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𝐌𝐚𝐱𝐢𝐦𝐢𝐳𝐢𝐧𝐠 𝐘𝐨𝐮𝐫 𝐇𝐑 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲: 𝐁𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬 𝐰𝐢𝐭𝐡 𝐄𝐱𝐭𝐞𝐫𝐧𝐚𝐥 𝐄𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞&nbsp; Developing a HR strategy is critical for organizational success – not just 𝐖𝐇𝐀𝐓 you are prioritizing, but 𝐇𝐎𝐖 you can make the desired impact. In my experience, leveraging both internal strengths and external expertise has helped me drive efficiency, innovation, and growth.Based on a recent conversation with the Head of People &amp; Culture of an international company with significant changes and growth, here were my suggestions to optimize resources and optimize impact:🔍 𝐀𝐬𝐬𝐞𝐬𝐬 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐂𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬Skill Inventory: Evaluate the existing skills and expertise within your HR team. Technology Utilization: Ensure you're maximizing current HR technologies and platforms. Process Efficiency: Identify and streamline internal HR processes for optimal performance. Example: Redesign the onboarding process to be completely digital, enhancing new hire experience and speeding up integration.📈 𝐃𝐞𝐟𝐢𝐧𝐞 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐞𝐬Core Functions: Retain critical HR functions in-house, such as employee relations and performance management. Growth Areas: Determine areas where internal resources may need enhancement or support, like leadership development, coaching, and cultural transformations. Example: Partner with external coaches to accelerate leadership development or support sales organisations to drive growth, specially in local languages!🌐 𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐄𝐱𝐭𝐞𝐫𝐧𝐚𝐥 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬Scalability Needs: Utilize external partners during peak periods, kickoff of critical or supporting large-scale initiatives to maintain flexibility. Flexible Resource Allocation: Use agile, temporary resources and on-demand support to minimize costs and stay adaptable. Example: Utilize freelance HR consultants for training programs, change management, or interim assignments, avoiding permanent costs.📊 𝐏𝐫𝐨𝐦𝐨𝐭𝐞 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧 &amp; 𝐌𝐞𝐚𝐬𝐮𝐫𝐞 𝐈𝐦𝐩𝐚𝐜𝐭Continuous Feedback: Establish feedback loops to assess the effectiveness and make necessary adjustments. Knowledge Transfer: Promote the sharing of insights and best practices between internal and external resources to build internal capabilities over time. Performance Metrics: Establish clear KPIs to evaluate the success of both in-house and outsourced HR functions. Example: Organize workshops where external experts share their expertise with the internal HR team and also evaluate performance and adjust strategies as needed.💬What are your best practices balancing internal/external resources to optimize your impact in HR?&nbsp;#HRStrategy #HumanResources #TalentManagement #GrowthHacks #OrganizationalSuccess #HRConsulting

Maximizing HR Strategy: Balancing Internal Strengths with External Expertise

👍 𝐔𝐬𝐞 𝐓𝐡𝐢𝐬 𝐒𝐭𝐚𝐤𝐞𝐡𝐨𝐥𝐝𝐞𝐫 𝐌𝐚𝐭𝐫𝐢𝐱 𝐭𝐨 𝐎𝐩𝐭𝐢𝐦𝐢𝐳𝐞 𝐘𝐨𝐮𝐫 𝐂𝐡𝐚𝐧𝐠𝐞 𝐈𝐦𝐩𝐚𝐜𝐭Effective stakeholder management is critical to successful change initiatives. Whether you're navigating complex projects or driving organizational transformations, understanding your stakeholders' level of interest and influence is critical to crafting the right engagement strategies.Here's a simple yet powerful matrix that helps me prioritize and manage stakeholders effectively:1️⃣ 𝐇𝐢𝐠𝐡 𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞 &amp; 𝐇𝐢𝐠𝐡 𝐈𝐧𝐭𝐞𝐫𝐞𝐬𝐭: These are your core supporters. Engage them actively and closely—they are your champions for driving the change.2️⃣ 𝐇𝐢𝐠𝐡 𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞 &amp; 𝐋𝐨𝐰 𝐈𝐧𝐭𝐞𝐫𝐞𝐬𝐭: Keep them satisfied by managing with care. While not highly interested, their influence can sway project outcomes significantly.3️⃣ 𝐋𝐨𝐰 𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞 &amp; 𝐇𝐢𝐠𝐡 𝐈𝐧𝐭𝐞𝐫𝐞𝐬𝐭: These stakeholders need to be informed regularly—they’re invested in the process and often provide valuable insights.4️⃣ 𝐋𝐨𝐰 𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞 &amp; 𝐋𝐨𝐰 𝐈𝐧𝐭𝐞𝐫𝐞𝐬𝐭: Monitor them periodically. While they may not require frequent updates, don’t leave them completely out of the loop.Proactive stakeholder management minimizes resistance and also promotes collaboration and trust, ensuring smoother transitions and better outcomes.📌 How do you prioritize and engage your stakeholders?&nbsp;

