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In this introductory episode – a prelude to the main series - our host, Emily Ramji, COO at Elliott Scott HR, is chatting to Stuart Elliott, CEO and Founder, about what the first series has in store. Across the 10 episodes we’ve got some great guests lined up, discussing matters ranging from inclusion, diversity, leadership and cultural integration to “free range thinking” and antifragility.Our first episode will go live on the 10th of February, with Sasha Scott as Emily’s first guest. Sasha is a business owner, thought leader and facilitator in the Inclusion & Diversity space and she will be sharing trends and insights for 2020. 
Welcome to our first guest episode of HR insights - The Podcast, where our host Emily Ramji is chatting to Sasha Scott. Sasha founded her business, Inclusive Group, almost 20 years ago and she's personally known as a thought leader around inclusion, diversity and workplace culture. Sasha has worked with over 350,000 professionals across multiple sectors, from airlines to luxury brands to law firms. In today’s episode Sasha shares her perspective on the latest definitions for both inclusion and diversity and discusses global I&D trends for 2020.Key timestamps: 3.30: Sasha, how and why did you first get into diversity?5.06: Did you go and work for somebody else within the diversity or more the training and development space or did you immediately go out on your own?7.10: Do you have any advice for anyone who may be listening, that's looking right now to move into the diversity and inclusion area?8.26: What do you look back on for 2019 and think really would summarise the current trends that we’re experiencing at the moment?12.10: What is inclusion in your words? And how would you explain that to different levels of an organisation? 13.53: How about diversity, again in your words, what do we mean by that?19.31: Is there a right way round of putting the 'D' and the 'I'?21.26: Are there any particular organisations or sectors that you feel are really spearheading work around, particularly, inclusion?25.23: How else would you describe your approach to work at Inclusive Group? How would you define you typically work with your client organisations?27.14: What are some examples of inclusive behaviour, particularly at the leadership level?31.21: What advice would you give at the level of the organisation? 
Welcome to our second guest episode of HR Insights - The Podcast, where our host Emily Ramji is chatting to Dan Spira, Managing Director for Arcadia Consulting in the US. In today’s episode Dan introduces the concept of antifragility and discusses how to identify and harness it to drive individual and organisational performance, alongside how antifragility differs to resilience and growth mind-set.   Key Timestamps: 2.40: Why are we talking about antifragility today? And how is it pronounced? 8.08: How is antifragility different to resilience?9.46: Good stress versus bad stress12.08: How is antifragility the same or different to growth mindset?13.22: Dan, how fragile, resilient or antifragile are you personally?14.58: Examples of where famous, or iconic people, have or haven’t demonstrated antifragility16.41: How is antifragility relevant for HR professionals in their careers?18.54: How do organizations identify somebody that is antifragile and would be comfortable with stress or change that will benefit them, versus individuals where it would hinder them and they'd be fearful or less productive?21.12: How to create resilience and antifragility in teams and organisations 22.34: Creating the right balance of antifragility within an organisations culture or within specific teams27.55: How to avoid becoming fragilised and become antifragilised.
Welcome to our third guest episode of HR Insights - The Podcast, where our host Emily Ramji is chatting to Jig Ramji, former Global Head of Leadership and Talent at Bloomberg. In 2019 Bloomberg launched a new set of leadership attributes, designed specifically to define leadership within the context of the organisation’s unique culture. In today’s episode Jig discusses why and how Bloomberg developed their leadership attributes and how these are being embedded into their global assessment and development processes. Key Timestamps: 2.04: Leadership and talent have been buzzwords now and key focus areas for HR and broader leadership for decades. Why is leadership so critical to Bloomberg’s business at this time?4.22: How have Bloomberg defined their leadership attributes and who made this happen? 6.51: Was there instant buy-in from the business when creating ‘Leadership at Bloomberg’?9.10: Tell us about the broader strategy and the rollout across the business.11.11: Adapting the Hogan assessment and other tools to the business. 12.16: What feedback have you had from both the participants and the broader team that might be privy to some of the development or output that comes from psychometric testing? 14.06: Have the new leadership attributes had an impact on recruitment? 15:12: Does the organisation have a new approach to employee development?19.14: What has the feedback and the uptake been from the business in regards to these tools that are now available to them?26.57: Have the leadership development programmes in the organisation been aligned to the new attributes? 28.20: In terms of partners, what proportion of your development is outsourced? Has that been a challenge or relatively easy in terms of working in partnership with those that support you?31.54: What are the five leadership attributes that Bloomberg have defined? 34.13: The top piece of advice for people that are looking to do something that is bespoke, customised, and really relates to their organisational context for leadership assessment and development.
