your ERG program? Listen to the full podcast episode with Jonathan. Link is the comments ⬇️

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Great guidance from Caitlin MacGregor of Plum: "Close The Gap Between Envisioned Culture And Reality Too often, there is a gap between the culture envisioned by leadership and the reality being lived by a workforce. As such, hiring managers need to work with HR to develop a firm understanding of their organizational culture before assessing candidates during the interview process. Only once that's done can culture factor into recruiting, otherwise, hiring managers risk perpetuating falsehoods. - Caitlin MacGregor, Plum" Read more below:

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We all have work to do to minimize the stigmas often attached to mental health issues in the workplace. Here are four questions CEOs and CHROs should ask themselves about how they are addressing mental health in their organizations: https://lnkd.in/dugx_Vvn #MentalHealthAwarenessMonth

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#Neurodiversity and #ArtificialIntelligence both very hot topics today in the workplace and world. And WOW do we have an incredible episode of Pushing Forward with Alycia podcast today! We're joined by Yan Vishnepolsky a Mixed-methods User Experience (UX) Research Leader and podcast host of Human-Centered AI ⭐️ Yan, diagnosed with ADHD and on the autism spectrum, shares how these "superpowers" fuel his passion and success in AI and UX design. Yan's synergy between neurodiversity and artificial intelligence is setting the tech world ablaze. You dont want to miss this conversation! Key Moments: ✔️ Yan's Introduction to Neurodiversity: Diagnosed with ADHD and autism, Yan shares how these aspects of neurodiversity have shaped his approach to life and work, turning perceived challenges into unmatched strengths. ✔️ The AI Revolution from a Neurodiverse Perspective: Yan discusses his deep dive into AI, driven by his hyper-focused nature—a hallmark trait of his neurodivergence—and how it led to innovative breakthroughs in user experience. ✔️ Embracing Differences: Yan speaks on the importance of acknowledging and leveraging the unique abilities that come with neurodiversity, not just in personal development but in enriching the tech industry at large. ✔️ "Human-Centered AI" Unveiled: Yan takes us behind the scenes of his podcast, revealing his mission to intertwine AI advancements with a deep understanding of human needs and behaviors. "In a world striving for innovation, my #Neurodivergence is not a hurdle but my secret weapon. It's about turning 'different' into 'exceptional.'" - Yan Vishnepolsky 🙌🏼 Listen to this incredible episode where ever you listen to podcast 👇🏼 🔗 https://lnkd.in/gqad2Cck #ArtificialIntelligence #SoftwareDesign #Technology #Podcast #AI #Autism #Accessibility #DisabilityInclusion #DEI #Diversity #Workplace #BusinessIntelligence Laura Barboza Pamela Jessica Zito

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As an Interim Exec, I've seen firsthand the value that interim leadership can bring to organisations in flux. Whether "steadying the ship" or driving a turnaround, interims offer a unique perspective. In my recent positions, I've focused on guiding organisations through transitional periods, essentially hand-holding them until a new CEO is recruited. It's about providing stability during change. Turnaround roles are more complex. You're there to implement change, sometimes with specific objectives, other times starting with a comprehensive organisational diagnostic. This involves a deep dive into all aspects - governance, finance, operations - to develop priorities and action plans. An interim period offers organisations a chance to pause and reflect. It's an opportunity to reassess leadership needs and organisational structure. In my view, opting for an interim leader before permanent recruitment can be advantageous. It allows for valuable changes and improvements, ensuring the next permanent leader is the right fit for the organisation's future. #InterimLeadership #OrganisationalChange #ExecutiveTransition

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Working Parents: Check out this thought-provoking podcast episode diving deep into the intricate web of socio-political, economic factors driving the global decline in birthrates. I especially appreciate the nuanced look at how cultural expectations intersect with workplace demands, especially in the US, shaping the challenges faced by working parents striving to excel both as caregivers and employees - a tension I feel deeply as a working parent myself, and a tension I often hear from my clients struggling with. It's worth a listen. #Parenting #Workingparent #WorkLifeBalance #SocioEconomicTrends

