The HR Uprising Podcast

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Download the Burke Litwin Model of Change Resource

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT JOHN

John LinkedIn: https://www.linkedin.com/in/john-tarrant-494363a/

DNA Website: https://www.wearedna.co.uk/

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: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Thriving Talent with Aoife O'Brien

Mon, 27 Apr 2026 00:00:00 -0000

Lucinda reunites with leadership and culture specialist Aoife O’Brien to explore how organisational thinking has shifted over the last five years.

Moving beyond the foundational concept of "belonging," Aoife introduces her Thriving Talent framework—a holistic temple model built upon psychological safety and supported by three critical pillars: Workplace Culture, Individual Drivers, and Organisational Capabilities.

They dive deep into the nuances of psychological safety, the dangers of toxic cultures, and the essential role of self-awareness in leadership.

KEY TAKEAWAYS

Organisational success is structured like a temple: Psychological Safety is the foundation, Culture, Drivers, and Capabilities are the pillars, and Leadership is the capstone that holds it all together.
True psychological safety is not about being nice or avoiding conflict; it is the ability to engage in candid, constructive conflict and admit failure without fear of retribution.
While 95% of people believe they are self-aware, research suggests the actual figure is closer to 15%. Effective leadership requires bridging this gap by seeking external feedback to understand the impact we have on others.
A toxic culture often stems from a mismatch between stated values and actual behaviours (how people are rewarded or treated). Authenticity requires total alignment between the two.

BEST MOMENTS

"Psychological safety is not the answer to everything; it is the means to the end."

"Silence is a clear sign that you have not created psychological safety."

"We don’t set out to create a toxic work environment; it just accidentally happens. But it takes acknowledging the elephant in the room to change it."

"Leadership starts with leading ourselves first before we ever think about leading other people."

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT AOIFE

LinkedIn: https://www.linkedin.com/in/aoifemobrien/

Thriving Talent: https://thrivingtalentbook.com/

Aoife's Previous Episode 107: Belonging at Work

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

HR Compliance in an AI World with John Rood

Mon, 13 Apr 2026 00:00:00 -0000

Lucinda explores the critical intersection of AI governance and compliance within modern organisations with special guest John Rude, founder of Perceptual, who emphasises that as major regulations like the EU AI Act emerge, AI oversight must transition from a niche IT concern to a cross-functional responsibility involving HR, legal, and executive leadership.

They discuss how high-risk applications, such as recruitment and performance management, require robust documentation and ethical frameworks to mitigate bias and liability, providing a wake up call to action for businesses to implement internal AI policies and tiered literacy training to navigate the rapid evolution of technology safely and strategically.

KEY TAKEAWAYS

Organisations must prepare for the EU AI Act, which is set to establish a global standard similar to GDPR. It categorises AI uses by risk, with high-risk areas requiring extensive documentation and management systems.
While AI governance often lands on the desks of HR or IT, it must be an organisation-wide effort. Restricting governance to a single department can lead to "Shadow AI," where employees use tools without oversight, increasing liability and bias risks.
Effective governance requires a tiered approach to training. Executives need to understand strategic risk, middle managers need function-specific context, and all employees require a baseline of AI literacy to avoid basic security pitfalls.
The absolute minimum requirement for any organisation today is an Internal AI Use Policy. This document acts as the first line of defence, defining how employees can and cannot interact with AI tools to protect company assets.

BEST MOMENTS

"If we say governance just belongs only in HR, or only in information security, or only in IT, it doesn't end up working... the policies we create to put governance into place have to filter throughout the entire organisation."

"The EU often times sets a global standard based both on their desire to act quickly on new items... and the expansiveness with which they're willing to regulate."

"It's the potential risk to individuals to over-benefit some and disadvantage the disadvantaged... it’s that kind of impact on humans if not used with great ethics."

"Every organisation needs an internal AI use policy, and if you don't have it, that really is in my mind like an emergency."

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

ABOUT THE HOST

Measuring Inclusion with Paolo Gaudiano

Mon, 30 Mar 2026 00:00:00 -0000

Lucinda talks to Paolo Gaudiano, a scientist and entrepreneur who applies computer simulations and analytics to the field of DEI.

Paolo challenges traditional diversity initiatives that focus solely on demographic quotas, arguing instead for a data-driven focus on inclusion. By linking specific workplace problems, such as exclusion from meetings or career development disparities, to tangible financial losses like decreased productivity and increased attrition, he provides HR leaders with a powerful framework to align people strategies with the organisation’s bottom line

KEY TAKEAWAYS

Focusing on inclusion is more effective than focusing on diversity because it addresses the root causes of attrition rather than just chasing demographic quotas.
HR leaders can build a stronger business case for DEI by quantifying how poor employee experiences lead to visible losses in productivity and increased turnover costs.
True meritocracy is achieved only when an organisation ensures that career outcomes like promotions and bonuses are decoupled from an employee's identity.
Instead of starting with identity groups, organisations should identify their biggest operational problems and fix them, which naturally benefits underrepresented groups the most.

BEST MOMENTS

"The problem is not so much that we're not hiring enough people... it's a problem that these people are more likely to leave because we're not treating them the same way as other employees."

"I want to get to the point where the HR leaders are able to use these simple concepts... to measure the right metrics and to be able to link them to the financial KPIs."

"It's easy to have a complicated idea, but it's very, very hard to have a simple idea."

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT PAOLO

LinkedIn: https://www.linkedin.com/in/pgaudiano/

Book: https://measuringinclusion.com/book

Aleria Website: http://www.aleria.tech/paolo-gaudiano

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Preventing Harassment with Dr Enya Doyle

Mon, 16 Mar 2026 00:00:00 -0000

Lucinda welcomes Dr. Enya Doyle, known as the "harassment doctor," to discuss effective strategies for preventing harassment in the workplace.

Dr. Doyle shares her background in academic research, particularly her PhD on sexism in classical music, and emphasises the importance of recognising and addressing harassment in all organisational settings, especially in smaller businesses where HR resources may be limited.

The conversation explores the significance of awareness, the role of leadership in fostering a respectful culture, and practical steps for HR professionals to take, including the need for tailored policies and the value of open communication

KEY TAKEAWAYS

It's crucial for HR professionals, especially in smaller organisations, to recognise that harassment can occur anywhere, regardless of the size or culture of the workplace. Silence or lack of reports does not mean that harassment is not happening.
Organisations should regularly examine their cultural norms and practices. Questions like "What would be considered normal behaviour here?" can help identify potentially harmful practices that may be overlooked.
Policies on harassment should reflect the reality of the workplace and be tailored to the specific industry. Generic, cookie-cutter policies are ineffective if they do not address the unique circumstances of the organisation.
Training should not be limited to e-learning; instead, it should involve interactive discussions and real-life examples.

BEST MOMENTS

"It's really important... just because you are a HR department of one doesn't mean that people, individual bad actors or systems aren't going to create an environment where people are going to bully or harass their colleagues."

"If you were to receive a phone call from the police to say that one of your employees had been arrested for sexual assault, who do you not be surprised about?"

"Please don't make your entire harassment prevention strategy e-learning. If you do absolutely nothing else that I've said, please do not make that your entire strategy because it won't work."

"Curiosity is key. The one piece of advice that I always give... is ask one more question. Just be curious."

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Helping The Squeezed Middle Manager with Gary Cookson

Mon, 02 Mar 2026 00:00:00 -0000

Lucinda welcomes special guest Gary Cookson, an expert in leadership development and author of the upcoming book, The Squeezed Middle, to talk about the evolving and often invisible role of middle managers, who act as vital buffers and translators between senior strategy and frontline execution.

They explore how modern shifts like hybrid work, AI integration, and a greater organisational focus on individual well-being have transformed the middle management profile from a process-driven role into one defined by "learnership," high emotional intelligence, and lateral influence.

KEY TAKEAWAYS

Middle managers are the "value zone" of an organisation where abstract strategy is translated into practical reality and organisational culture is truly embodied through daily interactions.
Remote and hybrid work have moved management from sensory observation (eyes and ears) to digital data processing, requiring managers to master asynchronous communication and new ways of gathering information.
There is an increasing demand for managers to treat employees as unique individuals rather than a collective group, necessitating high interpersonal skills and the ability to navigate individual well-being and career aspirations.
With the rapid onset of technologies like AI, managers are no longer expected to have all the answers; instead, they must model "learnership" by being open to unlearning old habits.

BEST MOMENTS

"If you want to know the true value of a middle manager, get rid of them. See what doesn’t happen as a result, and see what does that they're not there to stop happening."

"Strategy becomes reality, plans become real... it's a very misunderstood and often quite intangible role."

"It’s never important to have all the right answers; it’s more important to have all the right questions."

"You can't expect people to just swim when you throw them in the water for the first time... if you throw somebody in the water for the first time and they drown, that's on you, not on them."

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT GARY

LinkedIn: https://www.linkedin.com/in/garycookson/

Pre-order 'The Squeezed Middle': https://www.degruyterbrill.com/document/isbn/9783111713748/html

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Leading with Heart with Roxanne Hobbs

Mon, 16 Feb 2026 00:00:00 -0000

Lucinda is in discussion with Roxanne Hobbs, founder of the Hobbs Consultancy, about the importance of leading with heart in the workplace.

They look at how empathetic leadership can foster inclusive and high-performing cultures, and Roxanne shares her journey from the advertising industry to advocating for women in leadership, highlighting the significance of balancing empathy with accountability.

They explore the complexities of modern leadership, emphasising the need for leaders to embrace both emotional intelligence and performance-driven strategies.

KEY TAKEAWAYS

And empathy-led approach fosters a more inclusive and high-performing workplace culture.
The model consists of three pillars: Connection (empathy and accountability), Authenticity (vulnerability and boundaries), and Consciousness (self-awareness and decisiveness). Leaders should strive to balance these elements to enhance their effectiveness.
Leaders need to engage in personal work to overcome past experiences and fears that may hinder their ability to lead with heart
A holistic approach helps identify underlying cultural issues and promotes sustainable performance.

BEST MOMENTS

"I want people to lead with heart, but I can't possibly say that out loud in the workplace. And he said, why not?"

"If you're using fear to push people harder, there's only so far you can go with that before people will completely disengage."

"The strength lies in the “and”. It's about being empathetic first and holding you accountable."

"It's not something extra, it's not something that costs money, but it's how can people really just consider it."