The level of uncertainty and change we are living in at the moment across the globe is unprecedented. Understanding how to build resilience has never been more important. In this episode of HR Insights - The Podcast Emily Ramji chats to Thierry Moschetti, Partner at The Resilience Institute Europe. Thierry takes us through some simple and effective ways we can develop and implement resilience alongside advice on how to build a business case for organisations to invest in developing resilience in their leaders.  Key timestamps:3.40: What does resilience mean?7.12: Why is resilience important both to organisations and us as individuals?  10.48: How can we build resilience?12.39: Going through the Resilience Spiral – steps to build your resilience 31.42: How does The Resilience Institute partner with organisations?34.40: Tips on how can HR Leaders build a business case with their leadership team to focus on resilience 
It is widely expected that remote working will continue for an extended period of time. Leaders and HR teams can no longer rely on traditional, face-to-face approaches for employee management and engagement. How can AI and digital solutions be leveraged to enable organisations to adapt to the new work set-up? In this episode of HR Insights - The Podcast Emily Ramji chats to Devyani Vaishampayan, Managing Partner of the HR Tech Partnership to understand her perspective and experience of AI and HR technology. Key Timestamps: 4.41: How is AI overall impacting the workforce?8.30: AI in your everyday life9.30: Given the current circumstances, how can AI solutions be used?20.02: Other areas of the HR function where digital can make an immediate impact  22.01: How can HR professionals learn and up-skill themselves around AI? 26.26: Finding the right HR tech solutions for your business needs 
Our next episode of HR Insights – The Podcast is available now! Emily Ramji's guest this week is Taylor Bradley, Director of HR for Global Product Development at Datto. In the midst of the coronavirus crisis, Taylor shares a unique perspective and several strategies that he’s developed for his HR role, that are taken from his earlier career as an international medic.  Key Timestamps: 4.24: Lessons learnt from the impact of the Coronavirus in the East leading to being more on the front foot in preparing for the pandemic in the West9.47: The practicalities of managing a team remotely 11.43: What has worked from a leadership standpoint when dealing with this new situation14.37: Some models and strategies from Taylor's former career that he's actively used within the HR profession30.51: Mental health and Covid-19- assisting and distracting our employees 37.12: Closing advice to the HR community currently managing their organisation’s response to the pandemic and economic crisis
How does the current Covid-19 scenario change companies’ approaches to talent management? Organisations around the world are delicately balancing crisis management with weighing up which longer term strategies and programs to invest in. In this week’s episode of HR Insights - The Podcast Emily Ramji chats to Sarah McLellan, Managing Director for SHL in the UK&I, to understand her perspective on what HR teams can do now to best position themselves for recovery and transformation later.  Key Timestamps:3.45: How the current scenario changes companies’ approach to talent management7.28: What Sarah anticipates the next few months will look and feel like for organisations15.30: What businesses can do now to best position themselves for recovery later21.44: How to engage employees at this time 29.34: What organisations can do to ensure they’re positioned for growth and transformation
