Rondette Amoy Smith, PHR

I had been craving to go back to school since finishing my Org Psychology studies a few years back, which helped me grow tremendously, both personally and professionally in understanding the whys behind human behaviours better. Value of that program was not about factual knowledge but about opening up my mind and making me question few fundamentals that I had unknowingly held dearly. A new chapter of "unlearning" and learning starts again and I’m extremely excited to join the upcoming cohort of the Wharton Executive Education CHRO Program where I will exchange perspectives on compelling HR strategies that can drive change in global organizations. #HumanResources #CHRO #WhartonCHRO Start date: March 27, 2024

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Come join our session on #creativity at #SIOP2024!

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Reflecting on the Power of Women in the C-Suite: An article shared this week by Morning Brew sheds light on a concerning trend - for the first time since S&P Global began its tracking in 2005, the number of female leaders has seen a decline. In today's quickly evolving economic landscape, diversity in leadership isn't just about equality—it's a strategic advantage. More women in top roles bring diverse perspectives that can drive innovation and improve decision-making. Here's how we can promote gender diversity: - Implement mentorship initiatives - Ensure equitable promotion opportunities - Conduct bias-awareness education, especially as it related to hiring - Advocate for flexible ways of working, which support those who have additional responsibilities such as care-giving We should be embracing female leadership not just as a matter of fairness, but as a driving force for enhancing organizational performance and culture. Check out the full article, and let me know what you think! 👇 https://lnkd.in/gJ23zVw8

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Gina Flaig and I are honored to have had Michelle SIlverthorn on the latest episode of HR unConfidential. Take a listen to this important discussion in the link below!

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Came across this article from Daniel Goleman about the effect of burnout combined with boredom at work, so relevant in today's work environment. https://lnkd.in/exhgJJN7

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Excited to speak at #SHRM24 on Monday at 11:00am CT. Join my session, “Transform your DEI Playbook: Inclusive Communication Strategy,” where we’ll explore designing effective #DEI communications that engage all stakeholders. If you’ll be in Chicago, I’d love to connect in person! #DiversityEquityAndInclusion #HR #HumanResources #Diversity #Equity #Inclusion #Belonging #EmployeeEngagement #CultureChange #CommunicationStrategy

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Another excellent article written by Lynda Gratton for MIT Sloan Management Review which overviews the shift in employee expectations and retention drivers over the past few years. No. 1 being strong managers and leaders. Defined as those who genuinely care about employees’ well-being, give their team members useful feedback on their performance, and act as great role models. However, research shows that confidence in leaders has declined globally in three vital capabilities: 💡demonstrating how important people are to the company’s success 💡keeping people informed 💡communicating a motivating vision. Culture Amp research found that, 89% of employees were committed to stay at their organisation where these traits are evident in their leader and manager. For those employees with both a poor manager and a poor leader, the number dropped to 22%. And the No. 2 driver? Career progression. With leaders as the thread - communicating, supporting, coaching and developing their people. All too often I hear that conversation is missing in action. The urgent takes over from the important. Would love your thoughts! #conversationsmatter #connection #employeeexperience #leadershipskills #coaching

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I highly recommend this insightful and thought-provoking article for HR leaders who lead M&A due diligence and Corp. Dev./Strategy leaders who assess and determine the net present value (NPV) and internal rate of returns (IRR). The authors make an excellent case for evaluating a firm's intangibles and placing a value on knowledge-intensive assets, e.g., Nvidia, Apple, Alphabet, early Amazon, etc. Initially counter-intuitive based on the existing U.S. Generally Accepted Accounting Principles (GAAP), it offers a refreshing paradigm shift where intangible investments are what separates winners from losers in longer-term value creation. Not all "losses" are created equal, with the understanding that some GAAP-reported losses are necessary to create future value where "Real-loss firms" did not invest in intangibles. It is thought-provoking how GAAP has not evolved from the industrial and infrastructure-intensive companies that only consider physical things as assets and intangibles as operating expenses. They propose treating intangibles as building block investments for the future. Additionally, the balance sheet and net income number are not the best for determining value creation and performance. Without the additional methodology the authors propose, decision-making on critical investments will be less accurate. What resonated for me is the idea of applying this methodology to your company or in M&A, with a more prominent value on human capital, knowledge-intensive differentiators, and culture to improve the accuracy of projecting long-term value potential. Applying the principles and methodology from this article creates a more accurate assessment of a firm's profitability.

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This is a great article that highlights the barriers Asian American employees face in leadership development and career advancement and offers some practical strategies for recognizing and nurturing their leadership potential. Understanding these challenges is crucial for creating inclusive and equitable workplaces. By re-evaluating our practices, we can better support and develop the diverse talent in our organizations. https://lnkd.in/g3amxqix

