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The HR Uprising Podcast
Lucinda Carney
Welcome to the HR Uprising Podcast. This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&D professionals. HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. HR Uprising is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value. Hosted by Lucinda Carney a Business Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that shows are both informative and fun. You can access more information on each Podcast including resources or links mentioned in the show at our website www.hruprising.com. If you are a forward-thinking HR; L&D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below. Connect with us here: Join the linkedIn community: https://www.linkedin.com/groups/13714397/ LinkedIn: https://www.linkedin.com/in/lucindacarney/ Twitter: @hruprising Instagram: @hruprising Facebook: @hruprising
- 49 minutes 25 secondsEmbracing Energy Ebb and Flow - with Karen Skidmore
Lucinda is joined by Karen Skidmore, a business growth strategist and embodied business mentor, to discuss the importance of embracing our natural energy cycles for enhanced productivity.
Karen shares her personal journey through burnout and the transformative practices she adopted, such as sound healing and embodiment, to reconnect with her body and intuition.
KEY TAKEAWAYS
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Recognise that productivity is not solely about time management; it's about managing energy. Understanding and aligning with natural energy cycles, such as circadian rhythms and seasonal changes, can enhance productivity and well-being.
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Slowing down can lead to greater success. Taking time to reflect and connect with oneself can help individuals make better decisions and avoid burnout, ultimately leading to improved performance.
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Be aware of physical and emotional signs of stress and burnout, such as chronic fatigue, digestive issues, and emotional disconnection. Acknowledging these signs early can prevent more severe health problems.
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Explore various holistic practices, such as sound healing, embodiment movement, and energy tracking, to reconnect with your body and reduce stress. These practices can help individuals find balance and improve their overall health.
BEST MOMENTS
"Slowing down absolutely does speed our success up. It’s about recognising that the way we work can negatively impact us."
"We often accept burnout as a rite of passage, ignoring the red flags our bodies are telling us."
"It feels like understanding yourself is a key part of productivity, not just time management."
"When we start to harness our mother nature seasons, we recognise there are different energies for different tasks."
"Being kind to ourselves improves our health. We cannot keep up with the productivity expectations placed upon us."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
HR Uprising
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
Actus Software
18 November 2024, 12:00 am -
- 24 minutes 33 secondsTeach The Geek - with Neil Thompson
Lucinda is joined by Neil Thompson, founder of Teach the Geek, to explore how technical experts can enhance their presentation skills.
Drawing from his own experiences as a former engineer in the medical device industry, Neil shares insights on the common pitfalls technical professionals face when communicating with non-technical audiences, such as the overuse of jargon and a lack of empathy for the audience's understanding
KEY TAKEAWAYS
- Use plain language and avoid technical jargon or acronyms that non-technical audiences may not understand. Instead, opt for simpler terms and analogies to convey complex ideas.
- Remember that not everyone has the same technical background. Consider the perspective of your audience and tailor your message to their level of understanding.
- Incorporate storytelling into presentations to make technical information more relatable and engaging. This helps the audience connect with the material and understand its relevance.
- Clearly define what you want your audience to do after your presentation. Start with the desired outcome in mind and structure your content to lead to that conclusion.
BEST MOMENTS
"Technical jargon is a big issue. We assume non-technical people know these words, but a lot of times they don’t. We should use more analogies and simpler words to communicate effectively."
"If you're the technical person, you may not see it as part of your job to do that translation. It’s not until you want that promotion that you realise the importance of communication."
"Storytelling is really important. If you want people to follow what you're saying, couching technical data in the form of a story can help non-technical people understand."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Teach The Geek - https://teachthegeek.com/
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
HR Uprising
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
Actus Software
11 November 2024, 12:00 am - 18 minutes 48 secondsDo Change Better
Lucinda discusses the upcoming book series "Six Minute Smarts," set to be published on November 5, 2024, by Practical Inspiration Publishing. The series aims to help individuals coach themselves in various business skills, including effective change management.
Drawing from the her previous work, Lucinda outlines a structured approach to understanding and implementing change over ten days, emphasising the importance of emotional intelligence, strategic thinking, and effective communication
KEY TAKEAWAYS
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Understanding and mastering one's own emotions is crucial for effective change management. Courage is also essential for challenging the status quo and confronting resistance.
