Erin (Rybacek) McAuley

😯 71% of US CEOs say they feel like imposters 🤔 I know I was surprised to see that stat #KornFerry shares from a recent survey! And, the higher up the org chart someone ascends, the more acutely they feel imposter syndrome. What is behind this? It's not a lack of confidence or experience. Rather it's the massive number of significant challenges simultaneously: 🤺 transform their organizations 🤺 be the culture carriers 🤺 figure out the role of #AI in their business 🤺 navigate geopolitical challenges 🤺 satisfy investors 🤺 speak to social issues So the combo of being confident AND humble is effective. This opens up the path to know you don't have all the answers and you don't need to pretend. A few suggestions to up your odds of success: 👉 hire direct reports that push you up vs you pulling them up 👉 have an "advisor" or #peeradvisory trusted group where you can share your challenges and gain perspectives and d options 👉 learn how to tap into your creative side 👉 be intentional about staying healthy (sleep, diet, exercise, meditation) How else might you do to manage your imposter syndrome? Thanks to Korn Ferry for the survey and the tips! Article link in comment section! #CEOs #BUSINESSOWNERS #EXECTUIVE #IMPOSTERSYNDROME

7

18 Comments

The future is fractional. Why? So many Chief People Officers like me, and other executives are trading in their corporate salaries for more flexibility and the chance to design their lives the way they want to live. And companies are tapping into this talent - it is affordable and flexible for them. I’m thrilled to be a part of the future- and I got to share some of my thoughts in this Worklife article, along with my friends Morgan Williams and Anessa Fike. https://lnkd.in/eQdzPN8F

291

28 Comments

Pivot Point: In the tumult of modern discourse, where the voices of exclusion and division echo relentlessly, there exists a sanctuary of profound wisdom, nestled within the sacred pages of John 15. As the tendrils of Christian nationalism entwine with rhetoric that opposes Diversity, Equity, and Inclusion (DEI) efforts, it is imperative to turn to the timeless teachings of Christ for guidance and illumination. Amidst the din of intolerance, John 15 emerges as a beacon of hope, offering not only solace but a compelling narrative that intricately weaves together the spiritual essence of Christianity with the principles of DEIB. As we embark on a journey through this sacred text, we are called not only to reflect on its profound truths but to confront the stark realities of our time, challenging us to transcend the barriers of prejudice and embrace a vision of unity and justice. Thus, it is within the depths of John 15 that we discover a transformative power, igniting within us a fervent resolve to champion the cause of inclusion and equality, and to stand steadfast against the forces of division and hatred.

2

🔑 AVOID THESE 4 EXECUTIVE COMMUNICATION PITFALLS Has anyone ever told you that you need to speak more concisely? It's typical feedback given to women who want to move toward executive positions. Here are 4 common pitfalls to avoid so the advice to "be more concise" makes you hone your messages, not lose your voice. https://buff.ly/3VnG6AJ 👂 PSST...Read all the way to the bottom for the 4th tip. #WomenLeaders #LeadershipDevelopment #ExecutiveCommunication #CareerDevelopment

7

Want to be featured on our podcast? I'm interviewing Alim A. Dhanji, the chief people officer at Equinox, next week. He’s had a remarkable 25-year journey crafting diverse, high-performance teams that deliver stellar results. Before his time at Equinox, he led as president of adidas Canada, guiding business strategy across multiple channels. Do you have questions you would like to ask during the show? For example: -How do you nurture a thriving workplace culture? -What are the most effective strategies for driving performance? -How do you get your people to care about work? Submit your questions here: https://lnkd.in/eVMrazhd This is a fantastic opportunity to make your voice heard and gain insights from a seasoned leader in the industry. Feel free to jot down your queries in the comments below. #cultureleaders #podcast #qna #culturekeynote

19

1 Comment

How can CEOs build healthy relationships with their top executives — and help them do the same with each other? Relationships are complicated, especially when CEOs and top execs face stress, urgency and uncertainty. That’s why I’m excited to be hosting a webinar on June 26 at 11 am CT, where I’ll share what makes for strong leadership team relationships, what can go wrong, and how you can steer your team around obstacles. When you attend, you’ll learn how to: - Identify healthy and not-so-healthy relationship dynamics - Work through conflict in productive ways, keeping shared goals in mind. - Enlist 1:1 executive coaching to help teams move forward together. Register today! https://hubs.li/Q02yWnQZ0 #leadershipteam #leadershipcoaching #conflictresolution

3

Unveiling the Hidden Cost of Employee Disengagement 📉 We just released a new podcast episode where Nigel Kilpatrick and I delve into an often-overlooked issue: the $9 trillion annual loss due to employee disengagement. Yes, trillion with a T! This staggering figure highlights a critical area for intervention. In this episode, we explore the causes of disengagement, like the overwhelming number of IT applications employees face daily, and discuss actionable strategies to turn the tide. 👉 Tune in to discover how you can boost productivity and create a more engaged workforce. Your insights and comments are welcome! #EmployeeEngagement #BusinessProductivity #Leadership #Podcast https://lnkd.in/ggv5KqBt

