Malavika Rajkumar Justus

In a recent look at job satisfaction, the WSJ finds that culture plays an increasingly important role. For example, “In the latest survey, more than three-fourths of all job stayers, defined as those who intended to remain in their jobs, said they were satisfied with the organizational culture of their employer. For job leavers, defined as those who intended to move on, 21.8% were satisfied with culture. The gap of more than 55 percentage points was one of the highest reported, and reflects what a big driver culture is to retaining employees.” #workculture #jobsatisfaction #happinessatwork #wellness https://lnkd.in/gnu6N8u9

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I really enjoyed Bonnie Hammer's story in this weekend's WSJ. It's adapted from her new book "15 Lies Women are Told at Work: and the Truth we Need to Succeed." While the book clearly focuses on women, this essay "'Follow Your Dreams' and Other Terrible Career Advice is for everyone. One of my favorite lines: "But here's the truth: While we are all born with personal worth, we have to earn our professional worth." #careeradvice #earningprofessionalworth #hardwork #opportunities https://lnkd.in/gcB_SmFe

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Retail media investments will soon account for 20% of global digital ad spending. To maximize ROI, integrating real-time commerce insights and personalized brand experiences is crucial. Join InMarket’s Megan Avellar and The Clorox Company’s Katherine Bailey Conlon to learn how commerce data can enhance RMN reach and engage key segments, including untapped cash shoppers and competitive private-label buyers. Register for Retail Media Summit at the following: https://lnkd.in/etqsyXDg #RetailMedia #CommerceData #DigitalAdvertising Path to Purchase Institute

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In a recent HR Daily Advisor article, Lin Grensing-Pophal, SPHR, SHRM-SCP, PCM cites intersectionality— recognizing how a range of factors and life stages contribute to an employee’s unique needs and priorities—as one of the most significant trends shaping today’s workplaces. This absolutely aligns with how we at Philip Morris International approach DEI so that we ‘see’ people for the rich tapestry of experiences and dimensions of identities they embody—not as one-dimensional beings to be put in a box. To me, this is foundational to creating an authentic culture of inclusion and belonging. How are you using intersectionality to elevate your DEI initiatives? #DEITrends #Intersectionality

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Last week at Post Consumer Brands we hosted a webinar for Mental Health Awareness Month with the author of Anxiety Coach: A Parent’s Guide to Treating Childhood Anxiety and OCD. Dr. Stephen Whiteside is Professor of Psychology at the Mayo Clinic College of Medicine and Science, and Director of the Pediatric Anxiety Disorders Program at Mayo Clinic. Steve also happens to be a close personal friend and someone I respect personally as well as professionally. The webinar was well attended, and the feedback afterwards was both encouraging and sobering. Encouraging in that the topic of mental health is becoming more socially acceptable to address even in the workplace. Sobering in that so many people are affected by mental illness and challenged to find good quality and evidence-based care, particularly for children and adolescents. It was also a reminder of one of the few quotes I’ve committed to memory “Be kind, for everyone you meet is fighting a hard battle.” We often keep these things to ourselves at work, but rest assured many are fighting hard battles privately. As a parent of kids who have struggled, sometimes profoundly, I’m grateful to work for an organization that supports this conversation. I’m also grateful to clinicians like Dr. Whiteside who work tirelessly to make resources more accessible to caregivers. Anxiety Coach as an example, is not only backed by solid research, but it outlines practical things caregivers can do to support their kids in tangible ways. With or without professional support. We need more resources like this.

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Workforce Planning is hard. Establishing a Workforce Planning Center of Excellence can be, too. But the insights available from the workforce planning community make the implementation and operation easier. I've found a lot of those insights from the podcast Nick Kennedy produces, SWP - The Strategic Workforce Planning Podcast. Accessible, insightful, and applicable, each episode features an interview with industry leaders, technology vendors, and professional service providers. Thanks for this resource, Nick, and for building the community. 👏 #WFP, #WorkforcePlanning, #StrategicWorkforcePlanning, #HR, #Management https://lnkd.in/eSn-u42Q

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ICYMI: Revisit our enlightening discussion with Elisa Pratt, CEO of Brewer Pratt Solutions, on the power of strategic agility in association management. Learn how embracing change and the readiness to fail can foster innovation and significantly enhance organizational responsiveness. Rediscover why traditional strategic planning is evolving and how your association can benefit from a culture that prioritizes quick adaptation and continuous improvement. 👉 Refresh your strategy now: https://loom.ly/YjVt-zQ #StrategicAgility #AssociationLeadership #FailFast #TheA100

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I was first introduced the concept of focusing on your strengths many years ago from the book "Now Discover Your Strengths" referenced in the article. I was drawn to the concept that excellences comes from focusing on strengths not correcting weaknesses. This HBR continues that discussion and at the end suggests that we "do the most radical thing you can: Work to identify and develop your innate strengths, and then use them with intention." #excellencecomesfromstrengths #innatestrengths #stopfocusingonweaknesses #leadership #leadershipdevelopment

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Don’t let whatever is standing in the way of your leadership journey become your journey. Join me for an inspirational hour with 4 powerhouse women, all in different stages of their careers, as they share their unique stories and offer critical insights about carving your own pathway to leadership. Click the link below to register. #jdatsg #leadership

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If I could have one superpower at work, it would be the power of knowing when to drive towards consensus and when to engage in - and prolong - the type of productive tension of ideas that generates breakthroughs. Until I gain that superpower, I'll have this outstanding article instead #HBR #Collaboration