VALUABLE RESOURCES Leading with Heart Whitepaper: https://thehobbsconsultancy.com/leading-with-heart-whitepaper/ The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Authentic Communication with Sally Pritchett

Mon, 02 Feb 2026 00:00:00 -0000

Lucinda discusses the critical importance of employee communication with Sally Pritchett, CEO of Something Big, a creative communications agency.

Sally shares her insights on the evolving landscape of workplace communication, the challenges of information overload and the changing expectations of employees who seek transparency and authenticity from their leaders. They also explore the significance of trust in organisations, the need for two-way dialogue rather than one-sided communication, and the role of HR in fostering a culture of engagement

KEY TAKEAWAYS

Effective employee communication is crucial in today's workplace, where employees expect to be engaged and informed about the organisation's purpose and values, rather than just being told what to do.
Transparency and authenticity in communication are essential for fostering trust between leaders and employees. Leaders should acknowledge uncertainties and focus on the organisation's core values to provide stability during challenging times.
Organisations should prioritise genuine conversations over monologue-style communication. Engaging employees in dialogue can lead to better understanding and collaboration, rather than simply broadcasting messages.
The choice of language in communication can significantly impact employee perception. Using inclusive and relatable language helps employees feel acknowledged and valued, while jargon or corporate speak can create disconnect and distrust.

BEST MOMENTS

"We need to bring people on the journey. They don't just come because we gave them a job and we're paying them at the end of the month."

"I think the best thing [leaders] can do is to say, we don't have a crystal ball. We don't have the answers to what the future looks like."

"If you keep telling your kids to stop bickering, what you get is more bickering. Look at what is the main conversation going on in your business."

"Treating employees like adults is an absolute must, in my opinion. I think that's often where we fail."

VALUABLE RESOURCES

Something Big - https://somethingbig.co.uk/our-story/

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT SALLY

LinkedIn: https://www.linkedin.com/in/somethingbig/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Blue Monday - Suicide Prevention with Jessi Beyer

Mon, 19 Jan 2026 00:00:00 -0000

Lucinda welcomes suicide prevention expert, Jessi Beyer, to discuss the critical yet often overlooked topic of suicide prevention in the workplace.

Jessi shares her personal journey into this field, stemming from a life-changing experience in high school, and emphasises the importance of equipping non-mental health professionals, particularly HR practitioners, with the tools to recognise and respond to signs of distress among colleagues. The conversation also introduces the LIFE model—Listen, Inquire, Form a safety plan, and Eliminate lethal means—as a practical framework for supporting individuals in crisis.

KEY TAKEAWAYS

The LIFE model consists of four key steps: Listen, Inquire, Form a safety plan, and Eliminate lethal means. This framework helps non-mental health professionals effectively support individuals in crisis.
Dramatic changes in behaviour, appearance, and substance use can indicate someone is struggling. It's important to be aware of these signs and to actively check in with colleagues who may be exhibiting such changes.
Effective communication is crucial in supporting someone in distress. Key skills include reflection, minimal encouragers, mirroring, open-ended questions, summary statements, and the use of silence to create a safe space for sharing.
In high-stress situations, such as someone threatening self-harm, the focus should be on slowing down the conversation, building rapport, and listening actively, while also ensuring that professional help is called.

BEST MOMENTS

"It's those people that are kind of those frontline supports, it's friends, it's family members, it's colleagues that are going to be the people that recognise suicidal ideation first."

"If you can do those four things, you will be able to handle and de-escalate the vast majority of suicidal or mental health crises that you might encounter in your workplace."

"One of the biggest risk factors for suicide is feeling like you don't have people around you."

"If you can combine some of those statistics of like, it's here and it's costing us something, sometimes that's enough to change the tides in an organisation that doesn't think they need to care about mental health."

VALUABLE RESOURCES

Jessi Beyer - https://jessibeyerinternational.com/

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT JESSI

Website: https://jessibeyerinternational.com/ LinkedIn: https://www.linkedin.com/in/jessierinbeyer/ Instagram: https://www.instagram.com/itsjessibeyer/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Ban the Boozy Christmas Party! with Tabbin Almond

Mon, 01 Dec 2025 00:00:00 -0000

Lucinda welcomes Tabbin Almond, author of "Bottling Up Trouble," to discuss the impact of alcohol in the workplace.

As the holiday season approaches, they explore the cultural norms surrounding drinking, particularly in corporate settings, and the challenges faced by individuals struggling with alcohol use. Tabbin shares a personal journey to becoming alcohol-free and highlights the stigma that prevents many from seeking help.

KEY TAKEAWAYS

There is a pressing need to change workplace cultures that encourage excessive drinking, as many individuals feel pressured to conform to alcohol-related social norms, which can lead to serious personal and professional issues.
Individuals struggling with alcohol use often feel shame and stigma, making it difficult for them to seek help. Coaching can provide a supportive environment where they can regain control and learn to live alcohol-free
Younger generations, particularly Gen Z, are drinking less and are more aware of mental health issues. As they rise to senior positions, they are likely to influence workplace cultures towards healthier practices
Organisations should prioritise inclusivity at events, such as Christmas parties, by providing a wide range of appealing non-alcoholic options and ensuring that alcohol does not dominate the event's focus

BEST MOMENTS

"There's so much shame and stigma around having a problem with alcohol that they can't ask for help. They fear that if they say they've got a problem, they will be branded forevermore."

"The younger generation are much more aware of their mental health and proactive in looking after it. They understand that alcohol can never relieve depression or stress; it can only make them worse."

"We need to change the culture. We're encouraged to drink by society, but if someone gets into trouble, it's only the individual's fault."

"Think before automatically using alcohol to help people bond at work. Be more creative and ask, 'Isn't there something better we could do?'"

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT TABBIN

LinkedIn - https://www.linkedin.com/in/katherine-tabbin-almond/

Wine to Water Coaching - https://www.winetowatercoaching.com/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Discover Compliance Culture: Our New Spinoff Podcast For Compliance Professionals

Wed, 19 Nov 2025 00:00:00 -0000

Stop treating compliance and HR as an administrative balancing act and find clarity. Join Lucinda on Compliance Culture as she explores why organisational culture is the key to embedding compliance in practice - moving beyond the just avoiding fines attitude to achieve better outcomes for customers, employees, and organisations.

Introducing the launch of our brand new spinoff podcast : Compliance Culture.

This show is designed specifically for compliance professionals who want to explore trending topics like Consumer Duty and SMCR, but from a more human perspective. We'll be talking to industry experts and real-world professionals so you can relate, gain practical knowledge, and discover tools to make working in compliance easier and more impactful.

Important: The HR Uprising podcast isn't going anyway! We will continue as normal with the additional of this new show. Compliance culture is added content we just couldn't keep to ourselves, the conversations were too good not to share.

Search for Compliance Culture on your favourite podcast platform, subscribe and give us a rating today!

Find Us On

Apple Podcasts

Spotify

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And Beyond...

Contact Methods

Actus -

The HR Uprising -

Join The HR Uprising LinkedIn Community

Instagram | Facebook | YouTube | X

Protecting Employee Data Building a Culture of Compliance with Sarah Hodgkin-Bates

Mon, 17 Nov 2025 00:00:00 -0000

Lucinda speaks with data protection expert Sarah Hodgkin-Bates about the critical overlap between HR and compliance, specifically regarding the handling of employee personal data.

They examine the importance of setting a company culture of transparency and cooperation by properly managing data protection, and discuss the legal frameworks governing data (GDPR/Data Protection Act 2018), how to manage access to different types of employee records (e.g., payroll vs. disciplinary), and the challenges organisations face with complex areas like Subject Access Requests (SARs) and the proper retention of sensitive data.

KEY TAKEAWAYS

Being transparent about how employee data is used, often via separate employee privacy notices, builds a positive, co-operative company culture and a better employee brand.
A core principle of data protection is to minimise access. Access should only be given to individuals who strictly need it for their job or role (e.g., payroll staff, but not the whole accounts team).
Subject Access Requests (SARs) are often raised during complaints to create stress. Organisations must have a clear procedure and recognise that a SAR must be fulfilled within one month, as failure to comply could lead to regulatory body involvement.
Data protection classifies certain types of personal data (like protected characteristics under the Equality Act 2010 or biometric data from CCTV) as 'special category data,' requiring elevated security measures like encryption and limited access.

BEST MOMENTS

"If you get your data protection right, you are creating a spirit of transparency and cooperation."

"A basic principle of data protection is to minimise access. So you would only give access to people that strictly need it for their job or role."

"Subject Access Requests... are usually raised because someone has a complaint or a grievance and they're looking to gather evidence or to create stress and hassle."

"If you are challenged by an employee, you must be able to give them an open and honest answer about how you're using your data and why you're using it."

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT SARAH

LinkedIn - https://www.linkedin.com/in/sarah-hodgkin-bates-35a035177/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

FutureX Leaders with Kate Fletcher

Mon, 03 Nov 2025 00:00:00 -0000

Lucinda speaks with Kate Fletcher, founder of FutureX Leaders, about the evolving landscape of leadership and the emotional challenges leaders face today.

They discuss the findings of recent research highlighting that a significant number of leaders feel pressured to perform rather than be their authentic selves, leading to emotional exhaustion, and highlight the importance of intentional leadership practices and the value of community in navigating the complexities of modern organisational life

KEY TAKEAWAYS

A significant number of leaders (90%) feel pressured to perform rather than be their authentic selves, leading to emotional exhaustion for nearly 70% of them. This highlights the need for better support systems for leaders to manage their emotional well-being.
There is a growing recognition that leadership must evolve to be more human-centric, focusing on adaptability, emotional fluency, and psychological safety. This shift is essential for leaders to navigate the complexities and uncertainties of today's business environment.
FutureX Leaders emphasises the value of peer support and connection. Regular interactions within peer cohorts foster trust, belonging, and accountability, allowing leaders to share experiences, solve problems collaboratively, and learn from one another.
Traditional classroom-based leadership training is deemed ineffective. FutureX Leaders advocates for a more practical approach, where leaders engage in real-time learning and practice, enabling them to apply concepts directly to their work environments.

BEST MOMENTS

"90% of leaders feel the pressure to perform rather than actually show up as who they really are."

“What we need is a real shift towards much more human leadership... about adaptability, emotional fluency, psychological safety."