Use This Stakeholder Matrix to Optimize Your Change Impact

Pencil on copy space craft paper with text written CAN WE TALK?, concept of boss , manager, partners or friends approach to have a serious talk or difficult conversation to solve conflicts or relationship issues

🤔 Why Receiving Feedback is Tough—and How to Turn It into an Opportunity for Growth&nbsp;Let's face it: receiving feedback isn't always a walk in the park. For many of us, it can be uncomfortable, triggering feelings of vulnerability or defensiveness. This difficulty often stems from a fear of criticism, a desire to be seen as competent, or past negative experiences with poorly delivered feedback. However, learning to effectively receive feedback is crucial for personal and professional development.Here are three tips that have helped me manage how I receive feedback:🌱 Adopt a Growth Mindset&nbsp;Embrace the idea that abilities and intelligence can be developed with effort and perseverance. View feedback as valuable information that can help you improve, rather than as a personal judgment. This shift in perspective allows you to see challenges as opportunities to grow, making feedback a welcomed part of your journey. 👂 Practice Active Listening&nbsp;When someone is giving you feedback, focus entirely on what they're saying. Avoid the urge to interrupt, defend yourself, or formulate a response while they're still speaking. By actively listening, you ensure you fully understand their perspective and demonstrate respect for their input. 📝 Reflect and Take Action&nbsp;After receiving feedback, take time to process it thoughtfully. Identify specific areas where you can apply their suggestions. Develop an action plan with clear, achievable goals to implement changes. This not only helps you improve but also shows others that you value their insights and are committed to your growth. &nbsp; Remember, feedback is a powerful tool that can propel you forward if you let it. By understanding why it may be challenging to receive and applying these strategies, you can transform feedback into a catalyst for success.

Receiving Feedback is TOUGH!

