Life-Science Innovations’ Post

Finishing a brand new keynote lecture on "The Future of HRM" without talking about artificial intelligence: Yes I Can! Yes, technology is great, but only insofar as it supports our core ambition, which is to help the business realize its objectives through an optimal deployment of its human potential. This 'outside-in' perspective will require HRM to revisit three themes that we as a field continue to struggle with: Talent, Culture, and Leadership. Insights gleaned from the research in our lab provide the necessary handles here.

People matter more than your strategy In this weeks edition of the Bulb Resourcing Blog we attempt to answer the question, "Have we got the right people to make this work?" A common question among leaders and strategists is, "Is this strategy going to work?" However, a more insightful and impactful question might be, "Have we got the right people to make this work?" As always, a link to the full post in the comments.

Behind every great Chief Executive Officer (CEO), there's a strategic mindset. Discover why it should be a Chief People Officer (CPO). If you’re looking to fill the CEO role, look no further than the person who truly has their finger on the pulse of an entire organization. As an HR executive with almost 20 years in the field, I've seen firsthand the power of understanding and aligning every facet of a company. Besides the CFO, they’re the only role with a full 360 view of an organization, adding context to results. - How the Chief Marketing Officer evaluate their KPIs - The biggest challenges an executive team is faced with in the business  - The intricacies of product development - The evolving landscape of industry standards and compliance We put all those pieces together and get the secret sauce for: - Building high-performing teams - Identifying what works, what doesn’t - Recognizing who to put front and center - How to communicate strategies We know how to speak to what matters most to people. Think about it—who better to lead than someone who knows every layer of your business and has the scoop on what truly motivates your team? 👉 So, before casting your net wide, consider the leadership potential waiting within your HR department. Could your next CEO be your current CPO? What skills do you think are most critical for a CEO to have?

Every day, my clients share how the role of Chief Human Resources Officer (CHRO) has evolved dramatically. No longer confined to managing payroll and disciplinary actions, CHROs are now strategic leaders crucial to organizational success. In Paige McGlauflin's latest piece, she breaks down the must-haves for modern CHROs: 📊 Data and Analytics: Generative AI is transforming the workplace. HR leaders must harness data to drive business outcomes. As Kyle Forrest from Deloitte puts it, "Data is the new intangible gold, or workforce gold." Mastering the linkage between data and operational impact is essential. 🌟 Comprehensive Skill Development: Rotational programs and strategic team building are vital for CHROs to develop critical skills in data analytics and business strategy. Forrest also highlights the importance of balancing the leadership team to cover all necessary skills for success. 🤝 Building Relationships with the C-Suite and Board: Effective collaboration with C-suite colleagues and the board is crucial. Jennifer Wilson from Heidrick & Struggles emphasizes that new CHROs must earn credibility with the board from the outset, noting, "They don’t give you a second chance." Learn more about the evolving role of CHROs here: https://bit.ly/4crCLaQ

𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐂𝐡𝐚𝐧𝐠𝐞 𝐢𝐧 𝐇𝐮𝐦𝐚𝐧 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬: 𝐀 𝐁𝐞𝐠𝐢𝐧𝐧𝐞𝐫'𝐬 𝐆𝐮𝐢𝐝𝐞 For the first time in human history, the rate of change has exceeded our ability to comfortably adapt and adjust. Now more than ever, It's critical to know how to lead and navigate change well. This helps our organizations and teams manage the complexity of change and feel good about what they’re doing and the results they achieve. It can be tough to lead large-scale changes in industries like healthcare, retail, pharmaceuticals, and technology; each one has their own unique challenges; to meet these challenges, you need to be ready to learn how to influence key stakeholder and support the business in new ways, becoming a strategic partner who skillfully challenges current thinking to advance and grow the team and the business. The days of playing it safe are over. Today’s HR professionals need to challenge leaders to embrace change and develop the skills to lead their people and organizations through continuous and concurrent changes. HR leaders who handle change well bring huge value to their organizations. They help leaders quickly implement and realize the benefits of changes to ensuring the organizations meet the emergent and urgent needs of their customers and stay competitive in the marketplace. By developing and supporting leaders across the organization they help employees feel a strong sense of belonging and commitment; a critical “stay” factor that builds strong, tenured teams. They do this by helping leaders create a place where everyone feels equipped to meet challenges and solve problems with innovative ideas and solutions. Let's see change as an opportunity to grow and make things better! #ExecutiveCoaching #CareerDevelopment  #ChangeManagement #LeadershipDevelopment #TeamDevelopment #HumanResource

This belief shouldn't exist for experienced senior business leaders who want optimal EHS performance and business growth. ❌ "EHS is just about compliance." This is only true if you're: - Ignoring the broader benefits. - Underestimating its impact on business performance. - Failing to engage your workforce. Here's how you achieve optimal EHS performance: 1. Embrace EHS as a core business value. → Example: Adopt a unified company culture, not a separate EHS culture. → Example: Demonstrate leadership commitment to EHS initiatives. → Example: Don't just talk about it; live and breathe it. 2. Focus on continuous improvement. → Example: Give Health, Environment, and Wellbeing their own focus, separate from safety. → Example: Engage all employees, ask for feedback, and provide feedback. → Example: Identify true root causes and implement robust, sustainable improvements. 3. Engage your entire workforce. → Example: Provide practical training that goes beyond ticking boxes. → Example: Encourage ownership and responsibilities at all levels. → Example: Consistently engage with employees to gain insights into actual task execution. Transform your approach, transform your results. What's your next EHS initiative?

