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3Sixty Insights HRTechChat

3Sixty Insights HRTechChat

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The buying cycle for enterprise software and technology shouldn't be a power struggle between departments. 3Sixty Insights is a research, advisory, and consulting firm providing deep understanding of how to bridge the gap in perception and priorities between stakeholders. Through our research, we unearth strategic approaches for streamlining the decision-making process, successfully managing solutions, and maximizing value from business software and technology investments.
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Organizations are struggling with how to better engage their people. If you want better results, people have to be connected to work. Research shows us that 77% of people in organizations today are just doing the bare minimum. Getting beyond the bare minimum to better productivity, connection with team members, a better business performance is about making a personal connection to the work and creating Indvidual pathways to development and career growth. Retention, team performance, innovation, belonging, and passion for the work, all improve when people can see the connection between what they do and what the business delivers in the marketplace.
This #HRTechChat between Workforce Software's CMO Sandra Moran, and 3Sixty Insights' Distinguished Advisor, Steve Goldberg, delves into many aspects of the employee experience for desk-less workers. Findings are shared from the WFM Tech vendor's annual Global EX Study, and the two experts talk about implications as well as intersecting topics that would be of interest to most HR professionals and leaders. The commitment to a better worker experience is evident from the leading software vendor's executive, and the genuine passion for improving outcomes for both employees and employers comes through quite clearly from the participants.
In the rapidly evolving landscape of HR technology, the future of learning is being reshaped by the transformative power of AI. In our latest HR Tech Chat episode, we sit down with Larry McAlister and Josh Irmler, CEO and founder of Landdai, to explore how AI is revolutionizing the way we approach learning and development. Together, we delve into the exciting possibilities of generative AI, the fears surrounding AI's impact on jobs, and the game-changing concept of personalization. Join us on this journey as we uncover the key insights and strategies to thrive in the golden age of HR technology.
#HRTechChat: Navigating the Talent Shortage: A Creative Approach to Skills-Based Hiring by 3Sixty Insights
At the very tail end of May 2023, the enterprise artificial intelligence software and services vendor Veritone announced the acquisition of Broadbean, a global recruitment technology company. Given that PandoLogic joined the family of Veritone companies in mid-summer 2021, we invited an expert each from PandoLogic and Broadbean to appear on the #HRTechChat video podcast and discuss synergies between the two now-Veritone companies. Joining us for this episode were Faisel Samseer, director of partnerships, development and growth for Broadbean, and Nikos Livadas, vice president of partner development for PandoLogic. Viewers (and listeners at the many audio podcast platforms where #HRTechChat syndicates) know we typically have in-depth discussions and communication with our guests in the "virtual greenroom" in the run-up to each episode. This episode is no different. Over a couple meetings and several detailed email exchanges, Nikos, Faisel and I discussed how the two vendors' shared circumstances under the aegis of Veritone ownership afford them the same kind of benefits normally found in any business partnership of this magnitude and scale. The joining of these two companies is natural in many ways. PandoLogic started out as an AI-based programmatic advertising solution for recruiting and quickly and significantly grew its capabilities from there, delighting customers along the way. As for Broadbean, "Today, we're the world's leader in job distribution technology," said Faisel. "We enable our clients to blast out their jobs to multiple platforms at the same time." He elaborated on Broadbean's large global footprint: "We say we're global. We have offices throughout the world," and Broadbean supports around 7,000 job board integrations. So, just how, exactly, do Broadbean and PandoLogic complement each other? "I think we all can agree that the bedrock of a successful AI platform is the amount of data that it has on the back end to fuel its algorithms and engines," said Nikos, pointing to the the "immense reach that Faisal was talking about earlier in data and combining it with the power of what PandoLogic has done in the AI space." This is true. No matter the type of AI, it always evolves better the more data it has access to. We see this in AI-based scheduling software and AI-predicated self-evolving skills ontologies. Outside human capital management -- and inherent in their very name -- "large" language models thrive most when as much data as possible (i.e., from human input) feeds them. It only stands to reason that this same fundamental rule of AI applies when it comes to AI and talent acquisition. As Nikos shared in a note to me ahead of the recording, "As our resellers and referral partners embrace the new Veritone HR Solutions set, they will be able to leverage our new expanded global footprint to expose our combined offering in more geo-locations than ever before possible. This will allow our partners to focus on their core competencies while relying on Broadbean/PandoLogic to handle the logistics and distribution aspects." Veritone's history in the AI space is long, "and they're a formidable player in AI when it comes to media advertising and voice technologies," said Nikos. Leveraging all that newfound data in a creative way will help the companies' customers find and engage with the best candidates for their open roles. "This is phenomenal for our partners as well," Nikos continued, "and we're looking forward to working with our partners under this new umbrella.