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Recognising the necessity of change and understanding the bigger picture helps in motivating others and gaining their support. Utilising frameworks like Richard Beckhard's change equation can aid in assessing the need for change.
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Communicating change effectively requires both quantity and quality. Building a coalition of allies is important for successful change implementation, as no change agent can succeed alone.
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Different personality types respond to change in various ways. Recognising these differences can help tailor communication and support to ensure that all team members are engaged and committed to the change process.
BEST MOMENTS
"The bottom line is, I know everybody's realising that change is constant, but reality is that organisations still don't know how to manage it effectively."
"To be a change superhero, we need to have courage to stand up and be counted. It may mean challenging the status quo."
"Communication is not just quantity but quality. We need to make sure we are congruent with the way we communicate."
"It's about helping people really clearly see that vision and also breaking it down into manageable steps."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
4 November 2024, 12:00 am -
- 25 minutes 15 secondsAddressing Workplace Toxicity - with Anna Eliatamby
Lucinda is joined by Dr Anna Eliatamby, a clinical psychologist and executive coach with extensive experience in leadership and organisational development. Anna shares her unique journey, which includes working with the UN and developing mental health strategies across 47 countries.
Anna and Lucinda talk about the importance of self-care for leaders, recognising and addressing workplace toxicity, and the need for collective accountability in fostering a healthy organisational culture
KEY TAKEAWAYS
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Leaders must recognise their own stress signals and negative habits to effectively manage their well-being and support their teams. This includes taking time for self-reflection and understanding personal stress triggers.
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Addressing toxicity in the workplace requires leaders to openly acknowledge issues and involve the entire organisation in finding solutions. This includes praising positive behaviours and being transparent about the need for change.
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Organisations should actively seek input from employees regarding their well-being needs rather than imposing interventions. Tailoring programs to what staff actually want can lead to higher engagement and effectiveness.
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Toxic behaviours often stem from learned coping mechanisms rather than intentional malice. Leaders should focus on helping individuals understand and change their behaviurs through constructive feedback and support.
BEST MOMENTS
"A lot of my life has happened by chance rather than by design. I was very clear in my teenage years I wanted to study psychology."
"If you don't factor in the politics and the negativity alongside the positivity, you're never going to get your work done properly."
"HR are very caring of other people, but put themselves last in their own well-being quite often."
"People will bring in well-being interventions without actually asking staff whether this is what they want and need."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Anna Eliatamby - https://healthyleadership.world/about-us/
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
HR Uprising
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
Actus Software
28 October 2024, 12:00 am -
- 31 minutes 45 secondsHow To Make e-learning Effective AND Accessible - with Susi Miller
Lucinda is joined by special guest Susi Miller from eLaHub about the critical topic of accessibility in e-learning. Susi discusses the importance of making digital learning content accessible to individuals with various disabilities and access needs, as well as the Web Content Accessibility Guidelines (WCAG) and how these standards apply to e-learning, highlighting common pitfalls and best practices for creating inclusive learning experiences
KEY TAKEAWAYS
- Accessibility goes beyond traditional views of disability, encompassing various access needs, including visual, auditory, motor, and cognitive impairments. It's essential to consider all types of disabilities when creating digital content.
- The WCAG guidelines serve as a benchmark for making digital content accessible. Organisations often aim to meet WCAG AA level, which includes 56 standards. The latest version, WCAG 2.2, introduced nine new standards to improve accessibility.
- Creating inclusive learning experiences benefits all learners, not just those with disabilities. Using clear language, providing alternatives to common interactions (like drag-and-drop), and ensuring content is engaging for everyone enhances the overall learning experience.
- Conducting audits and providing training on accessibility empowers organisations to create their own accessible content. This approach focuses on practical remediation and understanding the specific authoring tools used in creating learning materials.
BEST MOMENTS
"Accessibility is very often what people mean when they're talking about how do we make our content accessible to these particular standards."
"If you're just looking at those accessibility standards, what you're not doing is looking at the learner experience."
"It's very easy for someone to say yes to being WCAG compliant, but you need to look deeper."