"Classroom-based leadership development just doesn't work. People need something frequent, regular, that's about the practice of leadership."

"If you are exhausted at work, then that actually feeds over into your home life as well."

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT KATE

LinkedIn - https://www.linkedin.com/in/katefletcher-ceo-mentor/

Substack - https://substack.com/@thekatefletcher

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

5x5 Leadership - with Matthew Adam

Mon, 20 Oct 2025 00:00:00 -0000

Lucinda is joined by special guest Matthew Adam, to look at the concept of systemic psychotherapy, exploring how its principles, rooted in understanding the interconnected nature of relationships within a system, are highly relevant to organisational leadership.

Using a 5x5 model framework—which balances five essential team functions against five common team dysfunctions—they examine the active, proactive process required to foster a healthy, high-performing organisational culture.

KEY TAKEAWAYS

Systemic psychotherapy focuses on relationships and the interconnected nature of elements within a system, similar to how an ecosystem or a family operates, and this thinking is highly applicable to improving organisational systems.
The 5x5 model addresses the "five dysfunctions of a team" by balancing them against five essential team functions, providing an active, hands-on framework for improving team dynamics and performance.
Working on the model creates a positive, multi-modal, and circulatory impact across the organisation, meaning that strengthening one area simultaneously enhances all other areas due to the interconnected nature of the system.
The starting point for implementing the model is encouraging a reflective space where leaders address questions about how they can improve and what they would like to do differently, moving from a problem-saturated focus to a strength-based position.

BEST MOMENTS

"Systemic psychotherapy is really about relationships. It's about how do we understand the interconnected nature of the elements that comprise a system and how they interact with each other."

“Dysfunction doesn't have to mean dysfunctional"

"Working on one particular area, you're positively impacting all of the others simultaneously."

"We sometimes have to define our structure so that not only are we addressing team dynamic, but we're also introducing agility and flexibility."

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

⁠Mastering Motivation with Rob Lion (The HR Uprising)⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT MATTHEW

LinkedIn - https://www.linkedin.com/in/matthew-adam1/

5x5 Website - http://www.the5x5model.com/

For Consulting - http://www.systemicsolutionsconsulting.co.uk/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Tap Into Your Allyship Power - with Julie Kratz

Mon, 06 Oct 2025 00:00:00 -0000

Lucinda is joined by allyship expert Julie Kratz, who discusses her research on why people with power often disengage from conversations about diversity and inclusion, feeling either "threatened" or "irrelevant."

Together they explore her latest book, which outlines a "use fear as fuel" strategy and introduces a framework for building allyship programs. Julie stresses that everyone has power and a social responsibility to champion inclusion, arguing that strong allyship is less about transactional "doing" and more about building meaningful relationships that lead to personal fulfilment, better team dynamics, and positive organisational change.

KEY TAKEAWAYS

Many people in positions of power, particularly white men, do not believe conversations about diversity and inclusion are meant to include them, often fuelled by fears of status loss, irrelevance, or the belief that allyship offers "all risk, no reward."
Everyone has power, and the first step to becoming an effective ally is to build a strong "allyship why" rooted in the understanding that humans are a social species whose survival and happiness depend on collaboration and helping one another.
Effective allyship involves moving beyond individual action to creating systemic change, which includes building highly customised allyship programs that focus on key behaviours like modeling and storytelling to make inclusive practices contagious.
Organisations need to focus on building inclusive policies (e.g., caregiving leave, pay equity) and objective hiring and promotion processes to minimise bias, as people are often judged on potential (if they resemble current leadership) or actual performance (if they are different).

BEST MOMENTS

"The first step that I offer is really building your allyship why. Like why do you want to be helpful to other people?"

"Power's not bad, it's what you do with it that matters. And so don't you want to be on the good side of history, like don't you want to be the one that's standing up to social issues, even if it doesn't impact you?"

"The more you are look and act like the C-suite leader, that again is predominantly white male, the more you have proxy to power."

"Modelling plus storytelling. So I can model the behaviour, and you could be like, 'Yeah, that's great for Julie, but that doesn't really work for me and my style.' But what if I told you a story in addition to that, that you could kind of see yourself in?"

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

CONTACT JULIE

Her LinkedIn- ⁠https://www.linkedin.com/in/juliekratz/⁠

The Next Pivot Point Website - ⁠https://www.nextpivotpoint.com/ ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

High Performance HR - Cultural Mapping And Development

Mon, 22 Sep 2025 00:00:00 -0000

Lucinda looks at the critical role of organisational culture in driving high performance and compliance, emphasising that culture, often defined as "the way we do things around here," significantly influences employee engagement, behaviour, and decision-making.

She also discusses practical tools for mapping and diagnosing culture, such as Cameron and Quinn's cultural diagnostics and the cultural web, while highlighting the importance of psychological safety in fostering a learning environment

KEY TAKEAWAYS

Tools such as Cameron and Quinn's cultural diagnostics and the cultural web can help organisations assess their current culture and identify areas for improvement
Creating a culture of psychological safety is vital for effective learning and development. Employees should feel comfortable making mistakes, asking questions, and providing feedback without fear of negative consequences.
Leaders play a critical role in shaping organisational culture. Their behaviours and values set the tone for the entire organisation. It is important for leaders to model the desired behaviours and encourage ethical decision-making.
Compliance is increasingly viewed as a cultural issue rather than just a regulatory requirement. Organisations should embed compliance values into everyday processes and decision-making to ensure that employees understand the importance of compliance beyond mere tick-box exercises.

BEST MOMENTS

"Culture is so hard to define. It defines how our people show up. It defines what they prioritise, how aligned their actions are, the values they promote."

"If we want to drive high performance, we are either pushing against the tide or we're going with it. And the tide in this case is culture."

"Psychological safety was the top factor in terms of generating high performance teams."

"Culture makes a massive difference. It’s not just about compliance; it’s about whether the people follow things."

VALUABLE RESOURCES

The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠

HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠

Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠
Email: ⁠Lucinda@advancechange.co.uk⁠
Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

High Performance HR - Talent Development

Mon, 08 Sep 2025 00:00:00 -0000

Lucinda examines talent retention and development, building on the previous discussion about attracting talent, and emphasising the importance of creating a high-performance culture that not only draws in great people but also keeps them engaged and motivated.

Lucinda explores the evolving definition of talent, highlighting the need for inclusivity and recognising diverse contributions within organisations

KEY TAKEAWAYS

Talent should not be limited to a select group of high performers or leaders. It encompasses a diverse range of individuals, including specialists, reliable experts, and emerging leaders, highlighting the importance of recognising and harnessing everyone's unique contributions.
Organisations often invest heavily in recruitment but neglect onboarding and ongoing development. To retain talent, it's crucial to provide meaningful career opportunities, learning and development options, and a sense of purpose beyond just a pay cheque.
The shift to hybrid work has changed how employees engage with their organisations. Companies need to ensure that visibility and performance evaluations are fair and inclusive, avoiding biases that may arise from physical presence in the workplace.
Engaging employees in their career development is essential. This involves regular performance conversations that focus on individual aspirations and growth, allowing employees to take an active role in shaping their career paths.

BEST MOMENTS

"We know that talent is broad. It's about seeking out everybody's talent. Talent is your high-performing specialist... Everyone plays their part."

"People want more than a pay cheque. They want purpose, flexibility, growth, and to feel that their career is moving forward."

"If you think of a modern talent strategy... it needs to be conscious, intentional, and on their terms as well."

"We need to engage the individual in driving their career. People want choice, autonomy, and clarity on how they can grow."

"Don't start investing and don't bite off more than you can chew. Start small and then turn those insights into action."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Recruiting and Onboarding Talent

Mon, 28 Jul 2025 00:00:00 -0000

Lucinda examines the critical topic of recruiting and onboarding talent as part of the high-performance series, stressing the fact that attracting and retaining the right people is not merely an HR task but a strategic business priority that requires clarity and collaboration

KEY TAKEAWAYS

Before starting the recruitment process, it's essential to have a clear understanding of the role's requirements, including necessary skills, behaviours, and cultural fit.
Treat candidates with respect throughout the recruitment process. Ensure transparent communication, provide timely feedback, and create a human-centred experience to enhance your employer brand.
Implement structured interviews with standardised questions to ensure fairness and reduce bias. Use techniques like the STAR model to help candidates articulate their experiences effectively.
Maintain engagement with new hires between the acceptance of their offer and their start date. Personalise the onboarding experience to help them feel welcomed and connected to the team, while also setting clear expectations for their role.

BEST MOMENTS

"Attracting and retaining the right people is so much more than a tick box HR task, isn't it? It's a strategic business priority."

"It's about having purpose, understanding what it is that we really need to achieve. It's not about dusting off an old job description."

"Job seekers today are savvy. They're not just looking at our job description; they'll be checking out the Glassdoor reviews, LinkedIn presence, maybe company values."

"Make sure that the communication around it is real, is personal. It's very interesting because when it's just a massive numbers game, it's quite hard."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Dr Jo Burrell - https://uk.linkedin.com/in/dr-jo-burrell-04901a96

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

High Performance - Building A Learning Culture

Mon, 14 Jul 2025 00:00:00 -0000

Lucinda discusses the importance of cultivating a learning culture within organisations, emphasising that learning should be embedded in every aspect of organisational life rather than limited to traditional training courses.

Drawing on insights from industry experts, the episode explores the concept of psychological safety and its role in fostering an environment where employees feel safe to ask questions, admit mistakes, and challenge the status quo.

KEY TAKEAWAYS

A learning culture is defined as one where learning is embedded in every aspect of organisational life, moving beyond traditional training courses to create an environment that encourages continuous development and innovation.
Creating a psychologically safe environment is crucial for fostering a learning culture. Employees should feel safe to ask questions, admit mistakes, and challenge ideas without fear of embarrassment or punishment.
The framework of Environment, Permission, and Culture (EPC) is essential for establishing a learning culture. Organisations need to create the right environment, give employees permission to learn, and cultivate a culture that values learning at all levels.
Learning and development initiatives should align with the organisation's strategic goals to ensure that learning is purposeful and contributes to overall business success. This alignment helps justify investment in learning programs.

BEST MOMENTS

"Having opportunities to learn and grow is one of those key questions when you look at employee engagement."

"We need to create this environment where it's okay for people to speak up, to ask questions, to admit mistakes, or admit they don't know the answer without the fear of embarrassment or punishment."