5

We kicked off Chief Disruptor LIVE with an incredible panel on "Harnessing the Transformational Impact of Adaptive Leadership and Strategies for Competitive Advantage." Here's what we learned: Key Leadership Capabilities:   - Clarity of Mission & Purpose: Essential for aligning and motivating teams.   - Psychological Safety: Creating a culture of trust to foster innovation.   - Empowering Agile Teams: Focus on 'the why' and create value.   - Reflection & Adjustment: Crucial for continuous improvement.   - Adaptive Leadership Mindset: Embrace change and stay ahead with innovation. Panellists: Aruj Haider, Senior Director Emerging Technology Development and Innovation, The Crown Estate Khaliq Akbar, Strategy Director - UK & Ireland Strategy Director - UK & Ireland AXA UK Major General Robin Lindsay CBE, Military Secretary and General Officer Scotland, British Army Matt Robinson, Chief Technology Officer, FairPlay Sports Media #ChiefDisruptor #ChiefDisruptorLIVE #Connect #Learn #Disrupt #BusinessLeaders #Leadership

16

4 Comments

Gen Z, start-up businesses...the whole world is increasingly diverse. That's just ONE good reason employers must put DEIB on their strategic agenda. Read more from Zach Donah of MassCPAs in this week's Accounting Today Voices https://lnkd.in/gb6VAUki ConvergenceCoaching, LLC

8

1 Comment

We take the time to explore different perspectives on Leadership challenges to equip you with new insights so that you can move from “Manager of Things" to Leader of People. Leadership is a people business, so I wanted to share this replay that digs into how to go... From Small Talk to Meaningful Conversations at Work Drop #replay & your insights in the comments of the video to get some interesting conversations started. Cheers to Leading People First! Your Executive Coach, Melissa https://lnkd.in/gcegEwus #InfluentialLeadership #LeadershipDevelopment #HighPerformingTeams

1

1 Comment

In need of quality resources for younger leaders? For many up-and-coming leaders, they are in the middle between “experienced enough to lead” and “not yet needing executive content.” I find quality leadership articles for this group hard to find, but HBR Ascend is filling that void. (You can also follow on Instagram) https://bit.ly/3PjsCDZ

1

Explore the value of Employee Resource Groups (ERGs). ERGs have evolved from social initiatives to strategic business entities, significantly impacting talent retention and recruitment. Different types of ERGs offer unique benefits, and key factors contribute to their effectiveness. What are your thoughts on the impact of ERGs in the workplace? Share your perspective on how these groups contribute to a more inclusive environment. Join the discussion now and learn more about the significant role ERGs play in fostering diversity and inclusion.  #Management  #HumanResources  #HiringAndPromotion  #Culture  #Leadership  #HR  #Recruiting  #Diversity  #Inclusion  #DiversityAndInclusion  #EmploymentLaw  #Equity  #DiversityMatters  #DiversityEquityInclusion  #DEI  #WorkplaceCulture  #RepresentationMatters #ESG #ROI #Impactinvesting https://lnkd.in/eaSk3thn

7

New BambooHR study finds 25% of VP and C-suite executives, and 18% of HR professionals, anticipated #RTO policies would result in voluntary attrition. The study also found that 22% of HR professionals report no established organizational metrics to assess the effectiveness of RTO policies. *** As a professional who has exclusively worked remotely when not traveling since 2008 and held 100% remote roles as early as 2002, I’ve been able to craft my work day and travel schedules around my children’s school transport, sports and other extracurricular activities, important family events, and more. In parallel, I’ve worked late nights, very early mornings, weekends, and holidays to exceed role targets and be flexible to domestic and international customer and colleague time zones. Knowing a 60+ hour work week (including time at airports and on planes) is needed to achieve responsibilities in my profession, it’s hard to imagine allocating this kind of time to an in-office setting. For one, I would be massively less productive in an office setting and need to put headphones on to drown out distractions, thereby detracting from stated social "benefits" of RTO. Additionally, I would likely spend 2+ hours driving in heavy traffic every day, adding both time and frustration to my work week. I’ve always been grateful for my remote-when-not-traveling roles, and my experiences are a factor in my current #jobsearch. A hybrid in-office scenario is palatable, but with my youngest son entering his junior year of high school and an empty nest on the horizon, I won’t be missing opportunities to attend school and extracurricular events as this precious parenting time winds down. Being the #datanerd that I am, I'm excited to see this research and its findings. The study consisted of a sample size 1,504 professionals, including 504 HR professionals. Among other important findings, BambooHR researchers found that: (*) 25% of VP and C-suite executives, and 18% of HR professionals, hoped RTO mandates would result in voluntary attrition. (*) 22% of HR professionals reported that their organization has no metrics to assess the effectiveness of RTO policies. (*) 32% of managers surveyed report tracking employees as the main goal for their organization’s RTO policy. With these and other study findings, and again, as someone who strives toward #datadrivenresults, I’m not convinced of the stated objectives of RTO initiatives. Additionally, as someone who *interviews future employers* during the interview process as opposed to solely selling my potential value-add for an organization, strict, in-office mandates are a red flag. Looking forward to future studies on RTO and its effectiveness, and how employers will adapt to this and other research on the impacts and objectives of RTO policies.

7

1 Comment

DEI is confusing for leaders: In an environment of Black Lives Matter, the Voice, Sexual Harassment marches and legal cases + the ‘Me Too’ movement: leaders are nervous and if they are not sure, hesitate and say nothing when difference is at play. Re-setting the story and the compass for DEI in 2024 will set you up for real success and a real measure of where you need to head, with a broader level of accountability around SUCCESS! If you would like to understand the rationale for this approach, check out my article: Why should your organisation re-examine it’s story for an inclusive culture in 2024. https://www.rfr.bz/llaa4g4

1