Brian Duggan, PCC

You want to be a more strategic talent acquisition leader? AI is here and it affords us the ability to be more strategic. We shouldn't fear it replacing our job... we should fear missing out on having more space and time to learn. We need more leaders and strategists in the talent acquisition space that know how to think. "Corporate America" has lulled us to sleep and its time to wake up. The traditional way of doing business within corporate structures has trained us on 👉what to think👈 instead of creating environments where people learn 👉how to think👈. Dare I say it, our educational systems have also fallen prey to this as well. Schools should be creating environments that nurture curiosity and a love for learning... this has become less and less the case today in my opinion. AI isn't here to replace peoples jobs... it's here to give us space to love learning and have more strategic impact not only in TA but in so many areas of business and life... Don't use AI to do the thinking for you. Use it to create space to spark new ideas and solutions to age old problems. Let's wake up to the opportunities before us using AI to enrich our learning and spend our time on solving the right problems. Agree?

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Conversational interfaces are increasingly important for all enterprise system and specifically for HR system. If your organization is coming up with a "10 Year Strategy Plan", and it does not involve a conversational HR system, that is the BIGGEST CONTRADICTION you will ever see. Why, because if an organization does not invest in a conversational HR system, the chances of it even existing 10 years down the line are downright abysmal. The data from ClayHR's customer base which launched the Ask HR module (More at https://lnkd.in/d-R7KW3Y) shows us clearly that: 1. Once the employees have tasted the success of a conversational HR system, they simply do not want to go back to a legacy interface where they are able to see the data in boring tabular data format. 2. Employees simply prefer the mechanism where they can talk to the system - whether by typing, or by using voice, but quite literally, "talk to the system". Historically, when we digitized the systems, we came to a tabular interface because the technology of that time (think HTML, XML, JSON, Arrays, Lists etc.) across the board could support just that. However, now that the conversational interface like the ones powered by GenAI are available - that is it. There is no going back. Your employees are not going to go back from a conversational interface.

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Like many of you, I have always advocated for EMPLOYEE ENGAGEMENT and what drives it so with that in mind, I wanted to share the results of a 2020 Gallup study on: “The Relationship Between Engagement at Work and Organizational Outcomes”. Excerpts: "The purpose of this study was to examine the: 1) true relationship between employee engagement and performance within organizations 2) consistency or generalizability of the relationship between employee engagement and performance across organizations 3) practical meaning of the findings for executives and managers This study involved 456 research studies across 276 organizations in 54 industries, with employees in 96 countries. In total, this included 112,312 business and work units that, in turn, included 2,708,538 employees. Eleven outcomes were studied and the results are as follows: Across companies, business/work units scoring in the top half on employee engagement more than double their odds of success compared with those in the bottom half of the items studied. The following were the median percent differences between top-quartile and bottom-quartile units. 10% in customer loyalty/engagement 23% in profitability 18% in productivity (sales) 14% in productivity (production records and evaluations) 43% in turnover for low-turnover organizations (those with 40% or lower annualized turnover) 81% in absenteeism 58% in patient safety incidents (mortality and falls) 41% in quality (defects) 66% in wellbeing (net thriving employees) 13% in organizational citizenship (participation) Some of the overall satisfaction items (criteria that employs here asked about) were (The following is not the full listing): -Overall Satisfaction. -I know what is expected of me at work. -In the last seven days, I have received recognition or praise for doing good work. -My supervisor, or someone at work, seems to care about me as a person. -At work, my opinions seem to count. -In the last six months, someone at work has talked to me about my progress. -last year, I have had opportunities at work to learn and grow. The point of this analysis, consistent with the literature that has taken a serious look at this utility, is that the relationship between employee engagement and organizational outcomes, even conservatively expressed, is meaningful from a practical perspective." So what does this actually mean for the leaders? Some of the important questions that we may need to ask (based on this study) are: ➡ What actually drives employee engagement at our organization? ➡ What is your organizational culture like? ➡ Do employees have clarity on what is expected? ➡ Are our core values being represented in the way we operate? ➡ Have we defined core competencies? ➡ Are leaders having the immediate and ongoing conversations that matter? ➡ How are developmental goals being addressed? #employeeengagement #culture #conversations #leadership #performancemanagement

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"When asked whether they think their organization cares about their well-being, only 24% of U.S. employees strongly agree, whereas 65% of CHROs agree with the statement." What is your gap? [A] "tactic for improving well-being is investing in employee recognition. When employees receive recognition and appreciation for doing good work, the likelihood of them being engaged at work increases substantially. There are three types of recognition that organizations can provide employees that can help improve well-being." We can help. Learn more here: https://lnkd.in/diKVpmmn #recognition #wellbeing #appreciation #humanresources

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10-point blueprint. Thank me later. HR Managers level-up to HR Leaders! Sat down with a Head of HR who shared vital tips on this mindset shift.  Let’s unpack them: 1) Embrace Strategic Thinking • Shift your focus from daily tasks to long-term goals. • Connect HR initiatives to the company’s vision. • Develop a deep understanding of operations. Pro-tip: Knowing Market trends often gets missed out 2) Build Strong Relationships • Network with other department heads to understand their needs. • Foster trust and collaboration within HR and across the organization. Pro-tip: Talk to them when they are not hiring/recruiting 3) Innovate HR Practices • Challenge existing processes & introduce new, effective solutions. • Stay updated on the latest HR technologies and trends. Pro-tip: Technology is not only for IT, join tech hackathons 4) Enhance Communication Skills • Master the art of clear, concise, and persuasive communication. • Be the voice of HR in executive meetings. Pro-tip: Take up a course on Active Listening 5) Mentor and Develop Your Team • Invest time in coaching and developing your HR team. • Create a culture of continuous learning and improvement. Pro-tip: Seek a mentor who is Head of HR (most skip this) 6) Focus on Metrics and Analytics • Use data to drive decisions and show the impact of HR initiatives. • Regularly review and analyze HR metrics to identify areas for improvement. 7) Lead by Example • Exhibit the behaviors and attitudes you expect from others. • Show resilience, adaptability, and a commitment to excellence. 8) Understand Legal and Compliance Issues • Stay informed about changes in labor laws and regulations. • Ensure the organization is compliant with all legal requirements. Pro-tip: Compliance knowledge gives you voice at the table 9) Drive Diversity and Inclusion • Promote a diverse and inclusive workplace. • Implement policies and practices that support diversity and inclusion. 10) Develop a Vision for HR • Create a clear, compelling vision for the HR function. • Align your vision with the overall goals of the organization. The best HR leaders don't just manage people. The best HR leaders inspire and drive change. You need a shift in mindset and skills.  “What got you here (HR Manager) will not get you there (Head of HR).” ♻️ Repost this and help your friend in HR :) #leadership #bitesize #HR #humanresource #levelup HR Covered Inc.

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