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📢We're excited to announce that we've partnered with the Swiss Soccer Champion ClubBSC Young Boys. This partnership marks Dropbox’s first of its…
📢We're excited to announce that we've partnered with the Swiss Soccer Champion ClubBSC Young Boys. This partnership marks Dropbox’s first of its…
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Laurent Aufils
"Humbitious" is the term you'll want to remember, as great leaders balance ambition and humility. One of my favorite podcasts features Amer Kaissi's intervention at HBR discussing his book. Here are the 7 insights I've gleaned from him: 1️⃣ Objective metrics now exist to measure humility, a critical trait for effective leadership. Self-awareness, openness, and gratitude are pivotal characteristics. 2️⃣ Humility complements emotional intelligence, emphasizing the importance of remaining grounded and connected with one's team. 3️⃣ While ambition drives progress, humility ensures leaders remain connected to their teams and acknowledge their own limitations. 4️⃣ Leaders who exhibit humility create an environment of psychological safety and engagement, empowering their teams to thrive. 5️⃣ While humility is invaluable, it must be balanced with ambition. Excessive humility in certain situations could hinder effectiveness. 6️⃣ Female leaders often demonstrate a blend of humility and ambition, navigating success with elegance and empathy. 7️⃣ Practices such as self-reflection, appreciation, and assertiveness training serve as tools for cultivating a humbitious leadership style. Reflecting on personal experiences, I'm reminded of how humility profoundly influences connections and fosters growth. Thus, we must strive for a balanced approach, embracing ambition while remaining grounded in humility. 😉
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Pat Wadors
Oh my goodness! Can’t believe this is real ;) feeling scared/ excited/ energized and in shock!! Hope y’all take a moment- carve out some time and explore the lessons/ wisdom shared within this book. These are stories / lessons that have been in “development” since my career began. #AlwaysLearning Hope you find them useful in your journey too!
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Katya Laviolette
HR leaders today are tasked with navigating an avalanche of new digital/AI platforms and tools that promise to transform how work gets done. With no end in sight for this software sprawl, it’s on us to determine which solutions will really drive business results. The options are only going to proliferate further with the onset of AI. In my new piece for Forbes, I share three key strategies for HR leaders to implement as they sift through the abundance of technologies to determine which will be most successful for their business: 1️⃣ In today’s hybrid work environment, prioritize solutions that enable both security and productivity. Employees want easy-to-use tools that allow them to get their jobs done efficiently, but those tools should also adhere to your IT team’s security standards so your organization remains secure. 2️⃣ Gather insights from like-minded peers or professionals before adopting any new solution. LinkedIn and other networking apps are wonderful solutions that can allow you to tap into your networks and crowdsource a variety of opinions. 3️⃣ Analyze tools with a long-term lens. Even if a solution seems incredible from the get-go, it still may not be the right choice for your organization if it doesn’t align with your long-term business goals. You can read the full article below. Enjoy! K. https://lnkd.in/eREspc39 #HRTech #HRStrategies #AI #FutureOfWork
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Prabeer N.
🚀 Ready to revolutionize company culture? 🚀 It’s time to value employees over the profit and loss statements 📈📉. Far too few companies take this approach—not because leadership lacks empathy, but because CEOs and CMOs are often held accountable for financials more than the intangible essence of company culture. And that's got to change. Let’s flip the script 📜: focus on your employees' well-being, and watch how the profits follow naturally. Prioritize people, foster innovation, and build a workplace where everyone thrives. 🌟 #EmployeeFirst #CompanyCulture #FutureOfWork #Leadership #Innovation #HRRevolution #WorkplaceWellbeing #EmpathyInBusiness #RadicalChange #CultureOverProfit
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Joan Collins Yanabu
Blown away by BetterUp's 2024 Uplift event. The speaker line-up was next level, and the vibe was electric. I have attended many learning conferences, but I have never met so many people passionate and motivated to unlock the full power of human potential. I am already actioning Kelly Jones advice on how to do more with less: 1. Do less, to do more… prioritize, focus on highest impact work: When work does not move the needle forward, it is not a priority. Ask yourself, where do you need to spend your time to maximize impact? 2. Let someone else be you: As a leader we do not need to be always available; delegate. When you allow someone step in on your behalf, you are providing them with an amazing learning opportunity, supporting their growth. 