John Laurent, PHR

In today's professional world, self-advocacy is often touted as the key to success. However, for marginalized communities, this expectation can create unique challenges and complex team dynamics. Personal biases and institutional barriers can hinder individuals from navigating the pathways of self-promotion. Shockingly, some studies have shown that Black employees are penalized for self-promotion compared to those with other identities. It's critical to recognize these disparities and take action towards creating a more equitable work environment for all. Let's work together to break down these barriers and create a level playing field for everyone. #equity #diversityandinclusion

1

View my verified achievement from HRCI.

16

5 Comments

Is it difficult to lose a Clearance? According to this article, there are a few simple ways you could put your clearance in jeopardy. https://lnkd.in/evHCutwQ #clearancejobs #clearedcareers

9

3 Comments

The term, “Empowerment,” is so ubiquitous that it’s in danger of losing its meaning entirely. As corporate buzzwords go, it’s thrown around in equal measure for “empowering” employees to overcome social iniquities, “empower” better careers, and “empower” more accurate timecard completion. (If your aim is to “empower” employees with a job aid, I think you need to choose a different word.) Here’s the question: Have we lost sight of employee *agency* (self-directed effort for results)? Let’s take a classic HR retention problem: employees are frustrated with an inability to accelerate their careers, so HR tries to ‘empower’ them with tools, systems, and job aids for career navigation. This tunes up their engines (upskilling, building networks, and performing high-visibility projects). However, there are not enough open positions, interested hiring managers, and cross-position development taking place. They’re becoming frustrated with: ·        Roadblocks, such as the inability to pursue a position unless the company already has a vacancy ·        Up-ended drawbridges; for example, being told that this leadership development program is for executive-track only), ·        And stop lights (for example, being told they need supervisor permission before speaking to another manager or certain years of experience in-role before trying for a promotion) In short, the 'empowered' employee has nowhere to go. And in that case, they use their main power – the power to choose – and choose to leave. What this actually shows is that empowerment only goes so far without agency. Like cars with high horsepower engines, they have the ability to drive and accelerate but do not always have agency – the freedom to explore the map as they choose. HR has a responsibility to support both empowerment and agency -- the ability to freely choose a direction. What companies can do: ·       Talent-based / Reverse hiring: instead of telling employees to look for open positions and apply for them, let employees ask about interesting roles and then open one. ·       Interest-based programming: Allow interested employees to self-nominate for key leadership development programs by auditing or full participation. Reward interest and inquiry rather than emphasize gatekeeping. ·       Encourage role swaps: Let employees initiate a trade and support them. Building rotational positions for this purpose could help too, as there are permanent spots to learn and managers to work on developing those employees. ·       Create “King for a Day/Week/Month” programs to help employees develop. Encourage leaders to take time off and leave direct reports or high performing, interested “individual contributors” in charge for a while. Yes, these options are more complicated than simply waiting for a position to vacate and telling the employees to “take charge of their careers,” but they are immensely rewarding and engaging to build true leadership and experience across the board.

3

1 Comment

Is your workplace culture one of blaming? It's a common issue that many organizations face. However, it's not a lost cause. By shifting towards a culture of accountability, we can break the cycle of blame and encourage a more productive and positive work environment. Let's take the necessary steps to foster a culture of ownership and responsibility. It's time to stop pointing fingers and start working together towards success.

2

To all of my fellow HR colleagues - past and present - we have a day! Today is International Human Resources Day, and this year’s theme is “Shaping the New Future.” We have the job that sometimes everyone thinks they can do, yet no one can explain to a 3rd grader at career day. Here's to all of you for working hard and doing hard work! #humanresources

135

1 Comment

The submission window for the 24.6 Open Topic D2P2 closes this Thursday! Don’t miss your chance to submit for the space-related topic AFX246-DPCSO2 by noon ET. Link to submit below. . . . #AFWERX #SpaceWERX #AFVentures #OpenTopic #SBIR #DAF #DoD #innovation #airforce #spaceforce

12

1 Comment

Looking to earn your SHRM certification or need recertification credits? Check out Karen A. Clark SPHR, SHRM-SCP class!

10

Tech. Sgt. Davin Peeples, the NCOIC of budget integrations at OSI headquarters, ensures financial stability for over 4,000 personnel, showcasing the importance of effective financial management. Read more about Peeples and the critical support roles in our latest “Inside OSI” feature here: 🔗 https://bit.ly/4euy9Ta

49

3 Comments

While we are well aware of the toll that stress takes on our workforce, it's crucial to keep this issue front and center. Let's not lose sight of the impact stress has on productivity, engagement, and overall well-being. As organizations evolve, so do the challenges faced by employees. By recognizing and addressing this ongoing issue, we can cultivate a healthier, more resilient workplace. ➡ What strategies do you use to put employee well-being at the forefront of HR priorities. Keep the conversation going! ➡ If you are looking to prioritize employee health and well-being in the workplace, join us for a webinar series and resource-packed Toolkit. Learn low- or no-cost strategies to create a culture that supports employees and cultivates a healthier, more resilient workplace. Link below and in comments for more information and to register. https://lnkd.in/g2S_NP_f #HR #EmployeeWellness #WorkplaceWellness #WorkLifeBalance #HRLeaders #EmployeeResilience #HRStrategies #EmployeeEngagement #MentalHealthMatters #OvercomingBurnout

5

1 Comment

I love this - those who have a preference for introversion tend to have different strengths and need different things to enable their success than those with a preference for extroversion do. Check out these quick tips, particularly the section on empowering introverts!