📈 𝐓𝐨𝐩 5 𝐇𝐑 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐞𝐬 𝐟𝐨𝐫 2025 Based on recent discussions with my HR colleagues and the findings from the latest <a data-mce-href="https://www.gartner.com/en/human-resources/trends/top-priorities-for-hr-leaders#:~:text=HR%20trends%20to%20expect%20in%202025&amp;text=Leader%20and%20manager%20development%20tops,HR%20technology%20following%20close%20behind." href="https://www.gartner.com/en/human-resources/trends/top-priorities-for-hr-leaders#:~:text=HR%20trends%20to%20expect%20in%202025&amp;text=Leader%20and%20manager%20development%20tops,HR%20technology%20following%20close%20behind.">Gartner survey</a>, key focus areas are emerging that I believe will shape the future of work and support the growth and change that CEOs are looking for in 2025.Here are my takeaways and suggested ideas for HR leaders aiming to drive business impact:➡️ 𝐋𝐞𝐚𝐝𝐞𝐫 𝐚𝐧𝐝 𝐌𝐚𝐧𝐚𝐠𝐞𝐫 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 75% of HR managers state that managers are overwhelmed by the growing number of tasks. The future requires learning based on peer connections to develop lasting relationships and real-world applications. 💡Actionable Idea: Introduce a leadership mentorship program that pairs mid-level managers with senior leaders, focusing on leadership challenges and career development over a 12 month period.➡️ 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 Only 57% of HR managers are of the opinion that managers are able to enforce the desired culture. Embedding culture in everyday values, behaviors and processes is critical to driving accountability and engagement. 💡 Actionable Idea: Embed culture into your L&amp;D, Performance Management and/or feedback process by referencing culture-driven behaviors, with the opportunity to reward and recognize desired behaviors.&nbsp;➡️ 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠 66 % of HR leaders limit their workforce planning solely to headcount alone. To stay competitive, HR needs to focus on skills-based planning for future needs and go beyond short-term solutions.&nbsp; 💡Actionable Idea: Use data analytics to identify future skills gaps and tailor reskilling programs to close these gaps, ensuring talent readiness for future roles.&nbsp;➡️ 𝐂𝐡𝐚𝐧𝐠𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 74% of HR leaders saying that managers are unprepared to lead change. By leveraging influencers/allies within the organization, leaders can make change more manageable and sustainable. 💡Actionable Idea: Identify and train "change champions" across departments to act as advocates and provide support during major change to reduce the burden on managers.&nbsp;➡️ 𝐇𝐑 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 55% of leaders believe that current solutions are not meeting business needs. HR needs to move from simply automating tasks to using technology for strategic change. 💡Actionable Idea: Develop a GenAI pilot program for HR to improve decision making and expand self-service options for employees. (I know! I always reference this example but it’s such a quick win.)🤷What top priorities are you working on to adapt and support your organization’s growth objectives?

Top 5 HR Priorities for 2025

Recently, I had the pleasure of catching up with a dear friend who serves as the Chief HR Officer of an important international chemical company. As we discussed her organization's business outlook, I was genuinely impressed by how she had immersed herself in the business and technical jargon of her industry. Her ability to converse fluently with her colleagues and stakeholders not only earned their respect but also enhanced her effectiveness as a strategic partner.💡 This got me thinking...𝐇𝐨𝐰 𝐜𝐚𝐧 𝐇𝐑 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬 𝐝𝐞𝐯𝐞𝐥𝐨𝐩 𝐚𝐧𝐝 𝐥𝐞𝐯𝐞𝐫𝐚𝐠𝐞 𝐚 𝐬𝐭𝐫𝐨𝐧𝐠 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐨𝐟 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐚𝐧𝐝 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐜𝐨𝐧𝐜𝐞𝐩𝐭𝐬 𝐭𝐨 𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧 𝐭𝐡𝐞𝐦𝐬𝐞𝐥𝐯𝐞𝐬 𝐚𝐬 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐩𝐚𝐫𝐭𝐧𝐞𝐫𝐬 𝐚𝐧𝐝 𝐝𝐫𝐢𝐯𝐞 𝐩𝐨𝐬𝐢𝐭𝐢𝐯𝐞 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬?In my experience as an HR leader and consultant, it's not just important—it's essential. Here's why:▶️ Enhanced Credibility and Trust 72% of business leaders believe that HR's understanding of business operations significantly impacts their trust in HR's recommendations. (SHRM)▶️ Better Alignment with Business Goals Deloitte's GHC Trends report indicates that organizations with strong HR-business alignment are 2.5 times more likely to be high-performing.▶️ Improved stakeholder communication and engagement.&nbsp; By mastering business and technical language, HR can more effectively negotiate, influence, and collaborate with stakeholders across the organization.𝐓𝐡𝐫𝐞𝐞 𝐓𝐢𝐩𝐬 𝐟𝐨𝐫 𝐇𝐑 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬:1️⃣ 𝐈𝐦𝐦𝐞𝐫𝐬𝐞 𝐘𝐨𝐮𝐫𝐬𝐞𝐥𝐟 𝐢𝐧 𝐭𝐡𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬: Take proactive steps to learn about your company's products, services, and industry trends. Attend cross-functional meetings, participate in training sessions, and engage with different departments to gain a holistic understanding of the business.2️⃣ 𝐋𝐞𝐚𝐫𝐧 𝐭𝐡𝐞 𝐋𝐚𝐧𝐠𝐮𝐚𝐠𝐞 𝐨𝐟 𝐘𝐨𝐮𝐫 𝐒𝐭𝐚𝐤𝐞𝐡𝐨𝐥𝐝𝐞𝐫𝐬: Familiarize yourself with the terminology and jargon used by your colleagues. This not only facilitates clearer communication but also demonstrates your commitment to being an integral part of the team.3️⃣ 𝐀𝐥𝐢𝐠𝐧 𝐇𝐑 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐰𝐢𝐭𝐡 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐆𝐨𝐚𝐥𝐬: Use your business knowledge to tailor HR initiatives that directly support organizational objectives. By aligning HR strategies with business goals, you can contribute more effectively to the company's success.✍ In what ways has developing your business acumen amplified your impact as an HR Business Partner?&nbsp;