"The misconception that accessible content is not as good as non-accessible content is something we still have in our industry."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
HR Uprising
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
Actus Software
20 October 2024, 11:00 pm - 36 minutes 24 secondsHarnessing Neurodiverse Talent In The Workplace - with Amanda McEvoy
Lucinda discusses the important topic of neurodiversity with independent consultant Amanda McEvoy. With over 20 years of experience in the health sector and a personal connection to neurodiversity through her family, Amanda shares her insights on the challenges and strengths associated with conditions like autism, ADHD, and dyslexia.
The conversation delves into the unique ways neurodiversity presents, particularly in females, and emphasises the need for organisations to create inclusive environments that harness the talents of neurodivergent individuals
KEY TAKEAWAYS
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Neurodiversity encompasses all individuals, including both neurotypical and neurodivergent people. It refers to the variety of ways in which our brains function, affecting our experiences, strengths, and weaknesses.
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Female autism often presents differently than male autism, leading to under-diagnosis. Many girls are adept at masking their symptoms, which can result in their neurodiversity going unrecognised until later in life.
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Organisations should focus on making reasonable adjustments that benefit all employees, not just those who are neurodivergent. Simple changes, such as using plain language in job descriptions and allowing flexible interview processes, can create a more welcoming atmosphere.
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Companies that actively seek to hire neurodivergent individuals can benefit from their unique skills and perspectives. Embracing neurodiversity can lead to increased productivity, retention, and overall workplace satisfaction.
BEST MOMENTS
"When I hit menopause, my symptoms actually got a lot worse. And I realized that actually, I got diagnosed with ADHD."
"Girls are fantastic at masking... they learn very quickly how to adjust, so they therefore become fantastic at masking or fawning."
"It's really about adjusting the environment, so not expecting the individual to fit into the environment, but actually adjusting the environment to make it easier for the individual to thrive."
"If you can do it in construction, you can do it in any industry. It's just about working out what is your strategy for harnessing it."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE GUEST, Amanda McEvoy
Amanda McEvoy is a passionate learning and development expert and the Company Director of McEvoy Training Solutions Ltd. With a background in Leadership and Organisational Development, Amanda has a wealth of experience working with SMEs and the Public Sector. Since starting her company in 2011 after the birth of her second child, Amanda has focused on offering flexible, tailored solutions in areas such as Insights Discovery, Mental Health First Aid, and Menopause. Her mission is to help businesses and individuals achieve their goals through personalised training, with a strong emphasis on Equality, Diversity & Inclusion, and Health & Wellbeing.
Connect with Amanda...
www.mcevoytrainingsolutionsltd.com
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
HR Uprising
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
Actus Software
13 October 2024, 11:00 pm -
- 38 minutes 56 secondsManaging 'Politics' In The Workplace - with Sara Taylor
Lucinda welcomes diversity, equity, and inclusion expert Sara Taylor, who shares her extensive experience in the field spanning over 35 years.
They discuss the evolution of DEI practices, particularly in the U.S., and how these concepts have been integrated into workplace culture. Sara introduces her recent book, "Thinking at the Speed of Bias," and delves into the importance of understanding unconscious filters and the five developmental stages of awareness regarding diversity
KEY TAKEAWAYS
- Self-awareness is essential for personal and organisational growth. Individuals must recognise their filters and biases to improve their effectiveness in diverse environments.
- To foster a more inclusive workplace, organisations should aim to develop a critical mass of individuals who operate at the higher stages of development. This can lead to a cultural shift where inclusive behaviours are the norm.
- In workplaces with diverse political views, focusing on commonalities rather than differences can help mitigate polarisation. Leaders should encourage open dialogue about shared goals rather than defensively presenting information, which can exacerbate divisions.
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Our unconscious filters play a crucial role in how we perceive and interact with others. They automatically categorise and evaluate information, influencing our thoughts and actions without our conscious awareness.
BEST MOMENTS
"The vast majority of conflicts and misunderstandings are fuelled by misunderstandings coming from our unconscious filters."
"People think they are self-aware, but they're not really embracing it or doing positive stuff with it."
"What we can do is focus on where we do have commonalities. We both love dogs. We both have kids, you know, whatever it is."
"Systemic filters reinforce and perpetuate and come from stereotypes... How much information have I taken in that might be stereotypical against me?"
