Phil Kirschner

Feeling the pressure of driving transformation in your organization? Change fatigue is real, and it's impacting leaders everywhere. Discover how meaningful work, autonomy, and connection can be the antidote. In our latest blog, we explore how Yumi, an innovative app, provides real-time, personalized feedback to support behavior shifts and engage your team in meaningful change. Turn fatigue into new energy and success. #Transformation #LeadershipDevelopment  Read it now: https://bit.ly/4bZf75J

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Making the best decisions about our talent is likely one of the most important and most challenging parts of leadership. We continue to see two big areas that organizations are missing; bringing objective data to talent decisions, and making sure leadership and the culture can support growth and development. Getting the best and diverse talent requires both.

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Using Skills Data to Inform Learning Strategy Mature learning organizations are leveraging skills data to navigate the future effectively, predicting needed skills and making informed workforce decisions. Deloitte's study highlights that such organizations are significantly more adept at anticipating and addressing skill gaps. By ditching the blindfold and using data-centric approaches, companies can align their workforce with strategic goals, enhancing competitiveness and fostering continuous growth.

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#GenerativeAI offers efficiency, but employee adoption hinges on shared benefits and supportive leadership. By adding joy to work, co-creating with employees, and ensuring managers serve as role models, you can flip the odds of success. In a new Harvard Business Review article, Debbie Lovich, Rosie Sargeant, and Jacob Smith share research findings that show that reducing "toil" and increasing joy at work lowers attrition risks. They suggest that successful hashtag#AI adoption depends on managers who actively use the technology to drive employee engagement and satisfaction. hashtag#FutureOfWork | hashtag#ArtificialIntelligence

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For Chief Human Resources Officers, dealing with divergent perspectives between employees and the C-suite on purpose, technology, office space and amenities, and their influence on productivity, culture and engagement, requires a nuanced approach. Those who can embrace human-centered leadership are more likely to generate lasting change and a more positive, engaged workforce. Stephen Koss and Shinichiro Uzawa discuss how human-centered leadership encourages more positive responses to change. You may find out the discussion in the link. #humancenteredcxo #csuite #leadership #betterworkingworld #transformation #CHRO #employee #talent

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With so much happening within organizations these days, having the energy to transform successfully is not a given. In this very quick and relevant read,   HBR describes four key steps companies embarking on transformation initiatives should take so they don’t fall victim to burnout on the way. If you or your organization is about to launch a transformation of its own, this might be of interest to you. Check it out!

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When it comes to data for understanding how people work, workplace leaders often feel overwhelmed by the complex sources and types of data. The sheer volume of data produced by passive methods (e.g., sensor, badging) also can create noise that buries the most valuable insights. Join me in this discussion to get first-hand advice from two data experts, Sandra Panara and Stephen Smith, on how you can connect the dots and make sense of what you have. Sign up below! 📅

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Today is the 13th Global Accessibility Awareness Day! Thursday, May 16, 2024, marks the 13th Global #Accessibility Awareness Day (GAAD). The purpose of #GAAD is to get everyone talking, thinking and learning about digital access/inclusion and people with different #disabilities. https://accessibility.day/

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Whether you're in a workforce planning role, considering implementing workforce planning at your organization, or just curious about the topic, this panel with Michael Walsh, PhD Dan Lezotte, and me from #SIOP24 is packed with pragmatic insights. My top 10 nuggets include: 1) Balancing data with pragmatism 2) Focusing on the business problem, first and foremost 3) Being flexible and adapting to the business context and needs 4) Don't lead with technology; get the process right first 5) Perfect data is not required to get started and add value 6) Don't let workforce planning become an analytical or science experiment 7) Stakeholders from the Business, as well as Finance and Strategy, are critical 8) Segment talent and focus on roles that have a force-multiplying effect 9) Infer future skill needs from role-level workforce plans; don't start with skills in your planning models 10) Strategic workforce planning should be the "tip of the spear" of a excellent talent strategy Link to session recording here. https://lnkd.in/gtr6TZYf Society for Industrial and Organizational Psychology (SIOP) #SIOP24 #talentmanagement #workforceplanning

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It’s clear that well-being isn’t just an individual employee goal – it’s an organizational problem. Check out this Deloitte article by my brilliant colleagues Dan Pelton, Ph.D., ABPP and Lauren McGroarty, PMP discussing the framework from The Burnout Epidemic by Jennifer Moss and highlighting specific tools workplace leaders can use to influence and manage employee well-being. What tools does your workplace implement? #RewardsandWellbeing