Welcome back to another episode of HRTechChat, where we dive into the latest trends and strategies in human resources and workplace technology. In this podcast episode, our host, Jennifer, is joined by HR expert Pamela Stroko to discuss a pressing topic - the staggering 59% of the workforce who are quietly quitting their jobs. Pamela sheds light on the concept of the ""Dead Zone,"" the time of day when remote or hybrid workers are not available to their managers. This lack of trust and connection to work has contributed to the decline in productivity and engagement among employees. Pamela introduces a concept called the ""Ambition Recession,"" a term coined by Gad Levanon, which points to the decline in employee ambition and engagement since the pandemic. She highlights that we need to shift our focus from where people work (in-office, remote, hybrid) to the quality of the work and the experiences employees have within the organization. The key is to activate employees and connect them deeply to their work to foster greater engagement and productivity. One solution Pamela suggests is using technology like the People Activation Platform offered by Pro Habits. This platform helps employees connect with their work by guiding them through daily tasks, setting goals, and providing feedback. It brings visibility to the work employees are doing and helps build trust between managers and their teams. Another tool discussed in the podcast is BlueBoard, which provides recognition experiences as rewards. Instead of traditional gifts or events, employees can choose an experience that is meaningful to them, such as a vacation with family, attending a sports event, or going on a hike. These experiences create positive intent, energize employees, and increase their commitment to the organization. The podcast emphasizes that organizations should focus on connecting employees to their work and creating meaningful experiences rather than just solving for the physical location of work. By activating employees and igniting their passion for their jobs, companies can boost productivity, engagement, and overall organizational success. In conclusion, Pamela and Jennifer leave us with the reminder that within each individual lies the potential to be fully engaged and energized by their work. As leaders, it is our responsibility to find that spark and encourage it to shine, fostering a culture of productivity and enthusiasm.
This episode of the #HRTechChat video podcast welcomes Playvox Chief Marketing Officer Michelle Randall. The sole focus of Playvox's cloud software for human capital management for is the call center industry. When it comes to workforce management, especially scheduling, call centers are complex, challenging. Plus, everything we hear about the importance of the employee experiences is magnified at call centers. And everything we know about the impact of a positive employee experience on the customer experience is amplified at call centers. Deploy technology capable of improving agents' quality of work-life balance, their employee wellbeing, and customers will have those positive experiences when they need it the most: when they get in touch with the call center. Michelle dives into the particulars, and I highly recommend tuning in.
Marta Weinstock, my guest for this episode of the #HRTechChat video podcast, is senior director of operations at California-based Rutherford Investment Company. Part of her charter at Rutherford Investments is to get human capital management as efficient as possible. Under the aegis of her leadership and the help of isolved, the employer's journey along the road to HCM maturity has been sweeping and inspiring. With isolved, Marta has brought order to a previously dysfunctional, disorganized HR ecosystem. Leading the charge for digital transformation from the inside, Marta has witnessed first-hand not only the excellent capabilities found in isolved's software-as-a-service People Cloud™, but also the highly attentive approach of isolved's HR services team.
