Jim Link

Honored to be asked to write the Foreword for Dr. Lynn Johnson, PH.D., SHRM-SCP's book, "Who Cares?", which invites leaders to dive into foundational principles of the CARES Leadership Model. Available to order or download from Amazon now. Read my Foreword in the book sample provided on Amazon to know why you need to buy it today.

4

One of the many important issues we discuss in our SHRM-HRCI Talent Review-Succession courses is how to increase accuracy in succession candidate identification and development, rather than saying an employee will be "Ready in 1-2 years with more seasoning" year after year. So join us for great discussions, templates, a Mock Talent Review role play, etc. on May 7-8! https://lnkd.in/gJc5sQpM #talentreview, #successionplanning #leadership

2

1 Comment

Adapting DEI for remote work will be a significant focus for 2024. It includes strategies to maintain inclusivity across dispersed teams, emphasizing communication and remote work policies that don't exclude any groups. Regular virtual check-ins and collaborative platforms can bridge gaps and ensure everyone feels valued and included, regardless of their work setting. Here are additional tips on fostering inclusion from the HR experts at #Insperity: https://lnkd.in/gBgy-_D2. #Diversity #Inclusion #RemoteWork #HRThatMakesADifference https://lnkd.in/g2AWBgHC

3

Is your DEI strategy effectively supporting your org's overall workforce, workplace, marketplace and community goals? Is there direct line of sight to overall goals? Does your org need a DEI strategy refresh? Contact us for help rewriting your next chapter: https://lnkd.in/gYvCdVRA #strategy #customizeddei #diversitystrategy #executives #seniorleaders #dei

4

1 Comment

#SHRM24 was electric! ⚡️Over 24,000 HR professionals gathered in Chicago to share best practices and future-proof their workplaces. I was fortunate to connect with inspiring colleagues and am thankful for those who attended my session on building a vibrant, inclusive culture through strategic #DEI communication. The AMS team—shoutout to my amazing colleagues, Annie Hammer and Christina Coyle SHRM-SCP —delivered three presentations, including their sessions on AI in HR Tech and Change Management. Curious for more insights? My article dives deeper into the key takeaways for #DEIB, #HR & #InternalComms pros.

46

9 Comments

While I was unable to attend the SHRM conference this year, Johnny C. Taylor, Jr., President and CEO of SHRM, message resonated with me:   “From Artificial Intelligence (AI) to incivility to the complete transformation of work … there’s a lot to address if we want to enhance our workplaces.”   When I think about incivility in the workplace, I can’t help but think it’s because we are not consistently seeking the best of the workforce. When discussing cultural fit, should we look for a history of volunteerism or service? A reputation for relationship building? It stands to reason that those candidates are more likely to have emotional intelligence and empathy and practice respect and dignity for all. We should consistently encourage staff to be their best selves (and emulate the behavior) in interactions with colleagues. Another notion I’m pondering is, whether there is outreach to veterans who have been taught values and team building. As a veteran, I can say that the military provides the most comprehensive leadership training I have ever received. We were taught the fundamentals of a cohesive unit: respect and following established policies and procedures. In your workplace, is bad behavior tolerated? Does your organization have examples of’ walking the talk’? A code of conduct is not just a document to sign! In my opinion, the older worker is another underutilized workforce sector. This group is not only subject matter experts; they also understand the rules of civility. Good or bad, the baby boomers were taught to support management decisions and respect hierarchy. There are jewels in every demographic that employers should seek out to support an organization of well-being. If staff is not civil, what is the organization’s responsibility? At a minimum, we should have anti-harassment and no-tolerance-for-violence policies. Employers should also bring attention to EAP programs, deliver focused training, and quickly resolve issues. This is the juncture to review hiring practices, workplace etiquette, team building, and succession planning. Now is the time to employ bold hiring and retention practices and find common ground for all employees. For a free chat with a PTA staff member on how we can partner with you on these or other HR initiatives, please visit our website at www.pinnacle-ta.com and click on the inquiry tab.   #workplacetrends #civility #employee support #workplaceculture  

8

Here's the information you've been waiting for! (Well, if you're in #HR and are interested in 2024's Top 5 Priorities and ideas of how you can succeed.) These priorities were shared by YOU in our 8th annual survey. I presented these at the #SHRM24 conference last month in Chicago. I only had one hour to present ideas for solutions to these priorities, so please share your additional ideas in the comments below! HR Soul Consulting #SoulifyYourHR #EmployeeEngagement #TalentStrategy #Leadership https://lnkd.in/eyecPtJw

13

3 Comments

Current discussions about DEIA as an organizational imperative continue to rage. Please do not let your organization put this concept on the back burner. DEIA is a BUSINESS IMPERATIVE (not a nice-to-have). If you need analytics to support your business case - https://lnkd.in/gK56iFN6 Remember, you won't have to look for diversity; it will find you, AND diversity involves everyone! If you don't manage it correctly, YOU WILL RUN OUT OF PEOPLE (IMHO).

7

We are never short of challenges, at work or otherwise. This article is a great read on finding opportunities in challenges, instead of responding to them as threats and triggering defense mechanisms.

