Brandon Springle, MHR

Less than two weeks left to register for the SHRM-HRCI Pre-Approved Talent Review-Succession Virtual Course! This course includes books, handouts, role play and practical exercises to help you become an expert in talent review meeting facilitation, succession planning and high potential programs - see the attachment below for all of the details. For any inquiries about the course or private sessions, please email Doris at doris@talentbenchstrength.com. Don't miss out on this opportunity to enhance your skills! #talentreview #successionplanning #highpotentialprograms #SHRM #HRCI

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There is confusion about how to translate culture from an abstract concept to something that is measurable, actionable, and process driven. McLean & Company has published a guide for HR leaders to help their organizations define a target culture aligned to strategy, diagnose their current culture, and work toward their target culture. * * * Check out the link in the comments to download a copy. 👇 #Culture #OrgnaizationalCulture #TargetCulture #HR #HumanResources #HRStrategy #HRLeaders #CHRO

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"While there is nothing intrinsically problematic with HR's typical communication style, or with being predominantly personal or functional, those who wish to enhance their influence should consider adapting their style. If power within your organization is held by those who are analytical or intuitive, it becomes crucial to translate your message into terms they'll understand." https://lnkd.in/eGuzPj4Q #HR #humanresources

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Performance Improvement Plans (PIPs) often get a bad rap, but they can play a crucial role in aligning employee performance with organizational expectations. This week's TroopHR blog post (https://bit.ly/4ccjg69) answers how you can "Transform the Performance Improvement Process," by Rachel Kleban, VP People at OpenPhone & Founder, LevelUp. By offering clarity and a clear choice to employees, PIPs become more than just a checkbox exercise. They can transform into a valuable tool for growth and improvement, benefiting both the employee and the organization. Click here to read the full post now - https://bit.ly/4ccjg69 #performanceimprovement #hrbestpractices #peopleleaders #jointhetroop

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What does It Means to Become a Skills-Based Organization? How is your organization navigating the intentional and demanding path to skills-based decision-making? Becoming an organization that makes talent decisions through the lens of skills requires much more resourcing than simply updating current talent acquisition and management practices. To help HR leaders navigate the intentional and demanding path to skills-based decision-making, McLean & Company has organized the new resource into four easy-to-follow sections to help HR understand the variations of what it means to be skills-based, what the potential outcomes are, and what organizations need to know to complete the transformation. 1️⃣ Overview. Section one of the firm's resource explains the theory and foundation of skills-based organizations, the associated spectrum of operating models, and the organizations best suited for this type of transformation. 2️⃣ Draws and drawbacks. Section two highlights what is influencing the re-popularization of the idea and promise of skills-based organizations as well as potential unintended outcomes of becoming skills-based. 3️⃣ Obstacles to transformation. Section three outlines the challenges of moving along the skills-based spectrum and how organizations can be proactive when planning to address them. HR leaders will also find guidance on current philosophies of work, challenges with evaluating skills, the relevance and half-life of certain skills, and the current and future states of skills intelligence. 4️⃣ Visualize the future. Section four provides sample questions to determine the organization's readiness for transformation, presents real-world examples of organizations with effective skills-based practices, and covers the fundamental conditions required for change. The final section also offers a list of resources to support movement along the skills-based spectrum. McLean & Company explains that though a skills-based approach to talent management can come with benefits, such as improved employee retention and enhanced organizational agility, most organizations are not yet ready for this type of transformation. The path forward to skills-based decision-making is intentional and demanding, requiring support from HR to make realistic choices around the right approach for each organization's unique needs. McLean & Company defines a purely skills-based organization as one that "makes all talent decisions through the lens of skills and skills intelligence, which is the ability to identify, grow, and leverage abilities at the individual and organizational levels." The skills-based operating model is inherently agile and can pivot to address change quickly and effectively, but the shift from a job-based model requires a complete reconceptualization of an organization's relationship with what work is. ***to learn more see link in the comments box below Acknowledgment: McLean & Company