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💡 Troubling data about employee engagement. 2024's first quarter finding is the lowest percentage engaged and ratio of engaged to actively disengaged employees since 2013, where 30% were engaged and the ratio was 1.6 engaged for every actively disengaged employee. The record-high percentage of engaged employees was recorded in 2020, at 36%. Since that peak, 9.6 million fewer workers are now engaged. The recent drops in employee engagement have been most pronounced in the following categories: Younger employees under 35, particularly Generation Z employees, who also feel less connected to their organization’s culture employees who could do their jobs remotely but work exclusively on-site. What are you doing at your organization to better spark engagement amongst your employees? Especially those who are younger. Would love your ideas. Via Gallup https://lnkd.in/eSu9VYxz employees who exclusively work from home (down five points) #employeeengagement #CHROs #socialimpact #HR

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As we get ready to observe #Juneteenth and reflect on #PrideMonth, we must reignite our commitment to #DEI. Recent years have seen a decline in companies' public DEI efforts, and now is not the time to "quiet quit." After the murder of George Floyd in 2020, many organizations woke up to the necessity of actionable DEI programs. Fast forward to 2024, and the contrast is stark. We must ask ourselves, what message are we sending to our Black and Brown employees if we don't recognize Juneteenth? Learning and growth can be uncomfortable, but they are essential. At PAN, we are committed to taking our best step forward. I encourage all leaders to join me in this commitment. Read my latest blog post to learn more about how we can collectively reignite our DEI efforts. Together, we can make a difference.

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Isn't it time we rethink capitalism and what it demands? This The Wall Street Journal article illustrates yet another challenge middle-aged adults are having, how to care for aging parents who are living longer and may not have the means to live in full-time care facilities. Maybe I'm too idealistic and naive, but companies used to care about their employees and society. The founders of @IBM and @Xerox, two places where I've worked, broke racial barriers and put women into senior positions before many others. They didn't do it to be woke or anti-woke, but to be just and fair. IBM even built affordable housing for employees at one point, saying the company's employees should be able to have a home. Now employees shoulder an increasing amount responsibility when it comes to family responsibilities, healthcare costs and challenges, increasing housing prices, etc., all while working much longer hours despite (or perhaps because of) technological advancements. Is it any wonder so many people are burnt out and battling some form of depression or anxiety? How do we balance the challenges of a competitive society that allows us to make money with the reality that a life well lived must extend beyond work? #worklifebalance #society #capitalism

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I was featured in the latest issue of Story Changes Culture and found myself a bit nervous to read the story, let alone share it. It was silly to feel that way - I knew what the article was about, and Jennifer Cloer presented me and the Women to Women Network in such a positive way that I had nothing to fear. And truth be told, the story was more about Jennifer's experience with my company. But exposure of any kind still leaves me feeling vulnerable. I wonder what other people will think. How will they judge me or my work? I don't think I am alone in feeling like this. We are often afraid to put ourselves out there for fear of how others will react. We don't raise our hands, we try not to stand out, we try to blend in, quietly doing our work. We want the work to be noticed while we hang back in the shadows. I know this is not how everyone thinks, but it is something I have had to work on. Raising my hand to take on a project, ask for a promotion, step into leadership, launch a company - no fear. Stepping onto the stage, whether it is a digital platform, printed format, podcast or broadcast, or live stage, is something else entirely. Opening myself up and peeling back the layers of me for others to see... Oh, boy; there lies all the self-doubt. I have become comfortable on the stage, even seeking it out. I have things I want to say and a message I want to share. I am passionate about what I do. And I have found, the more I put myself out there, the more confident I become. But then along comes a story, a simple little story that barely skims the surface of me, and the nerves are set off. Clearly I have more work to do with being comfortable with my story. Jennifer is a master interviewer and she has drawn a lot out of me. I am excited to take that interview - the one not published yet - and share it. Some day. Maybe someday soon. #BeingVulnerable #BuildingConfidence

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