HR Leaders
HR Leaders
Nov 23, 2020
The True Story of a Most Improbable Life…..
Play • 46 min

In this episode of the HR Leaders podcast, I'm joined by my guest Devon Harris, Winter Olympic Athlete & International Motivational Speaker.


This episode of the HR Leaders Podcast is brought to you by our friends at Achievers.

Download their 2020 Culture Report today to find out what it takes to maintain and increase employee engagement throughout a critical event. 

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Summary

Digital HR Leaders with David Green
Digital HR Leaders with David Green
David Green
52. How Singapore Uses Skills Data to Support Lifelong Learning (Interview with Wenshan Xu)
Welcome to episode two of series 11 of The Digital HR Leaders podcast. According to the latest Future of Jobs report from The World Economic Forum, by 2025 50% of all employees will need to be re-skilled. Moreover also by 2025, the same research predicts that 97 million new jobs will emerge and 85 million will be displaced by a shift in labour between humans and machines. Most commentators believe that the pandemic has only accelerated this progress. Skills is not just a challenge for organisations it is a challenge for entire countries and Singapore is setting a template that others could and perhaps should follow. The mission of SkillsFuture SG, or SSG for short, is to build a skills competitive Singapore and a nation of resilient and confident lifelong learners. My guest today is Wenshan Xu, Deputy Director of The Skills Development Group at SSG. Wenshan describes the unit as an intelligence unit for skills and as you are about to hear, the work they are doing is as fascinating as it is important. In our conversation Wenshan and I discuss: * How SSG helps re-skill workers in sectors affected by Covid and then helps them transition to sectors that were hiring * How SSG works with employers, education providers and citizens to create a skills and learning ecosystem that meets the changing requirements of jobs in the country * How Wenshan’s team uses data, analytics and machine learning to understand the supply and demand of skills now and in the future * The skills taxonomy that they have developed, which encompasses 34 skills frameworks, 11,000 skills competencies and over a thousand job roles * How all this supports the vision for talent mobility in Singapore This episode is a must listen for anyone interested or involved in skills, learning and workforce planning. So that is business leaders, CHROs and anyone in a people analytics or HR business partner role. Support for this podcast is brought to you by orgvue . To learn more, visit https://www.orgvue.com/.
51 min
HR Happy Hour
HR Happy Hour
Steve Boese Trish McFarlane
HR Happy Hour 463 - Professional and Personal Development Themes for 2021
HR Happy Hour 463 - Professional and Personal Development Themes for 2021 Hosts: Steve Boese, Trish McFarlane Guest: Ben Brooks, Founder & CEO, PILOT This episode of Happy Hour is made possible by Workhuman®. The world is watching the leaders of today and tomorrow. Modern employees want a workplace where they’re respected, seen, appreciated, and heard – and they’re demanding it. And thriving organizations like Cisco, Merck, and LinkedIn have realized the immense benefits of putting the human at the center of work. Get your copy of the book, “Making Work Human,” on Amazon and discover how And by Paychex, one of the leading providers of HR, payroll, retirement, and insurance solutions for businesses of all sizes.The fourth annual 2020 Paychex Pulse of HR Survey provides an in-depth look at how HR professionals are contributing to the success of the companies they serve. Go to paychex.com/pulse2020 today to download your copy of the 2020 Paychex Pulse of HR Survey report This week on the HR Happy Hour Show, we were joined by Ben Brooks from PILOT to talk about employee coaching and development trends for 2021. Ben shared some ideas on how organizations and managers can become more effective in their coaching and development of employees in 2021. We also talked about the concept of “self-management” - how employees need to take a greater and more intentional role in their own career success and development Additionally, we talked about our one or two big goals for 2021 This was a FUN show, thanks for listening! Learn more at www.pilot.coach Subscribe to the HR Happy Hour wherever you get your podcasts
38 min
HR Works: The Podcast for Human Resources
HR Works: The Podcast for Human Resources
Chris Ceplenski
HR Works 132: Lessons from the Capitol
It was just last Wednesday when an unprecedented attack on the Capitol building captured the attention of the world. I, for one, watched with disbelief as doors were breached, police were overrun, tear gas was used on both attackers and defenders, and when one woman died. It was a grim scene and one that reminds us that even those places that are supposed to be secure can have serious security flaws. Ahead of the inauguration, the FBI recently warned all 50 states that there might be armed violence. We’ve all seen the pictures of the national guard in the capitol building but not everywhere will have such resources to protect themselves to that degree. As an HR professional, you likely play some role in your organizational security. This event has highlighted for all of us how important that role is, and how more can always be done. I am lucky to be joined today by Ty Smith, a retired Navy Seal and founder and CEO of CommSafe AI (https://commsafe.ai), an African American and disabled veteran-owned technology company that helps companies disrupt emerging threats via an AI communications analysis system that helps companies identify and mitigate toxic communication in the workplace before it escalates. As promised, here is a link to the article (https://hrdailyadvisor.blr.com/2020/06/15/pandemic-create-new-threats-and-exacerbate-old-ones/) I mentioned discussing new threats during the pandemic with Ty.