Amplifying the Impact of HR - Develop Your Ability to Speak "Business"

💡 𝐓𝐨𝐩 5 𝐤𝐞𝐲 𝐬𝐮𝐠𝐠𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐨𝐯𝐞𝐫𝐜𝐨𝐦𝐢𝐧𝐠 𝐫𝐞𝐬𝐢𝐬𝐭𝐚𝐧𝐜𝐞 𝐭𝐨 𝐜𝐡𝐚𝐧𝐠𝐞/𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧Change is a constant in today's business landscape, and dealing effectively with resistance is key to successful transformation. Resistance to change can lead to decreased productivity, delayed implementation, loss of talent, and a negative organizational culture.&nbsp;Here are my top five suggestions to overcome resistance:1️⃣ 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭𝐥𝐲: Clearly lay out the reasons for the change and its benefits. When employees understand the "why"," they are more likely to support the change and feel included in the process. 2️⃣ 𝐄𝐧𝐠𝐚𝐠𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬: Involve employees in the change process at an early stage by asking for their input and feedback. This encourages a sense of ownership and reduces resistance as team members feel valued and heard.&nbsp; 3️⃣ 𝐓𝐫𝐚𝐢𝐧 𝐚𝐧𝐝 𝐬𝐮𝐩𝐩𝐨𝐫𝐭: Provide the necessary resources and training to help employees adapt to new systems or processes. Confidence in their abilities will reduce anxiety and promote a smoother transition. 4️⃣ 𝐎𝐩𝐞𝐧𝐥𝐲 𝐚𝐝𝐝𝐫𝐞𝐬𝐬 𝐜𝐨𝐧𝐜𝐞𝐫𝐧𝐬: Understand the nature of the resistance. Create channels for employees to voice their concerns and questions. Proactively addressing these concerns will build trust and prevent misinformation from spreading. 5️⃣ 𝐄𝐧𝐠𝐚𝐠𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Leaders should model the behaviors they want to see across the organization. Visible leadership commitment emphasizes the importance of change and inspires others to do the same.Resistance is feedback not just an obstacle. Using these five tips I suggested, organizations can turn resistance into an opportunity for growth and collaboration, ensuring a more successful change process."𝐏𝐞𝐨𝐩𝐥𝐞 𝐝𝐨𝐧'𝐭 𝐫𝐞𝐬𝐢𝐬𝐭 𝐜𝐡𝐚𝐧𝐠𝐞. 𝐓𝐡𝐞𝐲 𝐫𝐞𝐬𝐢𝐬𝐭 𝒃𝒆𝒊𝒏𝒈 𝐜𝐡𝐚𝐧𝐠𝐞𝐝!" — Peter Senge➡️ What have you implemented to overcome resistance?

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Maximizing HR Strategy: Balancing Internal Strengths with...

Use This Stakeholder Matrix to Optimize Your Change Impact

Receiving Feedback is TOUGH!

Top 5 HR Priorities for 2025

Amplifying the Impact of HR - Develop Your Ability to Spe...

Overcoming Resistance to Change