"A high-performing learning culture doesn't come from one-off training, sticking plasters, and it doesn't come from ticking boxes."

"If you look at where your strategic challenges are for the business, make sure that the L&D is aligned to that."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

High Performance - How Non-Financial Rewards Drive Employee Engagement and Performance

Mon, 30 Jun 2025 00:00:00 -0000

Lucinda studies the topic of "Reward for Performance: What Really Works?" as part of our high-performance series.

She explores the multifaceted nature of rewards, emphasising that while monetary compensation is often the first thought, it is not the only—or necessarily the most effective—motivator for high performance. The discussion covers the importance of defining high performance within organisations, the role of recognition and intrinsic motivators, and the potential pitfalls of performance-related pay.

KEY TAKEAWAYS

High performance in organisations is not solely defined by output or sales figures. It encompasses behaviours, values alignment, teamwork, and leadership qualities.
Recognition plays a crucial role in motivating employees. Regular, specific, and timely feedback can significantly enhance engagement and performance.
While performance-related pay can motivate high performers, it must be transparent, well-defined, and linked to clear performance expectations.
In environments where financial rewards are limited, organisations can explore non-monetary rewards such as flexible working arrangements, learning opportunities, and personalised recognition.

BEST MOMENTS

"High performing organisations are 2.5 times more likely to have aligned performance expectations and recognition systems."

"Recognition really does matter. And also, we have to think about intrinsic reward, motivation."

"If you look at the evidence around what drives high performance, goal setting with regular feedback is one of the strongest sustainable drivers."

"The most effective rewards come from truly understanding what motivates our people."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Lou's Marathon Programme

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Breaking the Silence: Addressing Mental Health Challenges in HR with Dr. Jo Burrell

Sun, 15 Jun 2025 23:00:00 -0000

Lucinda welcomes returning guest Dr. Jo Burrell, a clinical psychologist and co-founder of Ultimate Resilience. They delve into the alarming findings of the latest HR Wellbeing Report, which reveals that nearly half of HR professionals are experiencing clinical levels of depression, significantly higher than the general population.

With over 1,400 respondents, the report highlights a stark disparity between the mental health struggles faced by HR professionals and the support they receive. Jo discusses the importance of open conversations about mental wellbeing in the HR field, the need for systemic support such as supervision, and practical tips for building resilience.

KEY TAKEAWAYS

The recent HR wellbeing report revealed that 44% of HR professionals meet the threshold for clinical levels of depression, which is 2.5 times higher than the general population. Additionally, 63% are likely experiencing significant symptoms of burnout.
Despite the high levels of suffering, only 13% of HR professionals reported feeling very supported at work regarding their mental wellbeing. This indicates a significant gap between the mental health challenges faced and the support available.
There is a "conspiracy of silence" surrounding HR wellbeing, where professionals feel they cannot express their struggles. Encouraging open discussions about mental health and creating a supportive environment is crucial for addressing these issues.
Setting clear boundaries between work and personal life is essential for preventing burnout. HR professionals need to be assertive in protecting their time and wellbeing, which includes disconnecting from work after hours.

BEST MOMENTS

"What we found was 44% of respondents meeting the threshold for clinical levels of depression, which is two and a half times higher than we would expect to see in the general population."

"There's a big disparity between the level of suffering and the degree of support that's available for people."

"I think there's been a lack of acknowledgement that this has become a profession that is incredibly challenging."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Dr Jo Burrell - https://uk.linkedin.com/in/dr-jo-burrell-04901a96

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

High Performance HR - How To Make Continuous Performance Management A Reality

Sun, 25 May 2025 23:00:00 -0000

Lucinda continues the High Performance HR series by focussing on the critical elements of performance management that drive high performance within organisations. She talks about the importance of clear goals, regular feedback, ongoing development, and a supportive culture in fostering employee engagement and performance.

Lucinda also outlines practical strategies for implementing continuous performance management, moving away from traditional annual appraisals to a more dynamic approach that includes regular check-ins and coaching conversations.

KEY TAKEAWAYS

High performance is driven by clear goals supported by regular, constructive feedback. Engaging employees in setting their own SMART goals significantly enhances their engagement and performance.
Moving away from traditional annual appraisals to a culture of ongoing performance conversations is essential. Regular check-ins, goal adjustments, and developmental feedback foster a dynamic and responsive work environment.
Ongoing development and coaching are critical for employee engagement and performance. Managers should adopt a collaborative coaching style, encouraging employees to reflect on their performance and identify areas for improvement.
Acknowledging high performance behaviours boosts morale and reinforces desired actions. Recognition should be timely and specific to ensure employees feel valued and motivated.

BEST MOMENTS

"Clear goals supported by regular feedback is the most consistently cited way to achieve high performance."

"Continuous performance management is trying to create a culture of ongoing dialogue between managers and employees."

"If goal setting is a living, breathing process, it’s not something that’s gathering dust in a drawer for years."

"Employees who receive daily feedback from their managers are three times more likely to be engaged than those who receive just annual feedback."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Leadership and Management - High Performance HR

Sun, 04 May 2025 23:00:00 -0000

Lucinda continues the High Performance HR series by delving into the critical roles of leadership and management in fostering a high-performance culture within organisations.

It begins with a clear distinction between leadership and management, emphasising that while both roles are essential, they serve different functions—management focuses on planning and organising, while leadership is about inspiring and setting direction.

The episode outlines practical strategies for HR professionals to influence and embed effective leadership and management behaviours, including defining expectations, role modelling, and providing training

KEY TAKEAWAYS

Leadership focuses on setting direction and inspiring others, while management is about planning, organising, and ensuring day-to-day operations run smoothly. Both roles are essential for driving high performance in an organisation.
Effective leadership and management behaviours significantly influence employee engagement and organisational culture. Managers account for up to 70% of the variance in employee engagement scores, highlighting their critical role in fostering a high-performance environment.
HR professionals can shape leadership and management culture by defining clear expectations, role modelling desired behaviours, and recognising and rewarding effective management practices. Establishing a management charter can help set these expectations.
Providing ongoing training and development opportunities for leaders and managers is crucial. This includes essential people management skills, coaching, mentoring, and 360-degree feedback to enhance self-awareness and improve leadership effectiveness.

BEST MOMENTS

"Managers make sure we do things right. Leaders make sure we do the right things."

"Good leadership is not nice to have. It's essential because leaders and managers both contribute to a high performance culture."

"If you want more engaged people in your organisation, look at the behaviours of your managers and leaders."

"It's really about showing that we value leadership and management."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Practical Organisational Development

Sun, 27 Apr 2025 23:00:00 -0000

Lucinda discusses Practical Organisational Development (OD) and its connection to high performance. She focusses upon the definition of OD, emphasising its role in enabling sustained organisational performance through the involvement of people.

Lucinda also outlines key topics related to OD, such as organisational structure, talent management, and culture change, and introduces a five-step process for implementing OD interventions.

KEY TAKEAWAYS

OD is a planned and systematic approach to enhancing sustained organisational performance through the involvement of its people. It aligns structural, cultural, and strategic elements to meet the evolving needs of the business environment.
The process includes diagnosing needs, exploring options, implementing the plan, and evaluating the impact. This cyclical approach ensures that interventions are evidence-based and aligned with organisational goals.
Berk-Litwin Model: This model identifies 12 key factors influencing organisational change and performance, highlighting the causal relationships between transformational factors (like leadership and culture) and transactional factors (such as structures and management practices).
Practical applications of OD can be seen in various contexts, such as a retail bank undergoing digital transformation or an NHS organisation adapting to new mandates. Each scenario requires tailored strategies to address leadership, culture, systems, and individual performance.

BEST MOMENTS

"Organisational Development is a planned and systematic approach to enabling sustained organisational performance through the involvement of its people."

"The Berk-Litwin model shows how there are causal relationships between them. Everything's like a lever; you tweak one and it might affect the other."

"If you're making changes, helping people to understand the why, so that they don't see it as being knee-jerk, is crucial."

"It's really easy to make sure you always know why you're doing something and try to connect all activities with the business strategy."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Data-driven HR Using The Balanced Scorecard

Sun, 06 Apr 2025 23:00:00 -0000

In this second part of High Performance HR, Lucinda talks about how to target and measure success within HR functions. She discusses the importance of utilising data to demonstrate HR's impact on business value, emphasising the balanced scorecard framework as a strategic tool for aligning HR activities with organisational goals.

Lucinda also talks about various metrics, including engagement surveys, employee net promoter scores, and foundational HR metrics, while also highlighting the role of AI in enhancing recruitment and operational efficiency

KEY TAKEAWAYS

The balanced scorecard is a strategic performance management tool that aligns business activities with strategic objectives, moving beyond traditional financial metrics to include customer satisfaction, internal processes, and organizational capacity.
HR professionals should focus on identifying and measuring key metrics that demonstrate the value of HR initiatives, helping to establish credibility and align HR strategies with overall business goals.
Employee engagement surveys, pulse surveys, and employee net promoter scores (eNPS) are essential tools for gathering data on employee satisfaction and engagement, which can inform HR strategies and initiatives.
When developing a balanced scorecard, it is crucial to select a few relevant metrics from each quadrant that align with the organisation's goals, rather than attempting to measure everything, which can dilute focus and impact.

BEST MOMENTS

"It's about looking at how we can discard the soft and fluffy suggestion... and we can choose the right data, methods of gathering data and metrics that will help demonstrate business value."

"The balanced scorecard is more of a holistic approach of strategic execution, helping you to do things more broadly, and it's going to lead to more sustainable success."

"If you want to ultimately impact financial performance, you need to start with learning capacity."

"What gets measured is seen as what matters."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Maximise Your Impact - High Performance HR

Sun, 30 Mar 2025 23:00:00 -0000

Lucinda presents the first instalment of the High Performance HR series, focusing on maximising personal impact as HR professionals, emphasising the importance of self-awareness, encouraging listeners to identify their unique strengths, values, and areas for development.