3. Get comfortable asking “what can we stop?”: Its ok to re-evaluate initiatives in-progress and decide if they are worth continuing. Is it moving the needle forward? Is it still a strategic priority? If the answers are no, it's time to stop! Other highlights for me included: A. Martin Seligman and Gabriella Rosen Kellerman, MD who shared the four types of creativity. Their two minutes on effectively utilizing ground reversal was an AHA! moment: often we are so focused on achieving an outcome that you miss the actual innovation happening all around. For example, did you know that Slack started as a video game company? The messaging system was created so that engineers could work more effectively. Who would have guessed that the value was in the background – the value was in the messaging system! B. James Clear helped us understand that every action you take is a vote for the type of person you want to be. Learn to shift the way you are measuring progress to being it vs. doing it. How do you provide evidence that you are the person you prescribe to be? Let your behavior be the evidence. C. Tracee Ellis Ross demonstrated the inspirational power of being authentic and aligned in life. She was funny, vulnerable, and connected us all by sharing her experiences of hard work and perseverance in the face of adversity. Her advice on learning to be effective being you is something we should all take to heart. Your job is to be you; and to be brave enough to develop your strengths so that you can be a service to yourself, your team, and your company. My takeaway from this is I need to be courageous enough to truly bring my authentic self to my roles as a leader and learn how to be successful being me. And finally my hands down favorite speaker, Rhonda Morris, truly authentic, hardworking, and inspiring leader. Her insight was powerful. She reminded us that deadlines are self-inflicted, and we should get comfortable challenging them. This advice, I started actioning immediately! Counting down to next years conference! #CourageousLeadership #LearningisaLifeStyle
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Amber U.
Check in with your colleagues regularly to show support and ensure their well-being. Don't settle for a simple "fine" when asking how they're doing. Instead, ask specific questions to understand their challenges and offer help where possible. Consider asking: - What are the biggest challenges you have in balancing everything on your plate? - In what ways are you taking care of yourself? - How can I help you find more balance? - What do you need from me right now? By actively listening and supporting one another, we can create a positive and productive work environment. #SupportiveColleagues #WorkLifeBalance #mentalhealth
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Ellen T.
You can build programs and invest so much to drive the culture you want. Imo, the #1 key ingredient is this one (and... it's F-R-E-E) in building a culture of empathy, especially when times are hard both professionally and personally: Practice active listening and be open and honest in your response.
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Rana Robillard
"Studies show that when we’re constantly distracted, performance decreases. Having the discipline to step back from the noise of the world is essential. To stay focused at work, build periods of solitude into your schedule, as you would for a meeting or an appointment. Use some of that time to reflect on your top priorities. Don’t fill your schedule with so many commitments that you consistently prioritize urgent tasks over important ones. Starve your distractions by logging out of social media accounts and blocking certain websites during work hours."
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Taylor Bradley
Are you concerned about a growing disconnect between HR and core business operations? In the latest episode of the TroopHR Podcast, I had the privilege to connect with Rebecca Taylor, Co-Founder and Chief Customer Officer of SkillCycle, to discuss HR's crucial role in bridging this gap. Here are the key takeaways: ✅ The Disconnect between HR and Business: Among the business community, there is a concern that HR has become increasingly disjointed from the core business. We discussed a recent example where HR, potentially dismissed or distracted by non-critical initiatives, overlooked crucial financial indicators that led to over-hiring and subsequent layoffs. Rebecca shares some great ways to close these perceived gaps. ✅ Justifying HR Investments: From CAPEX to FTEs, HR will need to get accustomed to leaner tech-empowered teams. This provides a unique opportunity to better hone our business justifications for these types of investments. Rebecca emphasizes the importance of clearly communicating the potential ROI for HR initiatives, just as any other leader in the business would. She adds, "In order to provide ROI data, you have to start with data." ✅ Embracing the Messy Reality of Career Paths: We challenged the notion that every leader's career unfolds like a perfectly choreographed movie. While retrospective views of our careers may fit neatly into a cinematic narrative, the reality is more akin to a sometimes messy, albeit purposeful, adventure. Listen to the full episode to learn more about how HR can better align with and drive impact for the business. 🎙 Episode here: https://lnkd.in/ecpEcddF
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Brandon Washington, Esq.