18

Check out these tips from Kris Rodi, a PDS Defense Recruiter specializing in Engineering Positions. 📝 "If you are only looking for remote work, be sure to state that on your resume right under your location." 📝 "I am always willing to offer assistance with reviewing your resume to make sure you are marketing yourself in the best way possible and giving yourself the best opportunity for success." Reach out to Kris at krodi@pdsdefense.com for available positions and help with your resume! #NowHiring #EngineeringPositions #PDSdefense #EngineeringRecruiter #ResumeTips #InterviewTips

1

I don’t post much original content here, but I’ve been thinking about a topic that seems like it should live on this platform. As part of a Human Capital Office, we talk a lot about burnout. We’re all familiar with the concept by now. We’re familiar with the signs, the causes, the ways to combat it, the effects it can have on our workforce. I am - admittedly - NOT good at taking my own advice. After a candid conversation with my supervisor several weeks ago, I took a Monday off. And it was glorious. Glorious, I say! But driving to the office the next day, I broke down in tears. I started thinking about the work that would be waiting for me from yesterday…along with the work I had to do today. The worst part? I did this to myself. Was a random day off worth the stress I was experiencing just thinking about my email and messages? I don’t know. But this wasn’t your typical burnout…this was worse. I couldn’t name it, so I asked ChatGPT to help me identify this feeling. My prompt: “Create a term or phrase for the overwhelming sense of dread one feels after taking a day off. The stress that comes from emails and work waiting for you when you get back to the office.” ChatGPT: “How about ‘re-entry anxiety’?” We’re NASA, and “re-entry anxiety” seems like the perfect phrase. Without a proper “heat-shield,” I feel vulnerable re-entering my “atmosphere”. I may not burn OUT, but I can certainly burn UP. If you’re still reading this post because you hope I have the answers, sorry to disappoint. I haven’t solved the mental heat-shield problem yet, but naming it is a good start.

146

37 Comments

Why You Should Meet with a Recruiter, Even If You're Not Actively Applying At AW Human Resources Company LLC, we know that career growth isn't just about job hunting. Here’s why connecting with us now can be crucial for your future. If your a job seeker in NH, VT, or FL, we can assist! ✅ Expand Your Network- Connect with industry professionals and potential mentors who can offer advice and share opportunities. ✅ Stay Updated on Industry Trends- Keep informed about new developments, emerging roles, and in-demand skills to stay ahead. ✅ Career Advice and Guidance- Receive personalized career advice, resume tips, and interview prep tailored to your goals. ✅ Hidden Opportunities- Gain access to exclusive job openings that match your skills and interests before they're publicly posted. ✅ Skill Assessment and Development- Identify areas for improvement and get recommendations on courses or certifications to boost your skillset. ✅ Build Confidence- Understand your value in the job market and be prepared for when the right opportunity arises. ✅ Long-Term Career Planning- Map out your career strategy with our help, ensuring you're on the path to achieving your ambitions. Ready to take your career to the next level? Connect with AW Human Resources Company LLC today and start building a brighter future! #Networking #JobOpportunities #Recruiting #Hiring #Recruitment #HiddenJobs

4

We are excited to share that WorkersFirst Clinics attended the Virginia Talent Pipeline Project (VTPP) second “Signing Day” Ceremony. This significant event recognized the efforts of 57 defense employers who hired over 1,200 new workforce members into critical roles within the Defense Industrial Base. At WorkersFirst Clinics, we are dedicated to supporting the health and well-being of the workforce that powers our nation's defense. Events like these highlight the essential role each individual plays in national security, a sentiment echoed by leaders like CMC Jeff Hiscocks, PEO Team Submarines, who said, "It doesn’t matter what your position or title is, you are contributing to national security." By attending this event, WorkersFirst Clinics reaffirms our dedication to enhancing talent acquisition and retention by supporting companies with our comprehensive occupational health services. We are proud to be a part of this initiative and to support the defense workforce in Hampton Roads and beyond. Together, we are building a stronger future for our nation. #WorkersFirstClinics #VirginiaTalentPipeline #SigningDay #DefenseWorkforce #OccupationalHealth #HamptonRoads #NationalSecurity #PutYourWorkersFirst

54

Recently I had the opportunity to talk to Dr. Jim (ജിം കണിച്ചിറയിൽ) Kanichirayil about #HR and #leadership. On his Engaging Leadership show we discussed that change is inevitable, but it takes time. As the Chief Human Resources Officer at Oak Ridge National Laboratory, it is important to understand HR’s role in supporting business through change with a focus on strategic alignment, self-reflection, synchronization, and effective questioning. Check out the show and let me know your thoughts on these important topics!

116

9 Comments

“Why has society not taken this world-changing reality seriously?” Two words: stigma and over-classification. At present, even mentioning this topic within professional circles in science and aerospace tends to elicit eyerolls and smirks. (At least publicly; privately, people tend to admit personal interest.) This is despite the fact that the Department of Defense, the Director of National Intelligence, Congressional leadership, and NASA have all stated publicly that UAP are real and deserving of serious scientific investigation. Well I’m crossing the picket line. Let’s destigmatize the UAP topic. Why? Because UAP represent an extraordinary opportunity. If you’re interested in transformative science, here it is: there are anomalous objects being observed by military and commercial pilots, we don’t know what they are, and we don’t think they’re ours. Stigma is not how science should be done. If we can stop arguing whether this phenomenon is even real, it just might be the greatest science story ever.

2