Our next episode of HR Insights – The Podcast is available now! Emily Ramji chats to Toby Hervey, CEO and Co-Founder of Bravely. Employee Experience has gained increased attention globally as being key to organisation success. In the new world we’re living in, Toby discusses his perspective on the “new normal for employee experience”, sharing ideas on how leaders can adapt and evolve their employee experience strategies. Key Timestamps: 3.55: The changes to how we work that are most likely to endure when this crisis is over7.11: Which of those changes are positive for the workplace9.16: The potential for the situation to improve many employees work/life blend 12.33: How managers can ensure they are providing their teams with the best possible employee experience at this time18.15: Pre-existing workplace challenges that are enhanced by the current changes22.10: Organisations doing well at equipping their employees with the right wellness tools 27.06: How the toolkit / tech stack of the HR leader is changing  30.21: Recommended tools for pulse and engagement surveys. Mentioned: Culture Amp, Qualtrics, LinkedIn Learning31.52: Toby’s view on what has the most influence and impact on the employee experience 
Disruption, change and the need for innovation have defined the business landscape in 2020. In the latest episode of HR Insights – The Podcast Emily Ramji chats to Kristin Dudley from Co-Create about how teams and networks can stimulate and capture innovative thinking through her proprietary Free Range Thinking approach. Also joining the discussion is Roshan Jayawardena, Managing Director for Elliott Scott HR’s North America business. Rosh shares how “Free Range Thinking” enabled our New York HR Community to invent creative ways to disrupt the job interview process. Key Timestamps:3.35: How Rosh first met Kristin and what inspired them to form a partnership 5.08: What ‘Free Range Thinking’ is6.16: The steps to facilitate a Free Range Thinking event 11.07: Some of the ideas that came from the Free Range Thinking event series on ‘Disrupting the Job Interview’ 14.24: Rosh’s highlights from running a Free Range Thinking event series17.18: How participants have progressed with the ideas generated to bring about change in their organisations 21.04: What’s next in the Co-Create x Elliott Scott HR partnership 
In our final episode of Series One, Emily Ramji chats to Janice Burns and Todd Tauber from Degreed about how organisations can develop a more coherent “skills” strategy. As organisations are forced to rapidly adapt to changing landscapes, the need to identify, develop and redeploy skills has never been greater.At the organisational level, accurate skills data enables strategic workforce planning and allows the company to successfully deliver its business plan. For individuals, how their skills are recognised, developed and used underpins employee experience, organisational culture, wellbeing, performance and ultimately shapes their career. Key timestamps:3.34: Why skill data and a holistic understanding of skills within organisations is so important5.59: Is skills development an area of HR that is well developed and organisations are currently succeeding at or is it a new space? 8.26: How technology can enable organisations to better understand skillsets and be more agile in their ability to respond to disruption14.05: Skills for performance enablement 18.30: Examples of organisations utilising skills for strategic workforce planning  22.24: Advice for those who are looking to re-shape their talent or internal mobility strategy 31.00: How organisations can use learning behaviours to drive higher employee engagement39.00: The importance of continuous career development 
In this special three episode spin off of HR Insights – The Podcast Stuart Elliott, CEO and Owner of Elliott Scott HR and Susannah Yule, Director at YSC Consulting New York discuss three key areas: Resilience, Leadership and the Team Dynamic. All pertinent Covid-19 business issues raised by our HR Community. The first bite sized episode looks at Resilience. In the early stages of lockdown we needed the Resilience for a sprint but now as each country moves in and out of lockdown, we need to be prepared for a marathon. Susannah shares how we can both ask for help from our organisations, cultivating Resilience personally and how businesses and leaders should role model and develop Resilience in their teams.    Key timestamps: 2.44: The biggest misconception of resilience 5.30: Five pillars of resilience 6.45: How we can encourage our employees to ask for help9.02: The importance of confidence building during the pandemic 10.58: Knowing how to refill our energy reserves during a crisis 14.18: How leaders can develop resilience 17.05: How Stuart had seen the current market impact candidate resilience 18.33: Who’s looking for new roles at the moment? 
