SALLY-MAE TURVEY

I'm a big fan of Rishad Tobaccowala's newsletter, "The Future Doesn't Fit Into the Containers of the Past," so I was thrilled to join him on his podcast. As someone who has been writing and speaking about the unbundling of work for over a decade, it was invigorating to discuss how we must move beyond outdated frameworks. Rishad and I delved into the seismic shifts in how we approach work, careers, and leadership. We explored three major trends that are reshaping our professional landscape: 1. The Future of Work Starts with Life: We are redefining personal success and repositioning the role of work within our lives. What can a "Future of Less Work" look like? 2. Work from Anywhere – A Capability and an Expectation: Beyond hybrid models, this trend signifies a fundamental shift for work. What happens when work stops being a place you go and becomes something you do? 3. Careers – From Ladders to Climbing Walls: This trend, also the subject of my 2021 book, highlights the transition from traditional career ladders to a more dynamic, personalized, non-linear model. As managers, how do you support employees navigating their personal climbing walls? Please join our conversation. I'd love to hear your thoughts. Links to our discussion in Rishad's post below.

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In this week's podcast episode, Heidrick & Struggles’ Laryssa Topolnytsky, PhD speaks to Dr. Ardeshir Mehran, a psychologist, behavioral researcher, business leader, leadership coach, and founder of the Human Work Studio, about mental health and well-being at the leadership level.​ Together, they explore some of the science around the links between emotional well-being and peak performance, as well as the neuroscience for feeling better, living better, and leading better.​ 🎧 Listen here: https://bit.ly/3V2Ve7S. #MentalHealthAwarenessMonth #MentalHealth #Leadership

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Native digitals are taking over the world. Well, this digital world kind of gave them a leg up. There remains a stark dichotomy between native analogs (most millennials and older) and native digitals (gen Z) in the workplace. It impacts the way we communicate, collaborate, lead. But it doesn't have to serve as a never-ending tug-of-war. Each can learn and benefit from the other. After all, somewhere around 60% of people work for a millennial. Gen Z brings fresh perspectives, efficient digital tools, and desire for experiential learning. Millennials bring a blend of traditional and digital skills, adaptability to drive innovation, and levelheadedness in shifting landscapes. It's critical to grow with the future, but let's not forget the transferrable skills we've honed along the way. #genz #millennials #entrepreneur #fringebenefits https://lnkd.in/eGYErdqa

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**Ready to seize new career horizons? 🌐** In the fast-paced world of tech, HTC's trailblazing advancements in smartphones are revolutionizing industries and reshaping the job market. From AI in healthcare diagnostics to real-time logistics solutions, HTC's innovations are creating exciting new roles and demanding fresh skills. HTC’s cutting-edge tech isn’t just about devices; it’s about pioneering the future of work. Roles like Mobile Solutions Architect and AI Integration Specialist are emerging, while existing positions must adapt, pushing boundaries in digital transformation and tech integration. As the landscape shifts, the demand for skills in AI, data analytics, cybersecurity, and user-centric design grows. Strategic thinking and continuous learning will be key to thriving in this dynamic market. The opportunities are endless. Dive into this tech-driven career revolution—embrace change, upskill, and reimagine your future with HTC’s visionary innovations. Will you be among those who dare to envision and create the future? 🌟 #LetsConnect #Blockchain #GenAI #SpatialCompute #Metaverse #JobsOfTheFuture

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Make a lasting impression with your 𝒔𝒆𝒍𝒇-𝒊𝒏𝒕𝒓𝒐𝒅𝒖𝒄𝒕𝒊𝒐𝒏. Here's how: ➡️ 𝐁𝐞 𝐂𝐨𝐧𝐜𝐢𝐬𝐞: Start with your name and what you do. ➡️ 𝐁𝐞 𝐑𝐞𝐥𝐞𝐯𝐚𝐧𝐭: Tailor your introduction to the context and audience. ➡️ 𝐁𝐞 𝐌𝐞𝐦𝐨𝐫𝐚𝐛𝐥𝐞: End with a statement that invites further conversation. Your introduction is your 𝒑𝒆𝒓𝒔𝒐𝒏𝒂𝒍 𝒉𝒆𝒂𝒅𝒍𝒊𝒏𝒆 – make it count! 🌟 #Networking #CareerSuccess #SelfIntroductionTips #InterviewingTips