The talent acquisition of today is nonlinear. By this, we mean it’s all one thing, not a siloed process with many activities taking place in an orderly fashion or readily apparent, repeatable sequence. James Galvin should know. Our guest for this episode of the #HRTechChat video podcast, James is CEO and co-founder of Starcircle, a Cork, Ireland–headquartered vendor of cloud software and services designed to result in truly effective talent acquisition campaigns by looking at these as holistic efforts and considering sourcing first, and not last — an idea embodied in a term Starcircle uses: long-tail talent. Take artificial intelligence, for example. It’s difficult to discuss modern talent acquisition without mentioning AI. This is because AI has entered the fray of talent acquisition for good. This is not hype. At the same time, however, “there’s a lack of understanding around how AI is going to fit into talent acquisition,” said James during the podcast. “And one thing’s for sure is: it’s not going to do your work for you. ” The issue goes back to the tried-and-true old adage about relying on computers: garbage in, garbage out. Known perhaps even better for its acronym, GIGO is the idea that it doesn’t matter how powerful a computer is: if the data going in is bad (i.e., garbage), the computer will spit out something of very little value (i.e., again, garbage). AI is the result of highly advanced, sophisticated computing, which of course means that GIGO applies to AI, too. Say you’re an employer. Say there’s an open role. Not that it necessarily matters for the example, but say it’s an executive role that you’re trying to fill. You’re certain of the qualities and characteristics you want or believe you need in new candidates for an open role. But who’s to say your certainty is warranted? Very few ask the question, and once you inform the AI in your talent acquisition technology with whatever ideas you have, you’ll get the candidates you requested. The problem is, your idea of what you want or need is probably a little or way off the mark when it comes to what you actually need or should want. Apply the AI without any thought to this deep consideration, and never mind the disservice to diversity: you risk perpetuating deep-seated organizational dysfunction. Talent acquisition is no longer a clean chain of neatly defined in-tandem events or occurrences culminating in a hire. Just as there is an emerging new talent acquisition suite for the future of work, in other words, so there is an emerging new process to go about finding and acquiring new talent. As the one who is planning talent acquisition for your organization, you could take this holistic view of talent acquisition and think of yourself as being at the center of a circle. A circle is a nice visual for the idea of something being nonlinear, after all. On this episode of the podcast, James and I went on what you might characterize as a walkabout. AI was just one topic. Our discussion touched on talent acquisition in a deep way: how approaching recruiting as if it were a sales funnel is a mistake, James believes — precisely because talent acquisition has become so nonlinear why sourcing is anything but transactional and should be the first (instead of last) thing employers rethink in their approach to recruiting what friction in hiring is and how lessening this friction helps employers engage with their talent pipelines and avert candidate abandonment down the line
Some may appreciate the play on the title of a mid-1970s philosophical novel, “Zen and the Art of Motorcycle Maintenance,” others the Eastern twist on Western theology. Regardless, original Zen and the art of integration strategy is the absolutely essential and crucial understanding that cloud-to-cloud integration is a process and a way of life, never something that eventually ends because it will ever finally be perfect. Vendors in HCM that acknowledge and embrace this universal truth will save money, increase sales, and improve their customer retention — all major competitive advantages. This episode of the video podcast is something we call the #HRTechChat Showcase, a version of #HRTechChat wherein our guests not only chat with us, but also share slide decks or other visual cues to help convey their ideas. So, if you’re listening to us on one of the audio platforms where we syndicate, this time you may want to look for us on YouTube so you can view the video. My guests were all-around experts in the granularities of cloud integration: Chief Technology Officer Jeff Tremblay and President Pierre Rousseau of The Cloud Connectors, an integration platform-as-a-service (iPaaS) where they and their fellow co-founders invented and use Clouddata™, a native-to-cloud-integrations computer language. Listening to vendors of software-as-a-service (SaaS) for human capital management (or any other domain of the enterprise, for that matter), a buyer might be forgiven to believe solution providers have solved cloud-to-cloud integration once and for all with application programming interfaces (APIs). But they haven’t — far from it. An HCM technology stack chockful of countless APIs hanging together via no more than a slew of corresponding point-to-point integrations is, as the cliché goes, a recipe for disaster. Vendors experience what TCC calls the Wall Effect, a hockey-stick graph where the cost of integration (TCoI) for maintaining everything suddenly increases exponentially to sap resources and siphon talent away from innovating. The challenges comprise far more than what appears above the waterline of the Integration Iceberg, an apt metaphor TCC invokes. To use another cliché, Clouddata is a game-changer. To pull from the related research note that we recently published, “Clouddata does for integrations what SQL has done for relational databases. Much like SQL delivered relational database coding from the very complex language CODASYL, Clouddata fulfills the same role for integrations. Clouddata makes it easy to build complex integrations that enable businesses to scale.” There’s more, of course. Critical as Clouddata is, it takes more than a breakthrough in computer language to make cloud-to-cloud integration better, more manageable and affordable over the long term. And there’s even more, and at this point, I really should just let Pierre and Jeff do the explaining. I happen to like the concept of #HRTechChat Showcase, by the way. Perhaps you’ve wondered at times what a briefing with an industry analyst is like, for example. Or, you just like seeing slide decks or other props when learning something new. Some don’t like PowerPoint, but we’ve all seen their impact and effectiveness elevate immeasurably when the caliber of presenter is really good. And, in Jeff and Pierre, we have really good, high-caliber presenters for this episode, indeed.