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What 3 HR leaders would fix with a magic wand 🪄 1 - Conflict & misunderstandings "I would want every person in an organization to operate with authentic communication. I feel like so much of what we do and so many issues and problems and conflict and misunderstandings could be resolved if we were authentically communicating. That includes listening. That includes trying to understand. Seek first to understand and then to be understood. If we were all operating from this grounded, centered place of authentically sharing and communicating and listening, I think that so much of what we do would be resolved." - Gianna Driver, CHRO at Exabeam 2 - Bad managers "I think that I would probably make every people manager around the world a great one. People managers have a lot of influence on people's experiences, mental health, and their careers. If every manager had the tools and understood the responsibility of what they're doing, that would be very powerful." - Samantha Simmons, SVP People & Culture, Spurs Sports & Entertainment 3 - How we think about HR "I would reframe HR. Everybody believes that HR is part of what they do. But it's not HR as in human resources. It's 'human relations'. If we reframed it in that way, everyone would know it was part of their responsibility." - AJ Thomas ⚡️ ____ 🔔 Get more insights like this delivered directly to your inbox. Sign up for our weekly newsletter in the comments. #HR #CHRO #ChiefPeopleOfficer #HRpodcast

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Let's Talk About Operational Culture: 👉 Your Organizational Development is being impacted...whether you know it or not 👉 Don't wait until organization is in crisis to create space for ongoing operational/cultural conversations. A little proactivity can go A LONG WAY. 👉 Click the Link to discover how your reponse to operational culture is impacting your organization 😎 👉 Schedule Your Call with Us #ministryoperations #organizationaldevelopment #leadership #executive #pastors #healthyculture #internaloperations #operationalculture #aviopssolutions https://lnkd.in/gJiUvY2w

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🌟 Exploring Strategic Workforce Planning (SWP) 🌟 SWP is a continual process crucial for optimizing costs and ensuring organizational success by having the right people, skills, and knowledge in place. Led by business and HR leaders, the aim is to align the workforce with long-term strategies while being adaptable to unexpected changes. SWP's key goals: 🔹 Size: Balancing the number of employees to avoid inefficiencies or production limitations. 🔹 Shape: Ensuring the right competencies and succession planning for current and future needs. 🔹 Cost: Striving for optimal labor expenses to avoid financial challenges. 🔹 Agility: Building a lean and flexible workforce capable of meeting dynamic market demands. Understanding these pillars is essential for organizations to thrive in today's ever-evolving business landscape. #WorkforcePlanning #HRStrategy #BusinessOptimization #SWP #HR

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Employee training. Poor execution can leave irreparable damage to your organization – both internally and externally. Recovery can take months, if not years. Our seasoned experts can provide a baseline coaching assessment to analyze the quality and style of your coaching methodologies, as well as the operational support that is in place to drive performance. This includes Customer Experience goals, coaching culture, metric alignment, time management, and coaching skill development and coaching skill development. https://hubs.ly/Q02xXD120 #thenorthridgegroup #EX

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How does HR prepare for black swan events and enable the business to navigate a VUCA world? What skills do HR professional’s need to power up to be future proof? How can HR navigate the paradoxes we face? Yesterday I had the pleasure of spending the morning in Charlotte at the Mid-Atlantic Goodwill Industries coalition (MAGIC) HR conference and explore the future of HR with an exceptional group of HR leaders. Inspiring conversation around how to navigate a world where the pace of change just keeps accelerating! Special thanks to the organizers for their incredible hospitality!! Here is what we explored: What is the future of HR? Over the past several years, HR has played a critical role in guiding the organization through change and uncertainty, prioritizing HR activities that will add the most value. Several drivers of change will continue to influence the HR landscape: 1️⃣ Shifts in workforce demographics and composition are bringing more diversity to organizations. 2️⃣ Political, social, economic, and environmental developments are raising concerns around living costs, recession, global health concerns, climate change, and social movements. 3️⃣ Work itself is being reconceptualized through contingent workers, multiple-job holders, and remote and hybrid work. 4️⃣ Changes in employee sentiment are driving an increased desire for work-life balance, flexibility, and security. 5️⃣ Technological application and advancement are forcing organizations and HR functions to evolve and adapt. “Sentiments toward the HR function remain largely consistent – it has been perceived as a function that is increasing in importance, rather than one that is already important. Our Future of HR Report can serve as a powerful resource, providing a strategic lens to propel HR's transformation and drive organizational growth through informed decision-making and proactive planning.” Why does it matter? HR's role as a strategic business partner is pivotal in helping organizations prepare for the future. While many HR functions are already operating as a strategic partner, many remain reactive and struggle to prove their strategic value. This research will help you: ✴️ Understand the drivers that influence HR, and build a robust affirmation for the importance of HR. ✴️ Prioritize HR activities that will add the most value and determine what skills are required to deliver on those activities. ✴️ Recognize the need for designing a customized HR structure and operating model to deliver value to the organization. *** Link to the future of HR research in the comments box below Acknowledgment: post and presentation based on research by McLean & Company #hr #hrstrategy #chro