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
HR Uprising
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
Actus Software
6 October 2024, 11:00 pm - 42 minutes 16 secondsHow to be Deeply Human - with Kate Jones
Lucinda talks with Kate Jones, a leadership coach and consultant from Neon, about the evolving landscape of leadership, culture, and well-being in organisations. Kate shares her journey from frontline social work to management consulting and ultimately founding Neon, where she focuses on fostering deeply human leadership capabilities.
Together, they talk about the growing demand for purpose-driven work, particularly among younger generations, and the challenges of maintaining a meaningful organisational culture amidst the pressures of a fast-paced work environment
KEY TAKEAWAYS
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There is a noticeable shift, particularly among Generation Z, who are increasingly seeking purpose and meaning in their work beyond just financial gain. This trend reflects a broader societal demand for organisations to act as forces for good.
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Many organisations, including those in the public and third sectors, often operate in a "hamster wheel" culture characterised by constant busyness and a lack of time for reflection, creativity, and genuine connection.
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Effective leadership should focus on five key elements: Clarity of Purpose, Connection, Consciousness, Creativity, and Care. These elements help create a people-focused culture that enhances employee well-being and organisational performance.
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Employee well-being is a shared responsibility between the organisation and the individual. While organisations must foster a supportive culture, individuals also need to take responsibility for their own well-being by setting boundaries and prioritising self-care.
BEST MOMENTS
"I suppose purpose could also be where Gen Z or anyone is expecting an organisation to do stuff about being more sustainable."
"The hamster wheel culture is a culture of busyness, where you don't have time to think about what you're doing or connect with yourself or other people."
"Are we helping people to understand what's important, particularly in an environment where priorities might be shifting?"
"Employee wellbeing equals deeply human leadership, plus deeply human culture, plus deeply human infrastructure multiplied by employee responsibility."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
About The Guest, Kate Jones
Kate Jones is a coach and consultant that specialises in leadership development and culture change in the purpose-led sector. She is the founder of Neon and the architect of Deeply Human® leadership, a model of leadership that is a pathway to creating more successful organisations without burning out yourself or your teams. She leads a community called The Deeply Human Culture Club, made up of members from across sectors and geographies, that share a purpose about creating more human-centred, higher performing organisations.
Connect with Kate...
https://linktr.ee/katejonesneon?utm_source=linktree_admin_shareABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
HR Uprising
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
Actus Software
29 September 2024, 11:00 pm -
- 34 minutes 32 secondsThe Trust Crisis And How To Address It - with Adam Horne
Lucinda talks to Adam Horne, co-founder of OpenOrg, who shares insights from his extensive experience in culture change and highlights alarming statistics about employee engagement and trust in the workplace.
Together they look into the challenges organisations face, particularly in smaller businesses, regarding miscommunication and the erosion of trust
KEY TAKEAWAYS
- There is a significant trust deficit within organisations, with studies indicating that around 67% of employees do not trust their employers. This lack of trust can lead to lower engagement and higher turnover rates.
- Effective communication is crucial for building trust. Organisations should focus on improving communication flow internally and externally, ensuring that employees understand their roles, expectations, and the company culture.
- Developing a transparency charter can help define what transparency means within an organisation. This charter serves as a guide for leadership on how to handle communication and sets clear expectations for employees regarding what information will be shared.
- Organisations should take proactive steps to address transparency and trust issues rather than waiting for problems to arise. This includes documenting policies, clarifying communication around working hours, and being honest about what frameworks are in place.
BEST MOMENTS
"67% of employees don't trust their employer. That's a huge majority, it's over two thirds. It's a big, big number."
"Four in ten hiring managers have admitted to lying to candidates during the interview process about culture, about role expectations."
"Transparency is not extreme. It doesn't have to mean that we're asking CEOs to suddenly open up everyone's salaries and bonuses."
"If you don't have a career development framework in place, document that and tell people that and be open about that."
VALUABLE RESOURCES
OpenOrg - https://www.openorg.fyi/team/adam-horne
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
About The Guest, Adam Horne
Adam Horne is the co-founder of Open Org.
If your current HR & People goals are focused on improving things like communication , engagement, retention & trust, but you need more support to reach them, that’s exactly where Open Org comes in. They’re a member network of Experts, HR Leaders & Companies dedicated to creating more Open, High-Trust Culture at work. They provide members with a progressive peer community, resource library, and dedicated on-demand support to accelerate them towards those goals & objectives.