Welcome back to another episode of #HRTechChat, the Podcast where we explore the latest trends, innovations, and strategies in the ever-evolving world of HR technology. I'm your host, Jennifer Dole. And on today's show, we have a very special guest joining us again, someone who has made a significant impact in the HR tech landscape with her expertise and thought leadership. She's a trailblazer, she's an innovator, and she's a true advocate for leveraging technology to drive positive change in the workplace. Welcome back, Pamela. In this episode, we delve into the challenges that HR leaders face. The job market and talent shortage are hot topics in the news, with economic factors and uncertainties impacting companies' hiring strategies. As Pamela points out, the predicted recession seems to be pushed further into the future, and HR leaders must navigate these changing landscapes. One significant shift in the market is the emphasis on skill building. Upskilling, reskilling, and alternative routes to acquiring skills are gaining prominence in talent acquisition. State governments, organizations like STAR, and initiatives like "Grads of Life" are recognizing the value of skills over traditional degrees. This shift opens up opportunities for underserved and diverse populations who may possess the necessary skills but lack formal education credentials. Pamela highlights the importance of tapping into underrepresented groups and using technology to increase visibility and encourage their participation in the job market. However, she also emphasizes that skills cannot be solely assessed based on a list on paper. Real conversations and understanding how individuals acquired and applied their skills are crucial. As technology evolves, HR leaders can leverage advancements to gain more insights into candidates' capabilities and potential fit within the organization. The conversation then transitions to the role of HR leaders as curators of company culture. Pamela explains her choice of the word "curate" and its definition: selecting, organizing, and presenting using professional or expert knowledge. HR leaders are tasked with carefully choosing the elements that shape the company's culture. With a myriad of responsibilities, they must prioritize and focus on areas that need attention, such as candidate experience, talent acquisition, skills development, and internal mobility. To curate the culture effectively, HR leaders must be aware of external factors, such as market trends and talent gaps. By using their professional expertise and knowledge, they can make informed decisions and drive positive change within the organization. The key lies in carefully selecting the right initiatives and strategies that align with the company's goals and values. In conclusion, this episode sheds light on the challenges faced by HR leaders in the talent marketplace and their role as curators of company culture. By embracing skill-based hiring, leveraging technology for inclusivity, and curating the right elements, HR leaders can create a positive and thriving workplace environment. Stay tuned for more insights and discussions on HR tech trends in future episodes of #HRTechChat.
