Miguel Oliveira

Recognition can boost one's connection to purpose when people understand how they contribute to the organizational mission. Don't get me wrong: recognizing employees for the big and small wins should be part of our routine as people leaders, but when recognition connects the dots allowing people to see how they are building something bigger than themselves and fulfilling a purpose, that is even more powerful. Better than that, only if we can support our teams to find their own WHY and help them see how it connects to the organizational one.

Effective communication is key, not only for HR interns, but for everyone. Have you ever had a teacher or professor who you could feel knew a lot, but just couldn't teach, and therefore you didn't see as a good professional? I think the same applies to today's world: knowing what to do and how to do it, but failing to sell your idea, explain how you got to results, answer questions, ask for clarity, adjust your message to your audience, etc., will not position one for success. The once known as soft, and today called human, are definitely crucial skills.

While I agree that staying open, curious and agile is key when it comes to AI, embracing it is easier said than done, and here is why: different from past technological revolutions, AI is advancing in such an exponential way, that it won't be long until, whatever you embrace, becomes obsolete. Yes, AI is here to stay, but more than tool adoption, what I believe to be key is the adoption of the right mindset. Learning to learn, questioning the status quo, stopping (which is challenging in a world moving as fast as ours) and questioning "should I be doing this or could AI be of help?", and being able to come up with the most ethical answer are elements of this new required mindset, that needs to preceed skills and tools, for HR and everyone.

While I agree that staying open, curious and agile is key when it comes to AI, embracing it is easier said than done, and here is why: different from past technological revolutions, AI is advancing in such an exponential way, that it won't be long until, whatever you embrace, becomes obsolete. Yes, AI is here to stay, but more than tool adoption, what I believe to be key is the adoption of the right mindset. Learning to learn, questioning the status quo, stopping (which is challenging in a world moving as fast as ours) and questioning "should I be doing this or could AI be of help?", and being able to come up with the most ethical answer are elements of this new required mindset, that needs to preceed skills and tools, for HR and everyone.

One of the things I love about being in a support function is that the tools I've acquired throughout my career can easily be adopted or adapted. What will truly matter and be an advantage is understanding the industry, it's overarching pillars and culture. Culture? Yes, I believe each industry has its own, and while company culture will define the flavor and type of "ice-cream", looking closely, it's very unlikely that you will have "pizza" in the same menu. What I mean is that, the language, what success looks like, the norms, and even the artifacts are shared elements of an industry, and learning them, via formal training, networking, or exposure can help expedite your journey towards being recognized as a trusted HR advisor.

In my experience through times of organizational change, more than communicating clearly whatever can be said about the change itself, I've found value in providing a framework for people to understand what is happening inside of ourselves when things are changing around us. My favorite one is the SCARF model bt David Rock, that explains the neuroscience of change and helps normalize the resistance most of us exhibit to change. I usually combine it with the change curve, the emotions associated to each phase, and what those emotions sound like, and when applicable find a way to include the short 'Piper' by Disney Pixar to drive home the point that change is scary but can open a world of possibilities.