Are market research and HRP legit? You bet. Companies and researchers regularly need to speak to experts in the HR space. Whether you’re in HR, talent, benefits or other HR-adjacent leadership roles, these researchers want to understand what things are most important to you. They use the insights gathered to help shape products and processes or fill gaps that may exist in the market. HRP connects you to these researchers. To get started, simply sign up to join the HR Participants panel: https://hubs.ly/Q02wGNX20. Then, based on your experience and areas of expertise, our team will send relevant projects to you, and you will be connected with a researcher who is eager to hear your perspective on a given topic. After making your contribution to the researcher's work, you’ll be compensated; it’s that easy.

Cecilia Sandberg, SVP, Chief Human Resources Officer at Atlas Copco visited the Novare Accelerate Program W Network edition today to share her insights on leadership and working in teams. Facilitator Sarah Scheller had a chat with her about her best advices.   Cecilia, what does it take to create high performing teams? There is no team without trust. To be engaged, creative and continue to grow - we need to work hard on creating a workplace and climate that fosters psychological safety. When we as human beings feel safe, our ability to become more open-minded, resilient, and motivated increases. If we feel positive emotions, like trust and curiosity, we will increase our capability of finding new solutions. When teams feel challenged but not threatened, they can keep that broad building mode that is so needed in a fast-paced environment.    How do we ensure that we have the right leadership in place? We need future ready leaders who can thrive in an agile network organization, build and lead diverse and virtual teams, handle a rapid evolving, technology-driven business environment and at the same time ensure innovation and continues learning. And not to forget – run business as usual. To keep the curiosity and drive in the team, leaders need to embark on the journey of becoming better versions of themselves, creating that safe space for everyone to bring their true selves to work everyday, and keep the engagement going through continuous learning for both personal and business growth. Thank you Cecilia for your great insights!

Reflecting on a thought-provoking article about HR's evolution, it's clear that the role of Human Resources has undergone a revolutionary shift. From administrative support to strategic leaders, HR professionals are now central to driving business success. I’m happy to share some key insights that I drew from the article. 1. Strategic Influence: Today's HR is deeply intertwined with understanding and driving the company's profit mechanisms, far beyond traditional talent management. 2. Operational Expertise: The article underscores HR's need to delve into industry operations, aligning recruitment and training directly with business objectives. 3. Tech and AI Integration: Embracing technology, especially AI, is now a must for HR leaders, positioning them as innovators and efficiency drivers. 4. Future-Forward Visionaries: HR professionals are now the architects of tomorrow's workforce, preparing organizations for upcoming challenges and opportunities. It’s evident that HR's journey to the leadership table is not just about being present but also about being impactful. Let's use these learnings to continue transforming HR into a dynamic, strategic force within our organizations. Find the article here: https://bit.ly/4b9DkGn #HRTransformation #StrategicHR #LeadershipInsights #FutureOfWork

Are you tired of the same old cookie-cutter executives running the show? It's time to embrace a new era of leadership - one that understands the power of specialisation. Gone are the days when a one-size-fits-all approach worked. We need leaders who not only have the experience but also the expertise in their respective fields. The rise of hiring for specialised executive roles is here, and it's about time! 🚀 Imagine having a Chief Marketing Officer who knows the ins and outs of the ever-evolving digital landscape. Or a Chief Technology Officer who can navigate the complexities of cutting-edge innovations. These are the leaders who can truly drive your company's success. But why stop there? Let's bring in a Chief Sustainability Officer who is dedicated to making your organisation environmentally friendly. Or a Chief Diversity Officer who can reshape your company's culture for the better. Now, that's progressive leadership! 🌍🤝 Specialisation is the key to staying ahead in today's competitive business world. It's time to break free from the outdated norms and embrace a new wave of executive talent. 💡✨ So, whether you're an ambitious professional looking to make your mark or a visionary company ready for innovation, it's time to jump on the bandwagon. Let's empower our organisations with leaders who understand and excel in their unique roles. Let's embrace the rise of hiring for specialised executive positions! Are you with us? Share your thoughts and tag a friend who believes in the power of specialised leadership! #GlobalLeadership #PeplerLeeGroup #EconomicGrowth #Sustainability #Innovation #InnovativeRecruitment #TechTalent