Both my guests for this episode have appeared on the #HRTechChat video podcast previously - and it only made sense to host the two of them this time, at the same time. Why? Betterworks CEO Doug Dennerline and Vice President of HR Transformation Jamie Aitken have co-authored and published a book titled "Make Work Better," and our discussion revolved around it. Let's get something out of the way first. Employers have six ways to Sunday to make work better: make scheduling better for work-life balance, make onboarding better for immediate employee engagement (and faster time-to-productivity), make payroll better so employees get paid incorrectly less often, make on-the-job learning better so staff can build their careers... Have I missed anything? Probably, and we've been talking about how to make work better for years. Over 10 years ago, when I worked with executives at one of the well-known vendors of technology for workforce management, we argued (correctly) in our thought leadership that you could make work better for retail associates by modernizing WFM systems. The list goes on. You could start anywhere to make work better. One of the best places to start to make work better, however, is by upending tired old approaches to measuring and assessing employees' performance. More specifically, the central tenet of Doug and Jamie's book is that you can make work much, much better by dispensing with performance management that revolves around the tedious annual performance review. We've all heard the tongue-in-cheek term, The beatings will continue until morale improves. Well, what are we doing? We can do better than rely on an approach developed by the U.S. military early in the last century and specifically for military scenarios. As for the private sector, "massive research shows that it doesn't change performance," Doug said. "It's a ridiculous thing. Yet people still do it. So, this book was aimed at helping people understand the value of making the change, and giving them a bit of a roadmap on what happens when you do that" and insight into "the profound impact it has on companies that are brave enough to make the change." What kind of organization doesn't want performance to improve? What's great about leaving the traditional annual review behind is that employees' performance finally does improve -- the goal all along. New approaches aided by the state of the art in cloud software for this (like Betterworks) promote regular dialogue between managers and their direct reports, result in greater workforce engagement overall, and elevate the caliber of leadership throughout the organization. Over time, in fact, turning away from the old ways of performance management can be an important precursor to organizational transformation -- and HR transformation, certainly. Traditionally (and tellingly), HR departments have always measured success vis-à-vis performance management in simple terms of completions -- "as opposed to impact, what is it that you're trying to achieve?" Jamie said. "Well, it's not just 'check the box.' We need to have a completely different way of showing up for our employees. We need to be thinking about different ways to get them engaged, and focused." HR departments end up escaping this cost-center-reinforcing mentality and, armed with rich data on workforce performance and engagement, elevate their own standing with organizational leadership. Getting out of the past and into the future of work with their performance management, in other words, is good all around for everyone involved. For an example of how this plays out, watch this episode of #HRTechChat from last summer, when we interviewed Betterworks user Jeff Andes, vice president of talent management at University of Phoenix. And I almost forgot: another member of leadership at Betterworks appeared on the podcast last year. In the meantime, and as always, Doug and Jamie were great guests.
Joining 3Sixty Insights Co-Founder Brent Skinner for this episode of the #HRTechChat video podcast was guest Adam Famularo, CEO of WorkFusion. In monitoring for financial crime, WorkFusion's "AI Digital Workers" may well be more accurate and efficient than any human could ever be. But it's actually good news for real humans in the world of work. In their discussion, Adam and Brent dig into why this is so.
Ready to unlock the secrets of HR success? Tune in to the HR Tech Chat podcast, where we dive deep into the world of human resources and explore the latest trends and innovations in HR technology. In our latest episode, we had the incredible Maria Scarangella sharing her expertise on HR economics and its impact on organizations. From optimizing staffing to leveraging HR technology, Maria's insights will transform the way you approach HR strategy. Don't miss out on this valuable conversation! #HRtechchat #Podcast #HRsuccess
Megan Coen, vice president of HR services at isolved, was a guest on the #HRTechChat video podcast. isolved calls HR outsourcing by a different name, HR augmentation, and this episode provides a glimpse into why. Megan shared war stories from her previous lives in helping to drive change management in HR and did a great job in laying out how isolved combines "the right blend" of technology and services.
In a recent episode of HR Tech Chat, host Jennifer Dole and guest Pamela Stroko delved into the crucial topic of supporting women in the workplace and ensuring equitable promotions and opportunities. Pamela, an HCM practitioner and HR tech expert, provided valuable insights on the impact of HR technology in enabling women to access greater opportunities. Listen in as we will explore the key points discussed in the podcast episode and shed light on the importance of HR technology in empowering women in their careers.