Useful Resources
www.openorg.fyi
www.openorfg.fyi/resources
www.openorg.fyi/individual-membershipConnect with Adam…
https://www.linkedin.com/in/adam-open-org/ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
HR Uprising
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
Actus Software
22 September 2024, 11:00 pm - 30 minutes 47 secondsPractical Uses For AI in HR - with Liz Redway
Lucinda talks to Liz Redway about into the intriguing world of artificial intelligence (AI) in human resources.
Drawing from her recent session aimed at demystifying AI for HR professionals, Liz discusses the current landscape of AI adoption, highlighting both the excitement and apprehension surrounding its use.
KEY TAKEAWAYS
- There is a noticeable gap in the adoption of AI within HR, with many professionals either hesitant to embrace it or unaware of its potential applications. This indicates a need for more education and sharing of best practices in the field.
- One of the primary concerns regarding AI in recruitment is the potential for bias. It's crucial for HR professionals to understand how AI systems are trained and to ensure that the tools they use are designed to minimise bias in hiring processes.
- AI tools like Fathom and Canva can significantly enhance productivity by automating administrative tasks such as note-taking and creating presentations. These tools allow HR professionals to focus more on strategic initiatives rather than getting bogged down in routine tasks.
- The energy consumption associated with AI technologies is a growing concern. HR professionals should be mindful of the environmental impact of using AI tools and consider when it is appropriate to utilise them to avoid unnecessary resource waste.
- AI can help streamline HR processes, such as handling basic employee queries, which frees up time for HR professionals to engage in more complex employee relations and relationship-building activities, ultimately enhancing workplace satisfaction and productivity.
BEST MOMENTS
"AI has actually been around for a lot longer than we might think... things like Facebook and Netflix have been long using AI to feed us what they would like us to buy or to see."
"The AI that you're using is only as good as its training and the input, and its programming. So particularly when it comes to things like recruitment, we really need to be mindful that it is as bias-free as possible."
"If you could take some of that admin, that note taking, that sort of thing out, lift yourself up, save that time, that's going to be really, really valuable."
"We do need to be thinking about when it's appropriate to use that tool and not squandering our resources just because it's easy to do that and it makes our lives easier."
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
Redway HR - https://www.redway-hr.co.uk/about-redway/
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
15 September 2024, 11:00 pm - 36 minutes 3 secondsEQ At Your Fingertips - with Rob Toomey of Typecoach
Lucinda talks to Rob Toomey, the President of TypeCoach about understanding personalities and improving communication within organisations.
Rob discusses how TypeCoach utilises personality frameworks like Myers-Briggs and David Kersey's temperament model to help individuals navigate relationships in various contexts, including team dynamics, leadership development, and sales interactions, as well as the benefits of understanding personalities, reducing stress, increasing diversity of ideas, and improving retention rates within organisations
KEY TAKEAWAYS
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The TypeCoach program focuses on helping individuals understand how to navigate relationships with others in various contexts, such as team dynamics, leadership development, and sales interactions.
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The TypeCoach tool is based on the Myers-Briggs and David Kersey's temperament model, aiming to provide practical guidance on emotional intelligence and interpersonal communication rather than just self-understanding.
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Proper administration and explanation of personality preferences are crucial to avoid skepticism and misinterpretation of personality assessments like Myers-Briggs.
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TypeCoach offers online tools that allow users to access advice on communication strategies tailored to specific personalities, enhancing workplace relationships and reducing stress.
BEST MOMENTS
"So the primary reasons why there are so much skepticism or as I say baggage out there around the Myers-Briggs itself is primarily due to poor administration."
"This takes a personality tool from being kind of a box ticking thing to do that's vaguely interesting into something that's much more practical."
"The main commercial benefit of introducing this material is helping people understand how to navigate the relationship with the other people around them.
"If you can understand that the other person is not trying to deliberately frustrate or annoy me, they're just wired differently, we have a higher level of tolerance."
VALUABLE RESOURCES
Rob Toomey LlinkedIn - https://www.linkedin.com/in/robtoomey
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/
Get your copy of How To Be A Change Superhero by emailing at [email protected]
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
CONTACT METHOD
- Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
- Email: [email protected]
- Linked In: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
8 September 2024, 11:00 pm -
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Links
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