Over the past decade as an executive in People Ops/HR leadership, my colleagues have become familiar with my two "Culture Mantras": "EQ > IQ" and "People over Policy." Recently, I had a conversation about workplace culture with a fellow People Ops/HR executive whom I greatly respect. He believes that hiring the "right" people organically creates a great work culture. However, I disagree. A successful work culture, like any other aspect of a business, requires intentionality, clarity, and defined results. While there is much research and different approaches in this area, I have found the steps to great workplace culture to be straightforward: 1. Define the workplace culture you desire, ensuring alignment with that definition across leadership. This includes articulating the mission, values, and team members' desired and undesired actions. 2. Embed your values into processes. For example, hire for EQ/trainability rather than just test scores, promote team members who deliver results while supporting others, and ensure executive leaders are exemplary individuals, not just talented professionals. 3. Measure the culture's performance. Use a reliable tool (e.g., Lattice, Culture Amp) to gather quantifiable data from team members consistently. Develop a specific Action plan to address areas of concern and then periodically report, and measure the results of your Action plan, if any. Let me note that the three steps above are in no way novel or ideas/steps that are uniquely mine; rather, I think it is sometimes just helpful to have complicated matters laid out plainly. Also, before anyone says, “Oh, it’s that easy to build culture, huh?” I’m obviously aware (from my own experience) that implementing the above-mentioned steps is exponentially more challenging than just listing them. The good thing is that once you establish and maintain an amazing culture, the business impacts will be tangible and long-lasting. I (based in large part on amazing teams I’ve had the honor to lead) have been a part of two organizations that, in the span of 12 months, saw eNPS scores and Engagement Scores rise over 50%. In both cases, we saw increased performance (as defined by specific metrics/OKRs within departments), low regrettable attrition, and better business results. I would love to hear your thoughts below and learn what steps you are taking to bolster the culture within your organization. #EQOverIQ #PeopleOverPolicy #EmployeeEngagement #eNPS #humanresources #leadershipcoaching #Management #Technology #CultureMatters #biotechnology #healthcare #business #retention #hr #startups #hiring #healthtech #innovation #employeerelations #growth #DEI
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Jason Murphy
This is a great opportunity for those attending to see Engagement, Analytics and Benchmarks fully integrated into a single, innovative platform. Remove time consuming, frustrating admin challenges and get to business impacting solutions faster! #humanresources #datadrivenhr #shrm #peopleanalytics
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Theodore Chestnut
Great read for HR practitioners, just as valuable for HR Tech founders & sellers: "Too many new HR tech tools? 3 strategies for picking the right ones" Lessons for those of us in HR tech: 1. Invest in both user delight & the unsexy admin and backend elements that deliver reliability and security. 2. Know that your customers are by far your best marketers and sellers. Serve them beautifully. And invest in forums where they and your prospects can talk to each other openly and candidly (and get out of the way). 3. Actually solve big, important business problems. You can't just serve HR; you have to serve the entire business. Efficiency and cost savings are table stakes, but not enough. If you want to break through the noise, you have to solve for the topics of board meetings: accelerating growth, reducing risk, building world-class teams. https://lnkd.in/gqiA59F5
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3 Comments -
Michelle Brooks
I recently had the privilege of facilitating a session for leaders on how to ignite their team’s intelligence, inspired by the powerful concepts in the Liz Wiseman book, Multipliers. The core idea is transformative: leaders can amplify their team's intelligence by asking better questions, identifying the unique genius of each team member, creating space, and presenting bigger challenges. Sounds simple, right? Heck no. If it were, we'd all be doing it already. This session made me reflect deeply on my own leadership style. I realized I often dominate discussions, taking up a lot of space in meetings. Moving forward, I’m committing to creating more opportunities for my team to play big, not just me. It's about picking the right moments to step back and let their brilliance shine. Has anyone else read Multipliers or done the training? I’d love to hear how you are working on multiplying intelligence, not diminishing it.
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Nirit Peled-Muntz
It's that time of year again @The Stevie® Awards recognize the world’s best companies to work for, their HR teams, and their achievements. This year there are 4 special award categories for HiBob customers. Everything you need to know to apply is below. 👇 HiBob categories: 🌎 Best Use of Bob for Creating a Winning Global Company Culture 🧡 Best Use of Bob for Supporting DEI&B 🔄 Best Use of Bob for Impacting the Employee Lifecycle 🗂️ Best Use of Bob for Workforce Planning and/or Hiring
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