37 min
The Modern Manager: Create and Lead Successful Teams
The Modern Manager: Create and Lead Successful Teams
Mamie Kanfer Stewart
137: Estimate Tasks and Projects with Greater Accuracy with Jessica Katz
Most of us are terrible at estimating how long work will take. For any given task, that may not matter. But if you’re trying to plan your week or create a project plan with your team, the lack of accurate forecasting can become a major point of frustration and stress. In this episode I talk with Jessica Katz. Jessica’s organization, Liberated Elephant, provides Agile coaching and change management to transform successful startups into commanding enterprises. Jessica focuses on the human potential of the organization - How to move from where you are, to where you want to be, while retaining team engagement and increasing revenue. Jessica and I talk about how to more accurately estimate the time required to complete work, and how to continually improve your estimates, how to get your team to adopt a mindset for effective time and task planning, and more. Members of The Modern Manager get 15% off a one hour coaching session with Jessica to help improve your leadership, intentionally design your career path, or better navigate your life and work in alignment with your core principles. To join go to themodernmanager.com/join Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How To Accurately Estimate Your Tasks and Projects Key Takeaways: * It’s difficult for human beings to estimate how long complex tasks will take. We don't consider all the things that could go wrong (planning fallacy) and we generally assume things will go well (optimism bias). * To improve your time estimation, break tasks down to the smallest thing you can do that still has value. * Estimate the amount of time each task will take. Keep track via a simple spreadsheet of how long each item took to complete. * Build empirical data by tracking actual time against projections. Use the data to make more informed guesses on how to plan out your time. * Estimate a reasonable amount of time for a task based on your data, not just a pure guess. You can then decide who's going to work on what and how you're going to schedule it based on capability and capacity. * Don’t set your plans in stone. Focus on what you’re trying to achieve and adjust your plan as you go along. * Allow for experimentation,adjust for context changes, and review your plans every 2- 4 weeks with your team. * Get your team on board by modeling the behaviors you're expecting. If you want your people to work at a more sustainable pace with less hours and to keep track of and manage their time better, you should also. * Host a meeting to discuss what your goals are: Are you looking for better time management or less employee stress? What difficulties are you or your organization experiencing? Talk through ideas about how you can improve, and review your plans frequently. Additional Resources: * Use SweetProcess to document regular workflow and include time estimates www.SweetProcess.com/modernmanager * Preregister for and help me design the new Modern Manager intensive program - Go to www.themodernmanager.com mamie@mamieks.com
31 min
BCG Henderson Institute
BCG Henderson Institute
BCG Henderson Institute
Book Interview: The Six New Rules of Business with Judy Samuelson
Judy Samuelson is executive director of the Aspen Institute Business and Society Program. She previously worked in legislative affairs in California, banking in New York’s garment center, and ran the Ford Foundation’s office of program-related investments. In her new book, The Six New Rules of Business: Creating Real Value in a Changing World, she explores how societal shifts in recent decades have upended the traditional rules of business, calling into question the business’s purpose and its role in society and offering new rules for how to make businesses successful in their new social contexts. In a conversation with Martin Reeves, Chairman of the BCG Henderson Institute, Samuelson discusses insights from her new book and emphasizes the role of business education in changing the business ecosystem for the better. *** About the BCG Henderson Institute The BCG Henderson Institute is the Boston Consulting Group’s think tank, dedicated to exploring and developing valuable new insights from business, technology, economics, and science by embracing the powerful technology of ideas. The Institute engages leaders in provocative discussion and experimentation to expand the boundaries of business theory and practice and to translate innovative ideas from within and beyond business. For more ideas and inspiration, sign up to receive BHI INSIGHTS, our monthly newsletter, and follow us on LinkedIn and Twitter.
25 min
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