Lucinda talks about five key areas: knowing oneself, setting personal career goals, overcoming imposter syndrome, defining how to add value to the organisation, and building relationships for long-term success

KEY TAKEAWAYS

Understanding your core values is essential for making aligned decisions in your career. Reflect on past experiences to identify what truly fulfils you and how your values influence your choices.
Define what you want to achieve in your career and life. Consider your ambitions, the type of organisation that suits you, and how your personal and family plans may impact your career trajectory.
Recognise feelings of self-doubt and understand that many people experience imposter syndrome. Track your achievements, seek support from trusted colleagues, and challenge negative thoughts to build confidence.
Understand your organisation's vision, mission, and values. Align your HR strategies with these elements to add real value and position yourself as a thought leader within your organisation.

BEST MOMENTS

"Before we can make a meaningful impact as HR professionals in the businesses we work for, we need to understand ourselves first."

"Your values will, know it or not, they will be influencing decisions you make, career paths you follow, the things that you find fulfilling and the things that you find grating."

"Recognise if you are not taking on new challenges because you've got a fear of failure."

"If your organisation doesn't have a clear vision, mission and values, think about why not; could you help the organisation to develop them?"

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

High Performance HR

Mon, 17 Mar 2025 00:00:00 -0000

Lucinda introduces an exciting new series titled "High Performance HR," aimed at providing practical insights and tools for HR professionals looking to drive strategic impact within their organisations.

She discusses how each episode will be focusing on key aspects of high-performance HR, including individual purpose, strategic alignment, organisational development, leadership, performance management processes, reward strategies, talent development, and cultural mapping.

KEY TAKEAWAYS

The podcast is launching a new series titled "High Performance HR," aimed at providing practical insights and tools for HR professionals to enhance their strategic impact within organisations.
The series will emphasise actionable tips and strategies that HR professionals can implement to align their people strategy with organisational goals, fostering a high-performance culture.
The series will cover various topics, including individual purpose, strategic alignment, organisational development, leadership, performance management processes, reward strategies, learning culture, talent management, and cultural development.
Listeners are encouraged to share the podcast with others, leave reviews, and provide feedback on the content to ensure it meets their needs and expectations.

BEST MOMENTS

"I want to provide you as listeners with helpful tips that you can genuinely put into practice."

"High Performance HR is about making sure that our people strategy is aligned with our business goals."

"Great leadership is at the heart of a high performance culture."

"This series is designed to be practical, thought-provoking, and something that you can put into practice."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

CPO Career Journeys - Jeannette Crisp - Duke of Edinburgh

Mon, 10 Mar 2025 00:00:00 -0000

Lucinda welcomes Jeannette Crisp, the Director of People and Culture at the Duke of Edinburgh's Award. Jeanette shares her journey into HR, highlighting her diverse experiences in the public sector and the importance of strategic thinking in people management.

She discusses the development of the organisation's people strategy, the significance of employee engagement, and the impact of their work on young people

KEY TAKEAWAYS

The importance of working in roles that have a meaningful impact on individuals and communities is crucial. Engaging with organisations that focus on making a difference, such as charities and the NHS, can be highly motivating.
Strategic thinking can be cultivated through a combination of practical experience and formal education. While a master's degree can provide valuable theoretical knowledge, real-world experience and the ability to influence and shape organisational culture are equally important.
Building strong relationships and understanding diverse perspectives within an organisation is crucial. Engaging with individuals at all levels, including those in non-managerial roles, can provide valuable insights and enhance organisational culture.
Embracing every opportunity for learning, whether through mentorship, coaching, or challenging assignments, is vital for personal and professional growth. Being open to discomfort can lead to significant development.

BEST MOMENTS

"If we're doing our jobs right, then we're enabling more young people and we're reaching out to more marginalised young people and enabling them to hopefully realise their potential."

"If you've got a process, you must, must, must follow it... you go back and you change that process afterwards and you improve it and you learn."

"It's all about applying it and embedding it; it's definitely not something you just get a tick box."

"Don't ever assume that you'll make everybody happy... there will be people that you will never make happy."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Ruth Cornish - Amelore - HR Career Journeys

Mon, 03 Mar 2025 00:00:00 -0000

Lucinda welcomes Ruth Cornish, an independent Chief People Officer with a diverse background in HR across various industries, including financial services, retail, and public sector.

Ruth shares her journey from temping at American Express to founding her own HR consultancy, discussing the challenges and successes she encountered along the way, including her experience with cancer and how it shaped her business model. The conversation delves into the importance of resilience, strategic thinking in HR, and the value of having a positive mindset.

KEY TAKEAWAYS

Working across various industries, such as financial services, retail, and public sector, allows professionals to gain a broader perspective and apply transferable skills, enhancing their ability to add value in different organisational contexts.
A positive mindset can significantly influence outcomes, especially in challenging situations. Believing in the ability to overcome difficulties can lead to better recovery and resilience.
Strategy can be distilled into a simple concept: understanding where an organisation is now and where it wants to be in the future. Effective HR professionals can translate this vision into actionable plans that benefit employees at all levels.
Identifying and leveraging personal strengths is crucial for career success. Professionals should seek roles that allow them to excel in their areas of expertise rather than trying to be an expert in every aspect of their field.

BEST MOMENTS

"I think that being independent and looking after lots of different businesses allows you to add value and spot things in a way that you wouldn't if you were just internal in one industry."

"I think it's important for our economy to grow to get that full HR support. We need it. How can we support it?"

"Don't think you have to be an expert in everything. It's fine to say I don't know, or I'll look it up."

"If you focus on looking up and creating things that will make things go right, then hopefully that should mean that fewer things go wrong."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Jen Scherler - Cisco - HR Career journeys

Mon, 24 Feb 2025 00:00:00 -0000

Lucinda talks to Jen Scherler, the Global Head of Country Consultants at Cisco, to discuss her career journey and the evolution of her role within the organisation. Jen shares insights into managing HR activities across 95 countries, emphasising the importance of compliance and the challenges of navigating different cultural landscapes. She reflects on her transition from an individual contributor to a leader of leaders, highlighting the skills necessary for success at this level, such as building relationships and fostering a collaborative environment

KEY TAKEAWAYS

In a leadership role, it's essential to focus on identifying problems and orchestrating solutions rather than knowing every detail. Building a network of knowledgeable individuals and leveraging their expertise is crucial for effective decision-making.
Establishing strong relationships within the organisation is vital. Engaging in conversations to understand the needs and challenges of others fosters collaboration and creates a positive work environment, enhancing overall effectiveness.
It's important to see how individual contributions fit into the broader organisational ecosystem. This perspective helps in recognising the interdependencies between different roles and functions, leading to more strategic thinking.
Having mentors and supporters who can provide constructive feedback and encouragement is invaluable. They can help counter self-doubt and provide insights that reinforce confidence in one's abilities.

BEST MOMENTS

"As a leader, you don’t need to know everything. What you need to do is identify the problem and find the right information to move forward."

"You have to be able to slightly distance everything that's going on and take a step back, being calm and analytical about what the problem is."

"I genuinely care for the people I work with, the people I work for, and the people that work for me. I care about the work we do and the outcomes it drives."

"When I first took the role, the country teams sat in the background. Now, they are fundamental in getting employees onboarded during major strategic projects."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Helen Ketteringham - NCFE - CPO Career Journeys

Mon, 17 Feb 2025 00:00:00 -0000

Lucinda is joined by Helen Ketteringham, the Chief People Officer at NCFE, an education charity based in the North East of England. Helen shares her journey in HR, detailing her 20 years of experience across various sectors, including retail and financial services, before stepping into her current role. She discusses the importance of navigating uncertainty in leadership, the value of a coaching culture, and the significance of continuous learning.

KEY TAKEAWAYS

A commitment to lifelong learning is essential for personal and professional growth. Adopting a learning mindset helps navigate the complexities and uncertainties of the workplace.
Establishing a coaching culture within an organisation is crucial. It not only empowers leaders to support their teams effectively but also fosters a collaborative environment where individuals can develop their skills and self-awareness.
Comfort with ambiguity and uncertainty is a vital skill for leaders, especially in HR roles. Embracing change and viewing it as an opportunity can lead to innovative solutions and better organisational outcomes.
Building strong networks both internally and externally enhances the ability to address challenges and leverage diverse expertise. Collaboration is key to achieving strategic goals and fostering a supportive workplace culture.

BEST MOMENTS

"What I was looking for was a real sort of sense of purpose and meaning... it was definitely meaning I was looking for and it's definitely delivered on that."

"I think the biggest difference for me... is around navigating uncertainty... we need to understand that ourselves."

"If you're somebody who really likes certainty, you feel like you need to have all the answers... but in actual fact, no one has all the answers."

"It's about linking through those approaches to business outcomes further down the line... storytelling is really helpful."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

HR Career Journeys - Andrew Webster - Eversheds Sutherland

Mon, 10 Feb 2025 00:00:00 -0000

Lucinda is joined by Andrew Webster, a Senior People Analytics Manager at Evershed Sutherland, to discuss the evolving field of HR analytics and its significance in modern organisations.

Andrew shares insights from his career journey, highlighting his transition from a mathematics teacher to a key player in HR analytics, where he focuses on transforming data into actionable insights. He also discusses the importance of using tools like Power BI to visualise data and support strategic decision-making within HR

KEY TAKEAWAYS

The transition from manual Excel-based reporting to automated systems like Power BI is crucial for HR professionals to provide actionable insights and support strategic decision-making.
Utilising data to predict employee turnover and performance trends can help HR intervene proactively, enhancing employee engagement and reducing recruitment costs.
The integration of AI in HR analytics is an emerging trend that can streamline processes, improve reporting, and enhance the ability to derive insights from data more quickly.
The journey of understanding one's own neurodiversity can lead to greater self-acceptance and recognition of unique strengths, which can be leveraged in professional settings.

BEST MOMENTS

"I've always said I've made a career out of creating really good insights out of really bad data. It doesn't have to be perfect to have something useful."

"You want to be able to demonstrate your evidence base, you want to be able to show influence people of things."

"AI will not replace the head work or the heart work, but it will replace some of the hands work."

"I think I found out that I have an autistic spectrum condition... It gives me some of my greatest strengths as well as challenges."

"It's accept us for who we are and channel those strengths. Focus on the positives because you're right, it is human nature often to go into the negatives."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

RSPCA- with Caroline McCague

Mon, 03 Feb 2025 00:00:00 -0000

Lucinda is joined by Caroline McCague, the Director of People and Culture at the RSPCA, to discuss her inspiring journey and the unique challenges of working within a 200-year-old charity.

