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📈 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?

Overcoming Resistance to Change

⚠️ 4 𝐓𝐫𝐚𝐩𝐬 𝐭𝐨 𝐀𝐯𝐨𝐢𝐝 𝐚𝐬 𝐘𝐨𝐮 𝐓𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧 𝐢𝐧𝐭𝐨 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐑𝐨𝐥𝐞𝐬I remember how excited and nervous I was in the first few months of my first leadership role. As you step into your next leadership role, it's important to avoid common pitfalls that can hinder your impact in the first 90 days. In a recent Harvard Business Review article, David Lancefield identifies four key traps leaders can fall into and offers practical strategies to successfully navigate around them.Here are some of the key points I took from the article:1️⃣ 𝐓𝐡𝐞 𝐋𝐢𝐧𝐠𝐞𝐫𝐢𝐧𝐠 𝐓𝐫𝐚𝐩: Leaders sometimes find it difficult to fully detach from their previous role, slowing their start in the new one. 💡 Set clear boundaries with your manager regarding your involvement in successor onboarding and handover responsibilities. 💡 Decline additional requests from your previous role, helping you focus on your new role without being pulled back into former duties.2️⃣ 𝐓𝐡𝐞 𝐀𝐝𝐫𝐞𝐧𝐚𝐥𝐢𝐧𝐞 𝐓𝐫𝐚𝐩: Holding on to the fast pace and intensity of your leadership journey can prevent you from taking the time to recharge before your next challenge. 💡 Conduct a mental and physical well-being check to assess resilience and identify any necessary lifestyle changes (how will you adapt physically and emotionally in the new role). 💡 Reflect on your emotions and connect with others who have experienced similar transitions to gain perspective and support.3️⃣ 𝐓𝐡𝐞 𝐉𝐮𝐝𝐠𝐦𝐞𝐧𝐭 𝐓𝐫𝐚𝐩: Entering a new role with preconceived assumptions or biases can limit your ability to see important details and diverse perspectives. 💡 Prepare questions to ask key stakeholders to gain a comprehensive understanding of the organization's current state (listen more, talk less). 💡 Make decisions based on evidence and not assumptions. Use data to guide your strategy.4️⃣ 𝐓𝐡𝐞 𝐃𝐨𝐠𝐦𝐚 𝐓𝐫𝐚𝐩: Relying too heavily on a specific leadership style may not align with the unique needs of your new organization. 💡 Determine key challenges and opportunities and explore various paths to achieve your goals.&nbsp; 💡 Design a strategy that plays on your and your team's strengths while allowing for innovation and adaptation.hashtag#Transitions are a powerful opportunity to redefine your leadership journey. By approaching them with the right mindset and strategies, you can set yourself up for lasting success.&nbsp;Looking back on my leadership transitions, there were times when I fell into the “adrenaline trap”: full of energy and ideas, when I could have been less intense, listened more and prioritized key objectives in my first 30/60/90 days.What are your learnings from your leadership transitions?