“How do I make a 120,000-person organization data-aware?” asks Amaresh Tripathy, my guest on this episode of the #HRTechChat video podcast. Amaresh is senior vice president and global business leader at Genpact. A General Electric spin-off, Genpact is several billion dollars in size. A publicly traded professional services firm, Genpact mainly focuses on two things. One is all about running various digital operations on behalf of Genpact's clients, which are Fortune 1000 companies around the globe. The other involves data, technology and artificial intelligence, wherein Genpact concerns itself with helping these clients transform some of these same digital operations for the better. Amaresh's role is with this second focus, working to make "our clients more data-intelligent and data-aware," he says. You probably already see the tie-in with Genpact's workforce. Amaresh believes that, at Genpact, he and his team have built the world’s largest data awareness program. Solutions such as EdCast, found in the Cornerstone suite, factor largely into the effort. We discussed this. An illustrative example of organizational and digital transformation, the initiative relies, critically, on well-sorted learning technology and modern tools for curating and delivering content just right for the task at hand. Phenomenally, Amaresh is more than halfway to achieving an ambitious goal: so far, somewhere between 65,000 of and 70,000 of the company's own employees have completed the associated certification program, which leaves them highly versed in understanding the tools to extract and blend enterprise data. Graduates then go on to use their newfound knowledge and skills in order to help a client—in the process earning from Genpact what is akin to a black belt in data awareness. During our chat, Amaresh shared the philosophy behind his vision and delved into the thinking that has helped make it a reality at Genpact. This vision is empowering staff with the high-impact upskilling that is an essential ingredient not only for their success individually, but also for Genpact’s overall. Indeed, like so many initiatives notable for their positive effects on business, Amaresh’s is redolent of the idea that an organization’s people are an asset to cultivate and engage. This is the model for success. All at once, Genpact’s data awareness program is good for the company, its clients, and its people. If you're looking for an example of how the future of work is happening right now, look no further than this episode of the podcast. It was an absolute pleasure speaking with Amaresh.
In today's fast-paced world of technology and automation, it's easy to assume that human interaction is becoming less relevant. However, when it comes to building meaningful relationships and effective hiring, technology will never fully replace the role of a recruiter. Kim Slowik, a seasoned talent acquisition professional, emphasizes the importance of genuine connections in her conversation with Jennifer Dole on the HR Tech Chat podcast. While technology offers valuable tools for filtering and finding candidates, it's the human interaction that truly makes a difference. When recruiters take the time to engage with candidates on a personal level, asking meaningful questions and actively listening, they gain insights that go beyond a resume. By understanding a candidate's aspirations, values, and career goals, recruiters can identify the perfect fit for both the candidate and the company. Building relationships also extends to the hiring managers. Recruiters who invest in understanding the unique requirements and dynamics of a team can find candidates who not only possess the necessary skills but also align with the team's culture and goals. It's about creating a cohesive unit, just like building a sports team. While technology provides tools like applicant tracking systems and LinkedIn Recruiter, which aid in the recruitment process, it cannot replace the nuanced understanding that comes from personal conversations. Technology may filter candidates on paper, but it often fails to capture the intangible qualities that make a candidate an ideal fit. Technology has undoubtedly sped up the recruitment process, but it is the personal touch that fosters lasting relationships. Recruiters who go the extra mile, provide feedback, and genuinely care about candidates build a reputation that garners trust and loyalty. It's not just about filling a position; it's about nurturing long-term careers. Technology may enhance efficiency and widen reach, but it will never replace the essence of human connection. Recruiters like Kim Slowik understand that building meaningful relationships with candidates and hiring managers is the key to successful recruitment. By combining technological tools with genuine empathy and insightful conversations, recruiters can truly find the perfect fit for both candidates and companies.