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HR's journey from worker advocacy to relentless cost-cutting has been quite the ride. Remember when HR was all about nurturing talent and keeping unions at bay? Well, those days seem like ancient history. Over the years, economic turbulence pushed HR into a cost-slashing frenzy. But guess what? The pendulum is swinging back, and it's time for HR to reclaim its role as the champion of employees. Picture this: a job market so tight it squeaks. Unemployment rates have been rock-bottom, and productivity growth is crawling. With stress levels soaring and workplace demands rising, employees are burning out faster than a cheap candle. Recent strikes and walkouts, like those at Kaiser Permanente and CVS, are screaming for change. HR can't keep pinching pennies and expect to keep their best people happy. We need to shift our focus back to taking care of our people – and fast. Despite CEOs recognizing the importance of their workforce, many companies are stuck in old habits. Real wages are barely budging, promotions are like unicorn sightings, and lack of career development is driving people to quit. HR can be the hero here by showing leaders the true costs of their outdated practices. Imagine the impact when they realize high turnover costs more than a fancy new coffee machine! Remember, a happy employee is a productive employee. HR's mission? Get leaders to see that treating employees well isn't just nice—it's crucial for business success. It's time to make work fun again and remind everyone that a company’s greatest asset is its people. Let's bring back the heart in HR! #humanresources #HBR

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As the war on DEI continues, companies are dropping the “E” from their DEI focus — meaning that equity will no longer be an explicit focus. This trend reflects broader pushback against DEI efforts, with some firms responding to legal threats and societal backlash by either dropping or downplaying the "equity" component in their diversity strategies. Besides the Society for Human Resource Management (SHRM) mentioned in the repost from Inclusion Allies Coalition below, other companies that have scaled back or modified their DEI initiatives include major tech firms such as Microsoft, Zoom, and Google. These companies have reduced their DEI teams amid tech industry layoffs and legal challenges to DEI programs.

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Continuing from last week... this week dope is about... what words to use that make an impact... this helps us to strengthen our conversations... making them more mature... 1. Instead of saying... I DONT KNOW... say... LET ME FIND OUT... 2. Instead of saying... I LIKE IT... say... IT's PLEASANT... 3. Instead of saying... SORRY... say... THANK YOU for UNDERSTANDING... 4. Instead of saying... YOU GO FIRST... say... AFTER YOU... 5. Instead of saying... IT CANT BE DONE... say... LETS EXPLORE OTHER OPTIONS... 6. Instead of saying... THIS IS NOT CORRECT... say... HERES MY PERSPECTIVE... 7. Instead of saying... STOP DOING THAT... say... WE CAN DO IT THIS WAY... for any conversation to be fruitful... try to... FIND COMMON GROUND... or... OFFER HELP... ask for... GOOD RECOMMENDATIONS... and... always ask... FACTUAL QUESTIONS... #behavioral #behavioral_psychology #conversations

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Recently, SHRM removed “Equity” from their DEI statement. This generated a lot of buzz, both negative and positive. There were arguments in comment threads. Many people threatening to cancel their memberships. Others dismissing genuine concerns. I immediately took away two things from this: — I'm grateful that we can have these conversations out in the open — No system is perfect, but for every given problem, there is a solution There’s no cheat code for how to conduct difficult discussions. But some ways are better than others. 👎 Ineffective ways: —Politicizing issues instead of infusing more humanity into them —Leaving little room for your mind to be changed —Writing off anyone with a differing opinion 😃 Effective ways (that will get you closer to a solution): —Conducting a discourse with thoughtfulness and generosity > self-righteousness —Recognizing that everyone has differing needs —Deprioritizing being “right” You will inevitably hear these topics arise in the workplace. If you want to get ahead of how to address them… Learn from the most prominent voices in HR. On August 15th, we’re talking with Alex Seiler, Tracie Sponenberg, and Morgan Williams — And they know a thing or two about how to manage divisive discussions, and end up at cohesion instead of discord. They’ll touch upon: - Balancing free expression with workplace harmony - Creating policies that don’t alienate people - Leveraging political diversity as a strength And yes—they’re giving us their two cents on the SHRM controversy. Register now 👇

