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Did you know that inclusive leadership and employee well-being go hand in hand? 🧐 When leaders prioritise inclusivity, they directly impact the well-being of their employees. It's a win-win! Look at industry giants like McDonald's and Deloitte. These companies have successfully implemented inclusive leadership initiatives, reaping the rewards of a diverse and engaged workforce. 🤩 Of course, embracing inclusive leadership comes with its own set of challenges, that's why our latest blog post takes a deep dive into the world of inclusive leadership and employee well-being... Check it out below 👇🏼 https://lnkd.in/ebJFN__W #InclusiveLeadership #InclusiveLeaders #DEI #DiversityInclusion #Staffing #Recruitment

Nomination window is closing. Be sure to nominate an HR Leader or Rising Star. Anyone can nominate (group nominations are acceptable). Has an HR Leader impacted you personally, or your organization? Follow the link below for criteria and nomination form. #CEO #CFO #CHRO #HR #Leadership

Join our Holiday leadership team collaboration and experience Pay It Forward! As a coach and advisor, there are two imperatives I never slack off on: Creating high-trust cultures that attract, retain, engage, and inspire our best people. Collaborating and innovating at high enough levels to stay ahead of the curve in our uncertain business space. Unfortunately, many management rituals today haven't changed much from the 19th century. That's why I'm gifting 10 companies, five hours of consulting time with my team of Fortune 100 business leaders who have grown up in the trenches. Be one of the first to claim your stake in our Pay It Forward leadership team collaboration. The 10 gifts will be on a first-come, first-served basis, and the gifting decision must be in to me by December 31. Don't miss this opportunity to experience Pay It Forward and watch the needle move quickly! #payitforward #learningmoments #growth #leadershipdevelopment Disruptive HRSimon Sinek Julian Kaufmann Amber Rees, SHRM-SCP, PHR Scott Jeffrey Miller Aniel Bonachea, SPHR Bob Aniello@David Burns Jonathan VogtDavid J Keegan Randy Watson, MBA, PHR Nathan Wall, CSCPEarl Newsome Terry Wagner Eric Fortmeyer Kim Shanahan Pamela Noble, (she/her,hers), M.A.Ken Heinrich, SHRM-CP Douglas Xanders Christy Pambianchi

As many people are looking to develop and improve in 2024...when it comes to DEI here is the best place to start. Self-Awareness - Your DEI journey begins with understanding YOU!

Every employee wants different things. Some employees want more money, which makes sense. Because they want a more comfortable life. But some employees don’t want more money, but they want more vacations. Since there have a lovely family and a newborn baby at home, it makes sense too. There are also some employees who have a bit of inferiority complex. But they want better positions to boost their confidence. Therefore, as a leader, we must understand the needs and purposes of our employees. Only in this way can we lead the team well and strengthen it. #leadership #employeedevelopment #marriottcareers #marriottculture #leadershipjourney

THE TWO-WAY STREET There has/had been a trend of late to staff up productions but then let crew go when their gigs were over even if there were openings on other projects within the same studio. Employees would have to ‘reapply’ to the studio all over again rather than simply being slid over laterally to the next gig. Is there a legitimate, clerical reason for this or is it “just company policy” that no one thought to question? Is this inconvenient process engineered to keep nepotism at bay so things are fair for all applicants? Perhaps it’s a make work program for HR managers… Whatever the case, it sounds to me like a giant pain in the @ss for everyone involved. Why would anyone put a good, loyal worker out on the street and make them jump through the hoops all over again to be rehired? Talk about crushing someone’s self-esteem. If you’re able to keep good people on, why wouldn’t you? As things pick up again, let’s examine industry hiring practices and employee retention a little more carefully. Is there room for improvement across the board? I believe there is. But maybe ask the employees (for a change) how they feel about it. Let’s not create a culture of resentment and apathy. Instead, reward people for their commitment. After all, loyalty is a two-way street. _______________________________ *Great inspirational post from Mita Mallick:

Yes!!!! Internal growth=retention=external growth!!! So many businesses don’t think like this! Forward thinking motion with a strategic accounting business plan aligns you with a great profit every time! Otherwise you lose fantabulous talent and NEVER reach your true potential!

Congratulations to our DEI leader, Sucheta Misra, on her recent feature in a SHRM interview! Sucheta addresses the impact women leaders have on the workplace through authentic leadership styles and empathic approaches necessary in every organization. Read more about how women Make Change Happen here:

Perspicacious Post So why aren’t we as leaders doing more to recognize, reward and appreciate those who stay working in our organizations during the highs & the low lows? Do we no longer value those who stay and commit long term to the organization? Do we no longer value loyalty like we once used to? #leadership #culture #development #careers

Too often organizations overlook the talent INSIDE the organization while trying to find the “perfect” candidate. There can be times that you must hire externally because there isn’t someone ready for the next step. But often there is someone who just needs a little guidance. A mentor. Or simply a chance to prove themselves. Having an internal candidate who is already invested in the success of the organization, knows the processes, the players, and is aligned with the goals is valuable and shouldn’t be overlooked. Promote from within. Encourage the growth of your employees. Mentorship is such a valuable piece of business that pays dividends. #mentorship #growthmindset