Caroline shares insights into the RSPCA's broad mission of animal welfare, including their rescue operations, advocacy work, and the importance of governance in the charity sector. She reflects on her transition from professional services to a purpose-driven organisation, and talks about the significance of employee well-being and inclusivity in achieving the RSPCA's goals.

KEY TAKEAWAYS

Working at the RSPCA emphasises a strong connection to purpose, with employees motivated by a shared commitment to animal welfare. This intrinsic motivation fosters a culture where everyone is focused on making a positive impact.
Transitioning from the private sector to a charity organisation can be challenging due to preconceived notions about industry experience. However, skills from professional services can be valuable in the charity sector, and organisations should be open to diverse backgrounds.
Understanding charity governance is crucial for effective leadership in the nonprofit sector. This includes working closely with a board of trustees, who provide oversight and guidance, similar to non-executive directors in the corporate world.
Investing in employee well-being is essential for organisational success. By prioritising the mental and emotional health of staff, organisations can enhance their ability to care for the animals they serve, creating a sustainable model for both people and animals.

BEST MOMENTS

"Ultimately, the central premise for us is about animal welfare. It's making sure that we inspire everybody around us to create a better world for all animals."

"I think my biggest challenge has been myself... I had to really be brave about making decisions."

"We've been changing that narrative... it is important that we invest in our people just as much as we invest in our caring of animals."

"I think the skills can work, transfer both ways... People just can be very close-minded about what they feel a person can adapt to."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Caroline McCague - https://uk.linkedin.com/in/caroline-mccague-70005026

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

CPO Careers - with Kate Hughes

Mon, 27 Jan 2025 00:00:00 -0000

Lucinda is joined by Kate Hughes, the Chief People Officer at Seven Investment Management (7IM). Kate shares her journey over the past decade at 7IM, detailing the company's significant growth from 170 to over 600 employees and the evolution of its culture. She discusses the importance of establishing a strong organisational culture, engaging with employees to align values, and fostering an inclusive environment.

Kate also talks about her approach to HR, which combines strategic thinking with a focus on commercial acumen, and highlights the challenges and successes she has encountered, particularly in promoting gender equality within a traditionally male-dominated industry

KEY TAKEAWAYS

Open communication and transparency within the organisation foster trust and collaboration. Ensuring that all team members, regardless of their position, have access to the same information and opportunities is vital for a cohesive work environment.
Understanding the business's commercial aspects is critical for HR professionals. Decisions should align with business outcomes, and HR should be seen as a valuable partner in achieving organisational goals rather than just a support function.
Balancing emotion and logic is important in leadership roles. Knowing when to express emotions and when to remain composed can enhance decision-making and team dynamics. Preparation and clarity on desired outcomes are key to effective communication in challenging situations.
Individuals should take ownership of their career paths by setting goals and seeking guidance from experienced colleagues. Proactively engaging in career development can lead to faster growth and a clearer understanding of personal aspirations.

BEST MOMENTS

"When I joined, as a small company... there aren't always the processes and systems in place. So that was really the first task was sort of managing that with the team."

"We realised that the culture that we had... we needed to put more attention on that, is what were the aspects of the culture we wanted to retain?"

"What we like is enthusiasm. I don't think you can teach or recreate... there has to be that sort of passion for what they do."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Kate Hughes - https://www.7im.co.uk/7im-management-team/kate-hughes

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Celebrating 250 Episodes - with Steve Browne

Mon, 20 Jan 2025 00:00:00 -0000

To mark the very special 250th episode milestone, Lucinda welcomes Steve Browne, Chief People Officer at LaRosa's, who shares his remarkable career journey and the evolution of his role within the organisation. Steve examines the importance of strategic thinking in HR, the value of collaboration, and the need for HR professionals to engage with their teams on a personal level. He also reflects on his experiences, including the challenges and successes he has faced, and offers valuable insights on leading change, embracing failure, and fostering a people-first culture.

KEY TAKEAWAYS

Transitioning into a Chief People Officer role involves shifting focus from tactical tasks to strategic initiatives. It's essential to understand the broader organizational goals and how HR can contribute to them.
Building strong relationships across the organisation is crucial. Engaging with employees at all levels fosters a culture of collaboration and helps HR professionals understand the real dynamics of the workplace.
Practical experience, such as working alongside employees in different roles, can provide invaluable insights into the challenges they face. This understanding enhances the ability to recruit effectively and support the workforce.
Organisations should create an environment where mistakes are seen as learning opportunities rather than failures. Implementing simple frameworks like PDCA (Plan, Do, Check, Act) can help teams reflect and improve continuously.

BEST MOMENTS

"I think every issue is a people issue, not every situation. When somebody talks, within four to five words, they're going to say someone's name."

"I wanted to write something that supported the profession that said, I support it because I do it. I don't support it because I'm an observer of it."

"You mentioned you've got a team. It helps a lot if you've got people to do stuff, doesn't it, in that situation?"

"I think there's a difference between people who have a title and people who make it happen."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Steve Browne - https://www.thehrdirector.com/hr-interviews/steve-browne-chief-people-officer-larosas-inc/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Making Hybrid Working Work with Gary Cookson

Mon, 09 Dec 2024 00:00:00 -0000

Lucinda welcomes back Gary Cookson from Epic HR to discuss his upcoming book, "Making Hybrid Working Work." They delve into the current landscape of hybrid working, exploring why some organisations are pushing for a return to the office while others successfully embrace hybrid models.

Gary also highlights the demographic factors influencing leadership decisions and the importance of trust in managing remote teams.

KEY TAKEAWAYS

Organisations that are struggling with hybrid working often haven't fully committed to making it work. Successful hybrid models require genuine effort and adaptation rather than superficial adjustments.
The push for a return to the office is often driven by senior leadership teams that may not represent the broader employee demographic. This lack of diversity in leadership can skew perceptions of what works best for the workforce.
Managers who have traditionally operated in face-to-face environments may struggle with trust in remote settings. Effective hybrid management requires unlearning old habits and developing new skills to foster trust and engagement.
Establishing a management contract between managers and employees can clarify expectations and support needs. This approach encourages open communication about how individuals prefer to be managed in a hybrid environment.

BEST MOMENTS

"The common theme... is that they haven't really tried to make it work in the first place... they haven't really put a lot of effort into it."

"The people who are making these decisions... do tend to be white, middle-aged male. And that does seem to be driving the return to office mandates."

"It's almost lazy in that sense, like you have to work slightly harder to be lazy."

"What you think hybrid work is, is different than anybody else listening to this. And that's because your context matters."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Epic HR - https://epichr.co.uk/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Mastering Motivation with Rob Lion

Mon, 02 Dec 2024 00:00:00 -0000

Lucinda is joined by Rob Lion, from Black River Performance Management to discuss the critical elements of fostering intrinsic motivation and performance in the workplace. Rob, a full-time professor and expert in human resource development, emphasises the importance of understanding human behaviour, the psychological factors that influence motivation, and introduces the "CAR" model, which focuses on competency, autonomy, and relatedness as key drivers of intrinsic motivation.

KEY TAKEAWAYS

Effective performance management requires a deep understanding of human behaviour and motivation. Organisations often fail to implement sustainable solutions because they overlook the psychological aspects of employee engagement.
High-quality intrinsic motivation is driven by three key elements: competency (the ability to perform tasks effectively), autonomy (the independence to make choices in work), and relatedness (the sense of connection with others). Addressing these needs can enhance employee motivation and performance.
Miscommunication and differing interpretations of terms like "motivation" and "engagement" can hinder organisational effectiveness. It's crucial to establish a common language and understanding among team members to foster better communication and collaboration.
Organisational culture will develop either intentionally (by design) or unintentionally (by default). Leaders must actively cultivate a positive culture that supports intrinsic motivation and employee well-being to ensure long-term success.

BEST MOMENTS

"Work should fuel the human spirit and not drain it, focusing on performance but not at the expense of the employee experience."

"The secret of high performance in people is that we might have the best process, but if people haven't bought into it, humans make things fail."

"High quality, intrinsic motivation requires three different elements: competency, autonomy, and relatedness."

"It's easier for me to tell you, you need to get this done, as opposed to having a conversation that moves us into this alignment category."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE GUEST

Dr. Rob Lion is a professor of human resource development at Idaho State University. He specializes in culture, leadership development, strategy, and organizational performance. In addition to his teaching and research, Rob and his wife, Angie Lion, own Black River Performance Management (www.blackriverpm.com). With over 20 years in leadership and organizational development, he is recognized as a visionary leader who promotes actionable science-backed solutions for individuals and organizations.

Rob is a dynamic speaker and consultant who understands how to integrate the theory and teachings of best practices into organizational practices, resulting in strategic and sustainable improvement solutions. Rob provides expert guidance to clients, addressing their "people" needs, obstacles, and opportunities. Rob’s work aims to demystify the process of leading others.

Black River's motto is "Work should fuel the human spirit, not drain it!"

Links

www.blackriverpm.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Investigations Masterclass with Emma Hogan

Mon, 25 Nov 2024 00:00:00 -0000

Lucinda is joined by employee relations expert Emma Hogan to explore the intricacies of workplace investigations. Emma shares her extensive background in HR, detailing her journey from retail graduate to running her own consultancy specialising in complex investigations.

Together they examine the importance of conducting thorough and empathetic investigations, especially in light of recent legislation aimed at preventing workplace harassment

KEY TAKEAWAYS

Investigations are increasingly critical in organisations due to heightened scrutiny and new legislation, such as the duty to prevent sexual harassment in the workplace. Properly conducted investigations can help organisations avoid legal pitfalls and ensure a fair process.
While line managers are often tasked with conducting investigations, they may lack the necessary training and time. Organisations should consider having dedicated HR personnel or external experts to handle complex investigations, especially in sensitive cases.
Maintaining open and transparent communication with employees throughout the investigation process is essential. Regular updates and welfare checks can alleviate anxiety for those involved and ensure they feel supported.
Providing training for managers and HR personnel on how to conduct investigations is crucial. This training should cover legal aspects, evidence gathering, questioning techniques, and best practices to ensure investigations are thorough and fair.

BEST MOMENTS

"I think just a combination probably of a really good judgment in difficult situations... coupled with a degree of empathy. It's really important that they don't get forgotten about during the investigation process."

"Investigations have been in the news in the past couple of years far more than they have been before... where investigations haven't been done properly."