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How can organizations improve productivity as workplaces evolve around AI, new work design and skills-based talent models? Join Kate Bravery, Brian Fisher, Najla Najm and Will Self for an in-depth discussion on the challenges, trends and solutions driving workplace transformation as organizations look prioritize human potential in a machine-augmented world. #FutureofWork #HR #MercerLive #AI

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😯 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

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Contextual Leadership is useful in encouraging communications among team members. Ideas such as a diagram of how the team works together, how their efforts fit in the overall organization, and making dependencies visible can be very helpful. Check out the article (free). #leadership #contextual #communications Geoff Grenert, Orit Ramler, Vickie Bevenour, MBA, PCC, Jane Sommers-Kelly

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A common misconception about #worklifebalance is that there is some magic ratio that is to singular source of happiness. Work-balance is completely personal and subjective. It can change based on your own personal or professional goals, or any given life stage. It’s your experience for your #wellbeing to unapologetically own, love, and redefine. #KOtruths #employeeexperience #Leadership #ThinkDifferently #EmployeeExperience #PeopleAnalytics #IThinkILoveMyJob Pre-Order I Think I Love My Job Now! Pre-order: https://lnkd.in/eqW_czRS Mailing List: https://lnkd.in/e9jsek8b

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🙌🏻 Join us for this month's Thoughtful Tuesday topic: Neurodiversity in the Workplace. Based on the guidebook “Neurodiversity in the Workplace” created by Arcadis, this session is intended for managers, co-workers, and all who identify as neurodivergent. You will learn about different types of neurodiversity, best practices for collaboration, considerations for improved performance, and practical tips to create an inclusive workplace. 💡Did you know that neurodiverse teams can be up to 30% more productive than non-neurodiverse teams? ✌️🏻 Neurodiversity is a term that acknowledges neurological differences that should be recognized and respected, just as any other human variation (e.g., ethnicity, sexual orientation, gender, age). Therefore, neurodivergent describes a person whose brain differences affect how their brain works. Using this terminology, we understand that neurological conditions are a part of what makes a person who they are, and taking away that condition is taking away their individuality, suggesting that these conditions do not need to be cured but rather celebrated. 🫶🏻 With around 15% of the global population believed to be neurodivergent, this session aims to educate on the challenges faced and the opportunities available for those who are disabled or neurodivergent. A combination of these types of unique perspectives and non-traditional ways of working can lead to great innovation and problem solving. 📕 For more details, visit: NeurodiversityAtWork_Arcadis_X (adobe.com) Giovana Batista; Geneva Hudgins; Supriya Murthy; Gerald Griffin Jr. ; Kayla Sanon; Lyndsey Davis EIT, ENV SP ; Teresa Wong, P.E.; H. Ali Mahan, PE; Jordan Stokes https://lnkd.in/efqjFknd

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Getting my change management practitioner skills on this week in an intensive 3 day PROSCI training through Kaiser Permanente. I've long been interested in the psychology of change- why we resist change, what we need to accept it, and how to make good change stick. #changemanagement

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How do you measure the value of AI within a work environment? We have introduced a new metric called Copilot Assisted Hours to help leaders understand how Copilot improves work for employees. Instead of looking at only time saving, it also incorporates: - quality of work - amount of effort put into an activity - creativity The metric reflects key data from telemetry such as meeting hours summarized by Copilot, Copilot chat searches, summaries of email threads, documents, and presentations, and creations of documents. Leaders can view their organization’s unique number in their Copilot Dashboard and drill down on smaller groups to see the breakdown of how their workforce is using Copilot. #msftadvocate #worklab #copilot #CopilotDashboard #microsoft

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Feedback takes courage, commitment, and time. Teaching and reinforcing feedback skills in the flow of work can accelerate a culture of growth and performance. Hear reflections from my colleagues Lisa Christensen, Director of McKinsey’s Learning Design COE, Heather Stefanski, Partner and Chief Learning and Talent Officer, and Greg Williams, Learning Design Expert, on how feedback culture and great learning design can be a bridge to culture building. ➡️ Discover their insights in our People in Progress blog: https://lnkd.in/dXdGuqpq #McKinseyInsights #PeopleinProgress

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How do you know when it’s time for a new CEO? My colleagues Bob Stark and Claudius Alexander Hildebrand discuss the new leadership framework laid out in their upcoming book, The Life Cycle of a CEO: The Myths and Truths of How Leaders Succeed with Fortune. Read more: https://lnkd.in/gmteR7eA

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