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There was a lively discussion today on the Cerius Executives HR Today series about keeping employees engaged. Angeli brought up sabbaticals as a way to keep long-term employees engaged. Personally, I have experienced burnout, and I believe having the opportunity for a sabbatical would have been great to help me work through the burnout and return to the organization with more energy and enthusiasm. https://lnkd.in/ghuTU546 #EmployeeEngagement #Sabbaticals #WorkLifeBalance

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Talent Acquisition partners and internal talent acquisition teams have a direct impact on an organization's productivity. The criticality of building a consultative TA team has never been more important as the world finally shifts paradigms from TA moving from an operator to a consultative business enabler. Underscoring this is the criticality of insisting on the highest standards re: the talent you bring into your organization to hire your talent! #hiretowin #toptalent #scalebeyondthetalentbar #nwtalentsolutions https://lnkd.in/eHv3xfti

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As managers, we strive to keep our teams motivated and appreciated, but sometimes our efforts don't quite resonate. A team dinner might seem like a thoughtful reward to us, but if our employees were hoping for a cash bonus, it can fall flat. Conversely, a monetary reward might feel impersonal if public acknowledgment was what they desired. To truly engage and motivate our employees, we need to understand what drives each individual. This means having open conversations about their personal and professional goals, preferences for public versus private recognition, and the types of rewards that truly make them feel valued. Pay ATTENTION to how your team responds to different forms of recognition. Notice when they light up and when they seem indifferent. Encourage them to share their preferences and provide feedback on what works best for them. Creating a culture of meaningful recognition is not just about offering rewards; it's about ALIGNING THOSE REWARDS with what your team members genuinely value. By doing this, we can foster a more engaged, motivated, and loyal workforce. Remember, the key to successful recognition is personalization and understanding. Let’s take the time to get it right. #hbr #recognition #humanresources

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DEI is confusing for leaders: In an environment of Black Lives Matter, the Voice, Sexual Harassment marches and legal cases + the ‘Me Too’ movement: leaders are nervous and if they are not sure, hesitate and say nothing when difference is at play. Re-setting the story and the compass for DEI in 2024 will set you up for real success and a real measure of where you need to head, with a broader level of accountability around SUCCESS! If you would like to understand the rationale for this approach, check out my article: Why should your organisation re-examine it’s story for an inclusive culture in 2024. https://www.rfr.bz/llaa4g4

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So happy that ChiefExecutiveOfficer.io included my thoughts in this article on the impact of resilence on leadership! #chiefexecutiveofficer #CEO #Csuite #leadership #leader Featured #executivecoach #executivecoaching #leadershipdevelopment #leadershipcoach #reslience

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Gen AI plays a crucial role in shaping the future of work but what are the implications for leaders? It is imperative to adopt a new approach to training current and future employees in the ethical use of artificial intelligence. We spoke with SmartRecruiters and the CEO of Valoir Incorporated to discuss the future of AI in TA, Gen AI training needs and how to avoid AI hallucinations: https://lnkd.in/e8MAnKAg #Talent #HR #Skills #Hiring #Staffing #Recruitment #AI #ArtificialIntelligence #Tech #Technology #GenAI #AIatAMS

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You already know about ChatGPT. Here are the other two #AItools that promise to transform workplace efficiency.

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Focusing on DIVERSITY and representation (the Noah’s Ark approach to DEI) is way easier than the INCLUSIVE CULTURE approach – but shifting to the latter is where you see real leader buy in and the business case happening more immediately!

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