In these unchartered waters leaders are trying to navigate their organisations through the Pandemic. Various outlets are bombarding them with what they need to do but not how and crisis management means they are struggling to look ahead and plan for the future. With no idea how long the current situation will go on for what qualities are needed to survive and thrive? In the second episode of our Covid-19 mini series Stuart Elliott, CEO and Owner of Elliott Scott HR and Susannah Yule, Director at YSC Consulting New York discuss the challenges leaders are facing, what leadership qualities are needed right now and how leaders can look ahead and prepare themselves and their organisations for the next chapter.  Key timestamps: 1.28: How the challenges leaders are currently facing are different to before 3.36: The impact being seen on staff productivity  8.03: The leadership qualities that are most important right now 13.23: How to prepare for the future 15.36: The business behaviours that are most likely to result in an organisation that thrives 
In 2020, for the first time in history, many teams had to move to remote working with minimal preparation. Now that the early, adrenaline fuelled, days of crisis management are over, how teams collaborate and are led in the virtual environment will determine the future success of organisations.In the final episode of our Covid-19 mini series Stuart Elliott, CEO and Owner of Elliott Scott HR and Susannah Yule, Director at YSC Consulting New York tackle the issues surrounding the impact of the crisis on the team. They share how to foster positive collaboration, create conditions that encourage diversity of thought, the importance of giving teams purpose and how to create cohesion and a sense of connectivity throughout the business. Key timestamps: 1.03: How the current situation is impacting the team dynamic  2.34: What high levels of collaboration look like in the workplace5.13: How to maintain diversity of thought in the current situation  7.17: What makes a high performing team  8.56: The importance of purpose and clarity 14.37: Creating cohesion and a sense of connectivity 18:41: Some of the pitfalls leadership teams can fall into and the importance of dedicating time to the team dynamic 
We are excited to launch the second series of HR Insights - The Podcast by chatting again to Sasha Scott, Founder & CEO of Inclusive Group. Sasha is an expert and thought leader in Diversity, Bias, Inclusivity and managing Psychological Health. In 2020, Inclusive Group was recognised as one of the top 10 Global Diversity Consultancies.Sasha’s “2020 Inclusion & Diversity Trends” was the most popular episode of our first series. Our host, Emily Ramji, has invited Sasha back to not only reflect on her key learnings from 2020 but also to look ahead at what Sasha predicts to be the biggest I&D trends for 2021.Key Timestamps: 5.31 : Sasha’s biggest I&D learnings of 2020 8.31 : How the Black Lives Matter (BLM) movement has shaped the broader I&D agenda 10.45 : The most important I&D trends of 2021 12.37 : Are organisations putting BLM at the top of agendas or is the focus still on all aspects of Diversity? 19.08 : What Sasha feels will make the biggest difference to successfully driving I&D this year 22.29 : One thing all listeners can take away and do to directly contribute to the I&D within their own organisations 
Our next episode of HR Insights – The Podcast is available now! Emily Ramji chats to Ellie Rich-Poole, The Recruitment Coach. Drawing on twenty years of recruitment experience, Ellie helps organisations develop strategies to attract and retain the best people and she enables individuals to achieve more from their careers. Ellie and Emily discuss the ever important topic of networking, but through a couple of different lenses that are very relevant to the world we’re living in right now. The first being how to understand and leverage our true strengths when we network and the second being how to approach networking in a virtual, lockdown environment.  Key Timestamps: 3.00 : Why it’s important to invest in your network5.40 : How to harness your strengths when networking  7.00 : Ellie’s approach to strength-based networking  10.15 : Networking in a virtual world – how and through what channels? 14.54 : Innovative ways to network and create connection virtually  18.35 : How to discover and build on your strengths  