"If you're going to ask your line managers to conduct investigations, you've really got to make sure that you're providing them with some robust training regularly."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

https://www.linkedin.com/in/emma-hogan-550800b/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE GUEST

Emma Hogan is founder of EHHR Ltd, a consultancy providing employee relations expertise to organisations requiring specialist support or independent input. With over 25 years’ experience in HR, Emma built her ER expertise working for organisations across a broad spectrum of industries and working environments, many of whom are household names.

Emma is passionate about helping organisations succeed by managing people in the right way, and has extensive experience in investigating and resolving complex, high risk people issues. She is about to launch a new collaborative venture – J&Em Training Ltd, providing employee relations training to managers and HR, where Workplace Investigation training is the core product and ensuring a positive employee experience is key.

emma@ehhr.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Embracing Energy Ebb and Flow - with Karen Skidmore

Mon, 18 Nov 2024 00:00:00 -0000

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

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.
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.
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.
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

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Teach The Geek - with Neil Thompson

Mon, 11 Nov 2024 00:00:00 -0000

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

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Teach The Geek - https://teachthegeek.com/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Do Change Better

Mon, 04 Nov 2024 00:00:00 -0000

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

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.
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.
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.
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

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Addressing Workplace Toxicity - with Anna Eliatamby

Mon, 28 Oct 2024 00:00:00 -0000

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

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.
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.
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.
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

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Anna Eliatamby - https://healthyleadership.world/about-us/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

How To Make e-learning Effective AND Accessible - with Susi Miller

Sun, 20 Oct 2024 23:00:00 -0000

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

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

Harnessing Neurodiverse Talent In The Workplace - with Amanda McEvoy

Sun, 13 Oct 2024 23:00:00 -0000

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

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.
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.
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.
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

HR Uprising Mastermind - https://hruprising.com/mastermind/

amanda@mcevoytrainingsolutionsltd.com

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

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

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Managing 'Politics' In The Workplace - with Sara Taylor

Sun, 06 Oct 2024 23:00:00 -0000

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.
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

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

How to be Deeply Human - with Kate Jones

Sun, 29 Sep 2024 23:00:00 -0000

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

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.
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.
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.
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

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

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_share

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

The Trust Crisis And How To Address It - with Adam Horne

Sun, 22 Sep 2024 23:00:00 -0000

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

HR Uprising Mastermind - https://hruprising.com/mastermind/

www.openorg.fyi
www.openorfg.fyi/resources
www.openorg.fyi/individual-membership

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

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

Connect with Adam…
https://www.linkedin.com/in/adam-open-org/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

HR Uprising

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Actus Software

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Practical Uses For AI in HR - with Liz Redway

Sun, 15 Sep 2024 23:00:00 -0000

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

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Redway HR - https://www.redway-hr.co.uk/about-redway/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

EQ At Your Fingertips - with Rob Toomey of Typecoach

Sun, 08 Sep 2024 23:00:00 -0000

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

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.
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.
Proper administration and explanation of personality preferences are crucial to avoid skepticism and misinterpretation of personality assessments like Myers-Briggs.
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

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Building A High Performance Culture

Sun, 28 Jul 2024 23:00:00 -0000

Lucinda looks at high performance strategies, focusing on the importance of feedback in driving performance in organisations. She discusses evidence-based drivers of performance, emphasising the need for quality people management activities and classic performance management.

Key topics covered include the significance of courageous and consistent feedback, defining good quality feedback, and implementing models like growth mindset and radical candour.

KEY TAKEAWAYS

Focus on providing specific feedback, both positive and developmental, to drive high performance.
Train managers on how to give feedback effectively, emphasising the importance of clarity and timeliness.
Encourage a feedback culture by implementing feedback rituals at meetings and requesting feedback from team members.
Avoid giving feedback at the values and identity levels, sticking to behavioural and environmental feedback in the workplace.
Utilise tools like the "paper clip trick" to track and encourage the delivery of specific feedback throughout the day.

BEST MOMENTS

"The majority of people rated feedback skills of line managers in their organisations at a two or a three out of five, so less than average."

"If you can do that, then we are much less likely to trigger a threat response and it absolutely will build and boost performance."

"Many of us hate the thought of giving people developmental feedback, because it feels awkward or confrontational, yet that's actually what people learn from and that's what they want to be the best they can be."

"The interesting thing about skill and capability which is a question I was asked is obviously in the UK one of the ways in which you can exit people it's through capability or conduct."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The Last 100 Days - with Michelle Parry-Slater

Sun, 21 Jul 2024 23:00:00 -0000

Lucinda welcomes back guest Michelle Parry Slater from Kairos Modern Learning to discuss the concept of the "last hundred days."

Michelle shares her personal experience of working her notice period before relocating to Australia and highlights the importance of focusing on the end of the employee lifecycle as much as the beginning.

KEY TAKEAWAYS

Shift the focus from just the first 100 days to also include the last 100 days of an employee's journey in the organisation.
Encourage open and honest conversations between employees and managers about career aspirations, motivations, and potential exits.
Emphasise the importance of knowledge management during transitions to ensure valuable information is not lost when employees leave.
Build high trust relationships between managers and employees to facilitate better communication and understanding of individual needs and aspirations.
Aim for employees to leave with advocacy, involvement in recruitment of successors, and a sense of legacy to create a positive impact even after they depart.

BEST MOMENTS

"We only ever hear people talking about the first hundred days. And it got me thinking, what does the last hundred days need to look like? And why don't we talk about it?"

"Essentially, that whole employee lifecycle starts with that brand awareness. And I think some of that brand awareness rubs off from the last hundred days, because if you've got people leaving with advocacy..."

"Do you think companies are scared sometimes? Let's say you're a smaller business or, you know, you hear the expression people talk about dead man's shoes, you have no intention of going anywhere and people perceive that the only way is, is into your job."

"I think that especially in a smaller company, it's very comfortable, it works, why are you going to rock the boat?"

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The Secret Renaissance of Learning Communities - with Andy Lancaster

Sun, 14 Jul 2024 23:00:00 -0000

Lucinda is joined by Andy Lancaster, an expert in organisational learning communities. Andy shares insights from his book, "Organisational Learning Communities," discussing the importance of intentional community building for learning and development.

They explore the concept of socialised learning, the benefits of diverse communities, and the impact of storytelling in measuring success. Andy emphasises the power of altruism and the need for high trust cultures to foster effective learning communities.

KEY TAKEAWAYS

Andy stresses the importance of having a cause at the centre of a learning community to drive engagement and purpose.
We must recognise the concept of socialised learning communities being a natural way of learning, rooted in human behaviour and evolution.
There is a crucial need for intentional design and facilitation of learning communities to ensure effectiveness and impact.
We should embrace the value of diversity in learning communities to foster innovation, problem-solving, and shared expertise.

BEST MOMENTS

"Most communities that do really well have some kind of rhythm associated with them, where you know what's going to be going on so that you connect with it."

"I think it's quite clear if you said at the start it was about engagement, impact."

"For me, a learning community is a group connected and energized by a cause"

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Andy Lancaster LinkedIn - https://www.linkedin.com/in/andy-lancaster-ab995418/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The Gratitude Project - with Kevin D. Monroe

Sun, 07 Jul 2024 23:00:00 -0000

Lucinda is joined by special guest, Kevin D. Monroe, to talk about the power of expressing gratitude in the workplace and beyond.

Kevin shares his journey of creating the "Don't Wait to Thank" program, encouraging listeners to participate in a 31-day gratitude challenge during July. They explore the impact of simple, sincere, and specific expressions of gratitude, emphasising the significance of recognising and celebrating others

KEY TAKEAWAYS

Practicing gratitude personally and professionally can have a positive impact on engagement and overall positivity in the workplace.
When expressing gratitude, keeping it simple, sincere, and specific can make the gesture more significant and impactful.
Leaders can activate gratitude by seeing moments of excellence, seizing the opportunity to acknowledge them, and sealing the memory with a heartfelt gesture.
Leaders can elevate their leadership by appreciating, celebrating, and elevating the values and contributions of their team members

BEST MOMENTS

"Gratitude experienced is better than gratitude explained. You don't need to understand gratitude to experience it."

"It's much more impactful to show that you recognise someone for being impressive or to recognise others."

"Nothing demoralises people more or more quickly than a leader taking credit for their contribution."

"Simple plus sincere and specific expressions of gratitude are significant."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

https://dontwaittothank.substack.com/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE GUEST

Kevin D. Monroe is the preeminent expert on the transformative power of gratitude in the workplace. As a workplace gratitude consultant, he can help any organization struggling with top talent departures or employee disengagement experience renewed motivation, retention, and performance by utilizing his proprietary framework and assessments.

Don’t Wait To Thank Info site: https://dontwaittothank.com/

Don’t Wait To Thank Substack site (home of daily updates)

The Beginner’s Guide to Growing Gratitude: https://letsgrowgratitude.com/

https://www.kevindmonroe.com/

https://www.imgratefulforyou.co/

https://www.linkedin.com/in/kevinmonroe/

https://www.instagram.com/imgratefulforyouco/

https://twitter.com/kevin_monroe

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The 9 Secrets Of Motivation - with Sarah Stones

Sun, 30 Jun 2024 23:00:00 -0000

Lucinda looks at the topic of motivation with guest Sarah Stones, a motivation specialist.

Sarah, who is an expert in motivational mapping, shares insights into how understanding intrinsic motivators can significantly impact an individual's energy, performance, and overall well-being. Together, they discuss the three clusters of motivators - relationship, achievement, and growth - and how they influence behaviour and decision-making.

KEY TAKEAWAYS

Motivation is a key factor in driving energy, performance, and overall wellbeing in the workplace.
Motivational maps provide insights into intrinsic motivators, which are more powerful than extrinsic motivators.
Understanding and leveraging team members' motivators can lead to more effective teamwork and performance.
Recruitment based on motivation can lead to better job fit and higher job satisfaction for candidates.
Motivational coaching and feedback sessions can help individuals align their motivators with their goals and roles for increased success and fulfilment.

BEST MOMENTS

"Our personality isn't what gets us out of bed in the morning. It's our motivation."

"The bottom one is also really important. It can have a real impact on what we do."

"Historically, we've just looked at skills and experience. But what we really need from an employer's perspective is someone that will be motivated by the job."