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This Pride Month feels particularly significant. As someone who's championed LGBTQ+ inclusion for over a decade, I'm proud of the progress that has been made. But our recent Randstad Workmonitor Pulse research paints a clear picture: progress isn't linear, and there's still a significant way to go. Why Inclusion Matters:  The survey reveals a critical link – fear of discrimination impacts career aspirations and workplace experiences. When people can be their authentic selves, they perform better. It's critical for organisations to show active allyship. Employees are looking for this more than ever. Data from the Workmonitor Pulse Survey shows: - Nearly half (49%) of LGBTQI+ workers feel comfortable discussing their sexuality or gender identity at work,while more than a quarter (28%) avoid it altogether. - Only a little over half (51%) feel their employers have taken meaningful action to create an equitable workplace for LGBTQI+ employees. - Fear is a real barrier, deterring 40% of qualified LGBTQ+ candidates from applying for jobs altogether. Some LGBTQ+ employees (38%) even prefer to work remotely due to a lack of inclusion in their physical workplace. https://lnkd.in/etuDSF_5 Join Our Live Event:  On June 6th, our Global CEO Sander van 't Noordende joins Erin Uritus (CEO, Out and Equal) and Allyn Shaw (EVP, COO, Consumer Technology, Wells Fargo) for an insightful LinkedIn Live session. They'll delve into the findings of the Workmonitor Pulse Survey, explore how employers can create an inclusive environment, empower LGBTQI+ talent, and foster allyship. Don't miss it! https://lnkd.in/eqrsXBMQ To learn more about how to integrate LGBTQ+ inclusion into your talent processes, behaviours, and cultures, feel free to reach out. We are all still on a journey to inclusion, but I'm proud to work for an organisation with an openly gay leader at the helm, looking to #inspirepride every day.

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😯 71% of US CEOs say they feel like imposters 🤔 I know I was surprised to see that stat #KornFerry shares from a recent survey! And, the higher up the org chart someone ascends, the more acutely they feel imposter syndrome. What is behind this? It's not a lack of confidence or experience. Rather it's the massive number of significant challenges simultaneously: 🤺 transform their organizations 🤺 be the culture carriers 🤺 figure out the role of #AI in their business 🤺 navigate geopolitical challenges 🤺 satisfy investors 🤺 speak to social issues So the combo of being confident AND humble is effective. This opens up the path to know you don't have all the answers and you don't need to pretend. A few suggestions to up your odds of success: 👉 hire direct reports that push you up vs you pulling them up 👉 have an "advisor" or #peeradvisory trusted group where you can share your challenges and gain perspectives and d options 👉 learn how to tap into your creative side 👉 be intentional about staying healthy (sleep, diet, exercise, meditation) How else might you do to manage your imposter syndrome? Thanks to Korn Ferry for the survey and the tips! Article link in comment section! #CEOs #BUSINESSOWNERS #EXECTUIVE #IMPOSTERSYNDROME

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It takes all of us to confront the challenges of today. bit.ly/444aGmT From our Black Leaders Symposium, Michele Meyer-Shipp spoke to the value of diversity and why organizations should invest in Black talent and businesses. #talent #leadership #diversity #culture

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🌟 Exciting News for Talent Management Professionals! 🌟 I’m thrilled to announce the publication of a groundbreaking article in the Consulting Psychology Journal led by people scientist Scott Hines, PhD and co-written by other Amazon colleagues and me (while I was still at Amazon) titled, “An Alternative Path to Unlocking High Potential Talent: Universal Models Beware”. This insightful piece, delves into the intricacies of identifying high-potential talent within organizations overcoming the challenges of using a single defined measure of potential. After all, who is tired of using the definition, “ability to move up 2 levels within the next 3-5 years” 🙄? We all know it’s more than vertical moves. So we lead in this article with “potential for what?” Here are some insights from the article: 🔍 Redefining Potential: The article challenges traditional notions of potential, advocating for a behavioral framework that aligns with strategically critical roles. It’s not just about climbing the ladder; it’s about finding the right fit for every rung. 💡 Innovative Methodologies: By integrating multiple theoretical constructs and utilizing behavioral ratings, this study paves the way for predicting employee readiness for future growth opportunities. 🚀 Strategic Alignment: Discover how to harness the power of growth potential within current roles and promote a culture of internal talent development. Join us in celebrating this significant contribution to the field of talent management. Let’s reshape the future of organizational growth together! #TalentManagement #HighPotential #LeadershipDevelopment #OrganizationalGrowth #PeopleSciences Feel free to share this post and spread the word about this innovative approach to talent identification and development! 🚀 The article is in press and will be published soon. Comment below your thoughts or interest on the topic! Shane Driggers Deeanne King Derek Potter Jennifer Schnack Wendy Gauvry Sal Leone, Ph.D. Allan Church, Ph.D. Steve Hunt Michael Arena Marc Effron Jim Shanley Alexis Fink

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DEI is undoubtedly critical to corporate Canada and an equitable society. The World Economic Forum highlights how embedding DEI in organizations is crucial for sustainable growth and resilience. https://lnkd.in/gwmJfasM McKinsey & Company outlines how pursuing DEI goals can help companies better serve diverse consumer bases, leading to financial growth and enhanced market opportunities. https://lnkd.in/gtbc2Ba6 Canada's Best Diversity Employers (2024) emphasize that fostering an inclusive workplace where employees feel they can bring their whole selves, including their cultural and religious identities, leads to a more engaged and productive workforce. https://lnkd.in/gaHDPc44 Embracing DEI is not just a moral imperative but also a strategic one that can lead to fairer economic outcomes and more agile organizations. #Diversity Matters #Equity Matters #Inclusion Matters #InclusionAlliesCoalition

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#HR friends - The Circle by Founders Circle Capital is a great leadership community, connecting growth stage execs with frequent high-quality content, thought partnership, networking, and more - I am honored to be on the upcoming #IPO panel and encourage you to check it out and consider becoming a member! #leadership #humanresources #thoughtleadership #iporeadiness #strategy #execution Emtrain

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