In today's rapidly evolving world, the intersection of technology and inclusive leadership is shaping the future of organizations. The qualities of inclusive leaders play a crucial role in fostering a culture of belonging, collaboration, and innovation. In this podcast, we will explore some key attributes of inclusive leaders and discuss how technology can be leveraged to enhance inclusive leadership. Courage: At the heart of inclusive leadership lies courage. Inclusive leaders must have the courage to challenge the status quo, address biases, and create an environment where every individual feels valued and respected. They understand that being a great leader means embracing diversity and making intentional efforts to be inclusive, even if it involves taking risks or stepping out of their comfort zones. Desire to Help People: Inclusive leaders have a genuine desire to help people thrive. They recognize that by fostering a sense of belonging and inclusivity, they can unlock the full potential of their teams. They actively seek opportunities to create conditions that allow everyone to contribute their unique perspectives, skills, and knowledge. By nurturing an environment that encourages collaboration and cooperation, inclusive leaders drive greater team performance and overall success. Embracing Human Qualities: Inclusive leadership involves recognizing and embracing the human qualities that set us apart from machines. While technology can enhance efficiency, it is the human touch that enables true empathy, compassion, and self-awareness. Inclusive leaders listen with empathy, act with compassion, and demonstrate genuine care for their team members. These human qualities foster trust, build stronger relationships, and promote a sense of psychological safety within the organization. Leveraging Technology for Inclusive Leadership: Technology can be a powerful tool for inclusive leadership. It provides leaders with actionable data and insights, enabling them to understand the voice of their employees better. Tools like coaching platforms offer valuable support for managers, helping them navigate conversations around well-being, mental fitness, and career growth. Additionally, technologies that promote diversity and inclusion in the hiring process, such as AI-powered interview analysis, can reduce bias and create fairer opportunities for all candidates. Business Outcomes of Inclusive Leadership: Contrary to the notion that inclusive leadership is just "soft stuff," it has tangible business outcomes. Studies have consistently shown that diverse and inclusive teams outperform homogeneous ones. Inclusive leadership leads to higher employee engagement, increased productivity, and improved retention rates. By quantifying and presenting these outcomes, inclusive leaders can demonstrate the value of their approach to stakeholders, including the CFO. The intersection of technology and inclusive leadership presents an exciting opportunity for organizations to create an inclusive and thriving workplace culture. Inclusive leaders, driven by courage and a desire to help people, are leveraging technology to enhance their leadership practices. By embracing human qualities, using technology as an enabler, and focusing on quantifiable business outcomes, inclusive leaders are shaping the future of work. In this age of technology, it is essential to recognize the power of inclusive leadership in unlocking the full potential of individuals and driving organizational success.
Are you someone who dreams of a fulfilling career, but feels bogged down by challenges and setbacks? Do you feel like you're constantly pushing yourself outside of your comfort zone, without seeing the results you want? If so, you're not alone. But the good news is that there are ways to build resilience and overcome the obstacles that stand in your way. As someone who is passionate about career development, I've seen firsthand how a resilient mindset can help people achieve their goals. It's not just about bouncing back from failures or setbacks, although that's certainly important. It's also about having the right mindset, one that is open to growth, learning, and taking ownership of your career. This is especially important in today's fast-paced and constantly evolving work environment. As technology and automation continue to disrupt industries and change the nature of work, it's more important than ever to be adaptable, flexible, and resilient. This means not only being able to handle challenges and setbacks, but also being proactive about your own career development. So what can you do to build resilience and take ownership of your career? It starts with developing a growth mindset, one that is open to learning, feedback, and continuous improvement. This means being willing to take risks, try new things, and embrace failure as a learning opportunity. It also means being mindful of your own needs and goals, and being willing to speak up and advocate for yourself. This could mean setting boundaries, asking for support or resources, or taking on stretch assignments that challenge you in new ways. But perhaps most importantly, building resilience and taking ownership of your career means cultivating empathy and understanding for yourself and others. This means recognizing that we all have limitations, and that it's okay to ask for help or support when we need it. It also means being mindful of the impact that our actions and decisions have on those around us, and striving to create a supportive and collaborative work environment. In the end, building resilience and taking ownership of your career is about recognizing that we all have the power to shape our own futures. By cultivating the right mindset, being proactive, and staying true to our values and goals, we can overcome challenges and achieve success in all areas of our lives. So why not start today?
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