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Most organizations have EAP’s (Employee Assistance Programs) which largely go unused. It’s not because they’re ineffective programs, it’s because of the barriers to engagement. Team members often don’t know they exist, or if they do, they typically aren’t willing to take the step to engage because of confusion or perceived complexity. And if they do engage, there’s often a reluctancy to follow through due to fear of stigma. With that in mind, Mindful Journey was designed to be a preventive tool (that can work in conjunction with EAP’s) that organizations embrace and drive as a cultural staple. It’s positioned to be a resource where people can revert to in all moments — not just in potential moments of crisis — for the recognition that growth and caring for self is a never ending process. One of the many features of the program that helps to accomplish that objective are weekly challenges distributed via e-mail every Sunday. These are small, digestible, and attainable bites that individuals have to work toward and look forward to in a given week. And we continue to hear such positive remarks like Michelle (a team member with one of our clients, the City of Miami Gardens) shares in this video. Although Michelle mentioned in the video that she had to sign up for these, once the City onboarded, she actually immediately began receiving co-branded e-mail messages from Mindful Journey. This takes away the barrier to engagement and allows team members, who otherwise may not have wanted to reach out to HR for access to such a program, an opportunity to explore at their leisure in an unthreatening setting. We’re grateful for all the organizations who’ve entrusted us with the opportunity to support team member mental health well-being and we look forward to continuing this journey as we strive to create a happy, healthy, and hope filled world! *Please forgive the noise & background music — this was filmed while visiting their health fair last week. 😊 #mindfuljourney #mentalhealth #support #community #careforself #testimonial #life #reflection #mindfulness #inspiration

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🌟 How Do You Engage Your Leaders? 🌟 As we honor the immense value that workers bring to our organizations this month, it’s crucial to engage in meaningful conversations about effective change management. Ron Stewart from Prosci Canada discusses just this in his article, “How to Talk to Executives and Sponsors About Change Management.” Ron provides invaluable insights into aligning executive leaders with change initiatives. Discover how the language of risk management, project benefits, and operational synergy can transform your change management conversations and drive successful outcomes. 🔗 https://ow.ly/2Ws450Rvtv6 🔗 #WorkersMonth #ChangeManagement #Leadership #BusinessTransformation #ExecutiveEngagement

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When you support your executive leaders with coaching, they begin to show up differently in your organization. From transforming how they work with their team and peers to strengthening their leadership narrative and clarifying their sense of purpose, our executive coaching programs help them lead with authenticity. https://bit.ly/44GSYV9

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How do your organization’s diversity, equity, inclusion, and belonging strategies measure up in 2024? Learn about the current state of DEIB strategy with this infographic summarizing key findings from the Future of DEIB 2024 report 👉 https://bit.ly/3xHhwTy #DEIB #DEI #Diversity #Equity #Inclusion #Belonging #WhitePaper #Research

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Understanding organizational culture forms the bedrock of effective implementation planning. We are thoroughly impressed by this insightful visual shared by @Haypsych, showcasing a culture web. We see so many ways this is related to how we talk about #implementation context.

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