12

Dear Friends - Time is running out and I need your help!! I've launched this survey for the past 7 years and I compile the results to present at the Annual SHRM conference, which is next month in Chicago. We're closing this survey on May 31 to prepare for the conference. Every voice counts! Please take 5 minutes to complete this survey asking for your thoughts about the critical functions #HR needs to focus on in 2024. Then, share it with your HR and leader friends. Every survey counts! Thanks in advance. :-) (And if you're going to the #SHRM24 conference, come to my session to see the results first!)

10

11 Comments

Here we go. It's time for CLOs and TM leaders to take back the real thought leadership in your space.

7

Uncover the secrets to creating generational advocates in your organization with these 7 essential tips! 🌟 From Baby Boomers to Gen Z, find out how to bridge the gap and foster support across all ages. Check out the insights here: https://bit.ly/3XFeslp #HR #GenerationalAdvocates #EmployeeEngagement

2

Skills, a shrinking labor pool, and keeping up with the pace of change is top of mind for me as the head of People. Review my recent blog on how to address this workforce readiness gap. #workforceagility #csod #skills

39

Does Outplacement Contribute to Ongoing Career Success? We interviewed a sample of our executive alumni. The answer: a resounding “Yes”! The executive alumni interviews provided further insight regarding the outplacement experience. Some of their comments focused on... • the quality of relationships developed at CPI (with staff members and other candidates) • the value of the weekly Executive Forum for training, networking, and support • appreciation for the opportunity to gather perspectives from multiple CPI team members, each with different types of expertise • expressing their intent to take advantage of both CPI alumni and career development services in the future. Discover the FOUR benefits these alumni shared in our research by reading the whole article. You’ll find the link in the first comment below. https://buff.ly/4a3LEWx #OutplacementWorks #OutplacementService #CareerTransitionService

4

🌱 Embracing Vulnerability: A Journey of Self-Discovery 🌱 I took the day to attend hashtag #HRUnboxed by HRCP: Human Resource Certification Preparation (aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP) and the presentations were all incredibly insightful and educational. One of the presentations I attended was "An Exceptional Leader C.A.R.E.S" by @MichaelTowers and it was such an open and honest conversation. Lately, I've been reflecting on the self-imposed pressure to always be available, to constantly prove my worth, and to give 100%+ of myself to my company and team. It's a mindset that many of us share – the need to earn our seat at the table and to work tirelessly to keep it. I watched my Mom and Grandmother work tirelessly to get ahead in their respective careers and to be tough, resilient and put their careers first. My work ethic is based on these two amazing women - the good and the bad. But here's the truth: It can be draining. Mentally, emotionally, and even physically. And I've come to realize that this relentless pursuit of perfection, and modeling the work ethic of past generations isn't sustainable – nor is it necessary. So, I'm choosing vulnerability. I'm opening up about my struggles, my insecurities, and my journey towards self-acceptance and self-care. Because I know I'm not alone. And maybe, just maybe, by sharing my story, I can help others who are feeling the same way. Here are a few lessons I am committed to in making changes for myself: 1️⃣ It's okay to set boundaries: Saying no doesn't make you selfish – it makes you human. 2️⃣ Self-care isn't selfish: Taking time for yourself isn't a luxury – it's a necessity. 3️⃣ You are enough: You don't need to constantly prove your worth. You are valuable, just as you are. Let's support each other on this journey towards greater self-care, self-compassion, and self-confidence. Together, we can redefine success on our own terms. #Vulnerability #SelfCareJourney #YouAreEnough

3

The sky is not falling. The SHRM CEO seems to think differently, announcing that #HR is facing a crisis. I like to look at it more optimistically … Yes there is increasing complexity and accelerated change - But instead of feeling angst about this, I am excited by the opportunity to flex our strategic muscles and show what it means to be business people who happen to practice business through a #talentcentric lens. We'll need to - 🎓 … Upskill our people not only in AI, but also the skills that AI can't replicate (those pesky so-called "soft" skills). 🕜 … Embrace on-demand training and coaching that enables real time skill building as changes accelerate. 💵 … Keep costs low, increase our productivity, and streamline with tech tools. 📈 … Showcase the results of our programs by demonstrating the impact they have on productivity and results. ❤️ … Prioritize wellbeing and belonging to manage increasing stress and burnout. 🔁 … Create leadership continuity with development and succession programs that are equitable and transparent. 👂 … Seek out and listen to the voice of employees then respond to what you have heard with empathy and transparency. I can think of no better time to be an HR and talent professional! Who's as energized as me by this so-called "poly-crisis"? #iamtalentcentric #employeeengagement

32

19 Comments

Read this amazing insight by Skima.ai to streamline your high-volume recruiting processes, and build thriving workforces. Use AI to power your DEI programs, and build a diverse workforce that positively impacts your business bottom line. #hrtech #hr #recruitment

1

Preparing Candidates for Situational-Behavioral Interviews: A Counterintuitive Approach  Check it out: https://rpb.li/Oiz6uk #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

1