This week on HR Insights - The Podcast, our host Emily Ramji is speaking to Paul Anderson-Walsh, Co-Founder & CEO at The Centre for Inclusive Leadership (TCFIL). Paul is a global thought leader on Inclusion working as a L&D Practitioner, Author, Inspirational Speaker and Broadcaster. Creating an Inclusive culture is of paramount importance not only for talent attraction, wellbeing and retention but also for commercial performance and viability. In today's episode, Emily and Paul discuss "HEARS"; a proprietary model that Paul and his team at TCFIL have created to help organisations practically apply inclusion in the workplace. Key Timestamps:3:10 : The definition of Inclusion5:48 : About the HEARS model11:30 : The importance of Authenticity13:40 : How organisations can focus on Authenticity15:20 : Inclusion and Diversity - How can we treat people equally well?22:00 : Clients that have successfully implemented the HEARS model23:50 : Why organisations should consider fostering inclusivity
This week on HR Insights - The Podcast, our host Emily Ramji is chatting to Jonathan Shooshani, Co-Founder of JOON. Jon has spent the last decade working at the intersection of wellness and technology and is passionate about building businesses that help people lead happier and healthier lives.Emily and Jon discuss the latest thinking on wellbeing benefits for the modern workforce. In order to create a culture of wellness and wellbeing, organisations need to gather data in order to design tailored interventions that have the most impact, alongside leaders at the top of the organisation role modelling the use of the benefits on offer. Key Timestamps:3:11 : The difference between Wellness and Wellbeing5:02 : HR and Employee Experience Technologies 7:04 : JOON's approach to Employee Wellbeing8:07 : Flexible Wellbeing Benefits10:00 : Forming new habits with our Wellbeing11:51 : Organisations that are creating a culture of Wellness13:15 : How Wellness has influenced the employee life cycle15:05 : Corporate Wellness done right17:58 : The Story behind the name JOON20:40 : The Future of Wellness and Wellbeing21:50 : Employee Wellness and Benefits within the Recruitment stage
This week on HR Insights – The Podcast, our host Emily Ramji is speaking to Zoe Sinclair, Co-Founder of This Can Happen, a business set up to empower workplace mental health. This Can Happen was born out of a passion to support employees in the context of work and life, something that Zoe has been doing for nearly twenty years.Mental Health Awareness week runs in the UK between the 10th- 16th May, ahead of this Zoe and Emily discuss some of the key challenges organisations face when discussing mental health as well as considering the different attributes of companies that foster a positive mental health culture. Zoe also shares her views on the best first steps to take for those organisations that are looking to embrace mental health. Key Timestamps:5.04: Jonny’s '#FindMike' Story: Co-Founder of This Can Happen9.30: How Zoe became involved in workplace mental health.11.32: What is This Can Happen?13.00: How Prince William got involved with This Can Happen15.11: The definition of mental health and what that means16.47: The effect of the pandemic on the This Can Happen conference18.55: Challenges in talking about mental health with confidence in the workplace23.55: Attributes of a mentally healthy workplace31.38: Firsts steps to having a create awareness of mental health33.34: This year’s conference dates
We’re happy to share the latest episode of HR Insights – The Podcast. This week our host Emily Ramji is speaking to Sofie Jacobs, founder of Urban Hatch. Sofie is a clinical midwife and entrepreneur who is re-defining parental support strategies for the workplace. Emily and Sofie discuss the opportunity organisations have to re-think parental support; partnering not just with expectant parents but also with their line managers and by providing digital and accessible solutions at the moments that matter most.Key Timestamps 0.31:  Introduction to Sofie 3.59:  What is lacking in parental support for expectant and new parents?6.20:  Parental support should be available for everyone 7.04: Focusing on support for line managers 12.58: Supporting the whole family 14.25: Advice for best practice in parental support 15.51:  Benefits of getting parental support right18.09: Silver-lining coming out of COVID-19 20.01:  Lasting advice for our listeners 
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