Transitioning into Leadership

𝐀𝐜𝐜𝐞𝐥𝐞𝐫𝐚𝐭𝐢𝐧𝐠 𝐓𝐞𝐚𝐦 𝐈𝐦𝐩𝐚𝐜𝐭: 𝐓𝐡𝐞 𝐑𝐨𝐥𝐞 𝐨𝐟 𝐇𝐑 𝐢𝐧 𝐅𝐨𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐚 𝐏𝐨𝐬𝐢𝐭𝐢𝐯𝐞 𝐖𝐨𝐫𝐤 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭In today's dynamic business world, effective teamwork is not just an advantage, it's essential. As HR professionals, we have a unique opportunity to support leaders and build collaborative, high impact teams. Following Tuckman's "Forming, Storming, Norming and Performing" model, here are my suggestions that HR can implement at each stage to strengthen team cohesion and impact.1️⃣𝐅𝐨𝐫𝐦𝐢𝐧𝐠: when everyone gets to know each other and their role is often reserved and polite. ✔️Facilitate clear onboarding processes that introduce new team members not only to their role, but also to the team’s goals, culture and expectations. This creates a level playing field for everyone. ✔️Organize team-building activities that encourage open communication and help team members make personal connections early on.2️⃣𝐒𝐭𝐨𝐫𝐦𝐢𝐧𝐠: where conflicts can arise between team members as they assert their ideas and vie for positions within the group. ✔️Provide conflict resolution training to equip leaders and teams with the skills to deal constructively with disagreements. ✔️Provide mediation support to address and resolve conflicts in a timely manner, prevent escalation and promote a collaborative environment.3️⃣𝐍𝐨𝐫𝐦𝐢𝐧𝐠: when the team begins to develop common norms and work more coherently. ✔️Develop clear team norms and values: Help leaders formalize team agreements about how they will work together, make decisions and handle conflict to ensure everyone is pulling in the same direction. ✔️Encourage shared goal setting: Facilitate sessions where the team sets goals and milestones together to increase ownership and commitment to the team's goals.4️⃣𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐢𝐧𝐠: when the team is functioning at a high level and members are working effectively towards common goals. ✔️Recognize and reward team successes to reinforce effective teamwork and motivate continued high performance. ✔️Support continuous development that enables the team to innovate and excel.⏩To ensure effective and inclusive assessment and feedback in diverse teams, it is crucial to be culturally sensitive, use multiple perspectives, provide constructive feedback, promote a culture of belonging, and seek feedback from team members.By proactively supporting leaders at each stage of the Tuckman model, HR can play a pivotal role in transforming groups of individuals into cohesive, high-performing teams. HR Business Partners can leverage these strategies to improve collaboration, achieve results and drive your organization forward.💡What best practices do you have facilitating collaborative, high impact teams?

Accelerating Team Impact - The Role of HR

man in white dress shirt sitting beside woman in black long sleeve shirt

🚧 𝐋𝐞𝐚𝐝𝐢𝐧𝐠 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 &amp; 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐡𝐚𝐧𝐠𝐞 𝐰𝐢𝐭𝐡 𝐈𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧According to Forbes, 70% of all change initiatives fail! Some of these are due to resistance from employees and/or poor role modeling by managers.When managing cultural and transformational change in your organization, HR leaders should go beyond traditional project management. Effective change leadership requires a strong focus on the emotional and behavioral aspects that drive success. A deliberate approach is critical to success.Here is a straightforward process to guide you through your change management initiative:1️⃣ 𝑳𝒂𝒚 𝒕𝒉𝒆 𝑭𝒐𝒖𝒏𝒅𝒂𝒕𝒊𝒐𝒏: Start by developing a clear understanding of why the change is necessary. Involve key stakeholders from the outset to create alignment and a shared sense of purpose.&nbsp;2️⃣ 𝑫𝒆𝒇𝒊𝒏𝒆 𝒕𝒉𝒆 𝑷𝒂𝒕𝒉 𝑭𝒐𝒓𝒘𝒂𝒓𝒅: Clarify the vision and the specific results you are aiming for. Break down the change into actionable, manageable steps and make sure everyone understands their role in the process.3️⃣ 𝑫𝒓𝒊𝒗𝒆 𝒕𝒉𝒆 𝑬𝒙𝒆𝒄𝒖𝒕𝒊𝒐𝒏: Implement the plan with a dual focus on tasks and people. Prioritize consistent communication and support your teams in coping with the changes on an emotional and behavioral level.4️⃣ 𝑬𝒎𝒃𝒆𝒅 𝒕𝒉𝒆 𝑪𝒉𝒂𝒏𝒈𝒆: Ensure that the change sticks by integrating it into the organizational culture. Reinforce the new behaviors, celebrate milestones and keep the lines of communication open to maintain momentum.🔑 𝐊𝐞𝐲 𝐭𝐨 𝐒𝐮𝐜𝐜𝐞𝐬𝐬: Continuous communication and active engagement with all stakeholders is crucial. These elements ensure that everyone involved feels included, valued and committed to the journey. Remember, leading change is about more than just following a plan — it’s about leading with empathy, intention and a focus on the people who will bring the change to life: leaders and employees!💡What are your best practices for implementing sustainable change in your organization?

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Top 5 HR Priorities for 2025

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

Overcoming Resistance to Change

Transitioning into Leadership

Accelerating Team Impact - The Role of HR

Leading Cultural and Transformational Change with Intention