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In a Forbes article I read recently, author Karen Greenbaum talked about the importance of diverse perspectives in fostering inclusion in the workplace.   One insight that resonated with me was that DEI engagement comes from all directions—meaning every employee’s perspective must be heard and valued to create truly inclusive spaces. That’s why I proactively acknowledge ideas that differ from mine, and practice active listening, using thoughtful, open-ended follow-up questions to understand their point of view and challenge my own biases. It’s a simple yet incredibly powerful action that each of us can take to make a colleague feel that they matter.   How do you make each employee feel seen, valued, and heard? Please share your best practices in the comments below. #DEI #DiversePerspectives https://lnkd.in/dWzJeqe5

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Exciting insights from industry leaders! Meghan Howard, and Julia Miller, share their expertise on the importance of contextual commerce. They highlight why this innovative approach should be a cornerstone in today's marketing strategies. Discover how integrating contextual commerce can revolutionize consumer engagement and drive significant results.

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“‘I had a breakdown and I’m still successful,’ Until we have C-suite leaders saying that, we might not have a culture of wellbeing, open communication and mental health advocacy”, says a mental health advocate & the CEO of a wellness firm in conversation with a McKinsey Senior Partner. What comes to your mind when you think of #mentalhealthATworkplace or #emotionaloutbursts? Shouting, yelling? Losing your calm? Losing a grip on your emotions? And then wondering if you have made a career limiting move after your outburst or vulnerable expression?! For those moments/ incidents that appear unannounced in your personal or professional lives, experts recommend that you: 1. Identify your #StressSignature - what makes you stressed? The usual triggers; how it shows in your body: headache, sleeplessness or loss of appetite? And manage the signs early on before getting into a downward spiral. 2. Develop a #WellbeingToolkit - identify rituals, habits that you can practice on a frequent basis to be able to restore the sense of calm & peace in your life. Easier said than done? Perhaps, yes. However, give it a try. You might discover something new about yourself or about those around you. If you feel passionate about the topic or have been/ currently in a role that promotes a culture of wellbeing in the company, this is a good read: https://lnkd.in/gvVrkp88 #mentalhealth #mentalwellbeing #personalwellness #culture

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Interesting article with powerful examples of bottom-up transformation, showing the magic of ideas driven organizations. When a leader, even a mid-level or lower level leader, skillfully brings a voice and a vision, others will follow and surprising things can happen. The culture could change on a large scale with actions driving a mindset and becoming a catalyst in the whole organization.

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There is broad recognition that managers, especially middle managers, have been under pressure for some time. From the #COVID19 #pandemic to the demands of today's workforces, #burnout is now a major #risk. My Gartner colleague Peter Aykens sat down with Liz Gottung on the #Talent Angle #Podcast to explore options around how organizations can better support mid-level managers. After all, if managers are a key reason for employees wanting to stay in an organization, should we not ensure that they are well equipped and supported? Unsurprisingly, simple training and upskilling is not enough to address this challenge and Liz made 2 key comments amongst the many insights that she shared, that are worth noting. First, helping managers prioritize is absolutely critical. Removing unnecessary tasks and administration while providing clarity on what managers need to focus on can help them spend more time supporting their people. But prioritizing is easier said than done. In a volatile, reactive operating environment, it is hard to set and stick to priorities when every new crisis simply trumps what a manager is currently doing and just adds to their workload. Second, if senior leaders and executives are not willing to spend the time on key development activities such as coaching and mentoring, what kind of a message does that send to managers? Simply put, managers will see this type of investment in employees as unimportant. Unless leaders are willing to show the same commitment to their managers that they are demanding from them, the support for employees is unlikely to improve. How does your organization support middle managers and enable them to deliver on the demands of a modern work environment? #leadership #HR #FoW #FutureofWork https://lnkd.in/guNb8M-q

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In theHRDIRECTOR, Ryne Sherman offers this insight about perceived friction in today’s multigenerational workforce: so-called clashes between employees have less to do with a generation divide and more to do with individual personality differences.   The author then underscores the importance of recognizing and valuing every employee’s unique personality and individual differences versus treating them as just members of a generation.   I’m intrigued to know how you foster more collaboration and understanding among employees of different generations and backgrounds. Share your thoughts in the comments below.   #DEI #MultigenerationalWorkplace https://lnkd.in/dv2sU6ur

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I'm so excited to share that the next course to complete my Duke University - The Fuqua School of Business Strategic Execution certification was on building effective teams! 🥰 I'm not sure about you, but I've been on some GREAT teams and others ... not so much. (Can you relate?) Too often companies spout having a great culture, and in general I've found that to be true. But I've also found that if you don't have a great team around you, it can be difficult to get anything done - even making it seem that the company is "toxic" due to the perception of bad management or lack of support. Most of my roles I have found myself in positions where I am leading people without any authority. So it's been essential to find ways to be effective with those whom I work with. That's why I was excited to complete this course. 💙 It focused on: - how to implement practices for leading highly effective teams in unstable and often distributed environments - how to build and guide diverse teams that can navigate the impacts of external and internal forces - how to form, coach, and lead teams that are resilient and responsive to complex work and volatile contexts While I was pleasantly surprised to learn that a lot of what was taught I already do in my current work ... I can't wait to begin utilizing the tools and other processes revealed to me in this class! #SoftwareDevelopment / #SoftwareEngineering is not just about writing code and solving problems. It's also about finding ways to collaborate with all of the necessary stakeholders and using #StrategicExecution to craft & implement an effective & efficient plan to complete the solution. How are you growing your skills to be better in your role?

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