"You've got the builder, if builder is very high up wanting financial security, you've got to be prepared to take that risk."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

9 Ways To Energise Performance

Sun, 23 Jun 2024 23:00:00 -0000

Lucinda focusses on re-energising performance in the current work environment, particularly addressing the impact of low energy levels on performance. She discusses various factors influencing performance, such as intrinsic and extrinsic motivators, personal attributes, and the working environment.

`Lucinda also introduces the Managing Energy and Performance (MEP) grid, a tool to help managers diagnose and adapt their coaching styles based on employees' motivation and performance levels

KEY TAKEAWAYS

Focus on re-energising performance by considering intrinsic and extrinsic motivators.
Recognise the importance of maintaining high performance through factors like autonomy, mastery, and purpose.
Understand the impact of the current environment, including remote working, on motivation and energy levels.
Utilise the MEP grid (Managing Energy and Performance grid) to diagnose and adapt management styles based on motivation and performance levels.
Prioritise coaching as a key management skill to help individuals manage their energy and improve performance.

BEST MOMENTS

"I think energy is something that we really need to pay attention to, because burnout causes long-term problems, and people think they can keep on going."

"So prevention is definitely the right place, and we want to try and keep people energised, so they don't want to be comfort zone, they don't want to be bored, but they don't want to be in strain, tipping into overwhelm."

"Make sure you re-energise people. If there are needs for, you know, wellbeing initiatives are still needed, people still need to renew their energy."

"Coaching is a key management skill that it's not just one size fits all. There are very many different ways in which you can act as a coach."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Everything You Need Is Just A Conversation Away - with Tracey Abayeta

Sun, 16 Jun 2024 23:00:00 -0000

Lucinda talks to Tracey Abayeta, an HR director specialising in talent development, about the importance of building strong relationships in career development. Tracey shares her unconventional journey from investment banking to HR, emphasising the role relationships played in her career transitions. She introduces a five-point framework for building relationships, focusing on intentionality, bold and broad connections, sharing information, leading with value, and follow-up.

KEY TAKEAWAYS

Know what you want in your career and in your interactions with others. Write down your goals and be clear about your intentions.
Don't limit yourself to connecting with only like-minded individuals. Reach out to a diverse range of people both internally and externally to broaden your network.
Be open and proactive in sharing your experiences, strengths, and ideas with others. This can lead to valuable connections and opportunities.
Focus on how you can help others rather than what you can gain from them. Be a person who adds value to relationships and interactions.
Be prompt in your follow-ups and maintain momentum in your relationships. Diarise important meetings and interactions to ensure you stay connected and engaged with others.

BEST MOMENTS

"Relationships are currency, like they should be able to buy you certain things”

"Everything you need is a conversation away”

"Strong professional relationships are like bridges, and they will help you cross over to where you need to get to."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR Mental Wellbeing Report 2024 - with Dr Jo Burrell

Mon, 25 Mar 2024 00:00:00 -0000

Lucinda talks to Dr. Jo Burrell from Ultimate Resilience about the findings of a report on HR wellbeing, highlighting the concerning statistics showing high levels of depression, anxiety, burnout symptoms, and low wellbeing among HR professionals.

Lucinda and Jo delve into the challenges faced by HR professionals, the lack of support systems within the profession, and the importance of setting boundaries and prioritising self-care

KEY TAKEAWAYS

Prioritise your well-being and set boundaries to prevent burnout.
Recognise the importance of self-awareness and monitor early warning signs of stress.
Challenge the culture of silence by opening up conversations about mental well-being.
Role model good well-being behaviors to inspire others to do the same.
Seek support, value yourself, and do not put yourself at the back of the queue for self-care.

BEST MOMENTS

“ So why aren't we valued? Is it that what we do isn't seen? Are we not sharing what's being done?"

“It's having that proactive approach I think that's crucial, really

"What we found was a significantly high number of people experiencing symptoms of depression. So we found 46% of our respondents met the clinical threshold for depression”

"I think there's a culture that is about, you know, head down and carry on. That's the general message."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Bill Banham - HR Review

Mon, 18 Mar 2024 00:00:00 -0000

Lucinda interviews Bill Banham, the founder and editor of HR Gazette magazine and host of the HR Chat podcast, who shares his extensive experience in HR tech and media, discussing his favourite interviews and guests from over 750 episodes!

KEY TAKEAWAYS

LinkedIn is a key platform where a large number of HR professionals engage with content, making it a valuable channel for sharing information.
Be collaborative, engage with others on social media, offer feedback, and attend events to build a strong professional network.
Participate in Disrupt HR events for a fast-paced, energetic networking experience with short, impactful talks on various HR topics.
Audio podcasts are a powerful way to consume content actively, requiring dedication and focus, making them an effective medium for reaching engaged audiences.

BEST MOMENTS

"I think firstly you can repurpose a lot of the content that you create. So you and I, we record episodes for our respective audio podcasts and then from there you can create soundbites."

"I think Online events are important. I think try and get your name out there, perhaps by submitting guest posts to different places. HR Gazette is always looking for guest authors."

"I've got a bunch of personal heroes who I've been lucky to interview some of those, including William Tinkup. I saw William Tinkup once present, and he used one slide and he spoke for half an hour, and he used one slide and he was amazing."

"Yeah, absolutely. Just putting yourself out there and making that effort, not just lurking, just getting out and doing it, isn't it?"

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Rethinking Culture

Mon, 11 Mar 2024 00:00:00 -0000

Lucinda delves into the topic of rethinking culture within organisations. Drawing on research and personal experiences, she explores various cultural models and frameworks including Competing Values Framework by Cameron and Quinn, the Culture Onion by Edgar Schein, and The Cultural Web by Gary Johnson and Kevin Scholes, Lucinda provides practical insights and tools for assessing and reshaping organisational culture

KEY TAKEAWAYS

The Competing Values Framework by Cameron and Quinn, which categorises organisational cultures into four types based on flexibility, stability, internal focus, and external focus, highlights the significance of aligning culture with strategy for organisational success.
The Culture Onion model by Edgar Schein, focusing on visible artifacts, espoused values, underlying assumptions, and leadership behaviors underscores the role of leadership in shaping organisational culture.
The Cultural Web model by Johnson and Scholes includes seven elements like organisational structures, control systems, power structures, symbols, stories, and rituals.
The key steps to drive culture change, include getting leaders on board, involving employees, aligning structures and processes, and embedding the desired culture.

BEST MOMENTS

"Culture is how we do things around here. It's almost a feeling. It's just what happens."

"The bottom line is much as we might want strategy to be the driver, fundamentally culture is going to be stronger."

"The visible artefacts are easy to see, but they might not necessarily represent the values and assumptions of the organisation."

"Underlying assumptions are the deepest level of the organisational culture, the unconscious beliefs, perceptions, and attitudes shared by people in the organisation."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Appreciating the CIPD Profession Map with Victoria Winkler

Mon, 04 Mar 2024 00:00:00 -0000

Lucinda investigates the intricacies of the CIPD Profession Map with guest Victoria Winkler from the CIPD. The conversation explores the origins of the map, its structure, and how individuals can leverage it to enhance their professional development.

Victoria provides valuable insights into the different levels of CIPD qualifications, self-assessment tools, and the importance of continuous learning and development in the HR profession

KEY TAKEAWAYS

The CIPD Profession Map was developed through extensive research and consultation with industry experts.
The Profession Map includes core knowledge, core behaviours, and specialist knowledge areas for people professionals.
Individuals can assess themselves against the Profession Map to identify areas for development and growth.
The CIPD continuously updates the Profession Map to ensure it remains relevant and aligned with industry standards.

BEST MOMENTS

"We spent a lot of time talking to obviously both people professionals, members and non-members, business leaders, academics, industry experts, both in the UK and internationally to really determine what might it look like, what's the commonality, the themes around being a people professional."

"So we did have a, I guess, a set of professional standards. And as you might imagine, we've had a different variation of that over the years”

"So we start with the purpose of the profession at the heart of it, championing better work and working lives. Really wanting to, and that was very much the feedback that we got, was that professionals was keen to be identified with that wider purpose."

"So people analytics in particular is a specialist knowledge area. AI sits across a number of different things."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

No More SH@T Managers - with Jo Wright

Mon, 26 Feb 2024 00:00:00 -0000

Lucinda delves into the essential steps for building a coaching culture within organizations. Joined by Jo Wright, a Speaker, Coach, and Best-Selling Author, they explore the seven steps to creating a coaching culture and the importance of coaching skills for managers.

Jo shares her insights on the significance of coaching in everyday conversations, emphasising the need for managers to adopt a coaching approach to empower their teams. The conversation highlights the benefits of coaching in enhancing performance, fostering trust, and creating a positive work environment. Through practical tips and real-life examples, the episode provides valuable guidance for HR professionals looking to implement coaching practices within their organisations

KEY TAKEAWAYS

Building a coaching culture is essential for organizations to thrive and adapt to changing environments.
Coaching is not just for poor performance; it is a tool for enhancing all levels of performance from good to great.
Engaging and winning hearts and minds is crucial to successfully implementing a coaching culture within an organisation.
Visualising the desired culture and strategy, along with strategising and growing coaching capabilities, are key steps in the process.
Sustaining a coaching culture requires continuous effort, feedback, and performance evaluation to ensure long-term success.

BEST MOMENTS

"Coaching is communication, collaboration, curiosity, creativity, challenge, and change. Coaching underpins it all."

"I remember when I was a new line manager, and that really was 30 years ago, I had no idea about what people skills were."

"I often talk to people, when I'm sharing what coaching is, I ask them to share words that they think of when they think of coaching. Never, ever do I hear a negative word come."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Jo Wright LinkedIn - https://uk.linkedin.com/in/jowrightcoach?trk=public_post_feed-actor-image

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How We Learn - with Stella Collins

Mon, 19 Feb 2024 00:00:00 -0000

Lucinda is joined by Stella Collins, co-founder and chief learning officer of Stella Labs. They discuss the intersection of neuroscience and AI in the field of learning and development. Stella shares insights on how understanding how the brain learns can improve the effectiveness of learning initiatives.

She emphasises the importance of motivation, practice, reflection, and spaced repetition in the learning process. Stella also highlights the role of AI in creating personalised learning journeys, providing support and feedback, and tracking progress

KEY TAKEAWAYS

Understanding how learning works is crucial for both learners and learning professionals. It involves recognsing the need for learning, staying motivated throughout the learning process, receiving guidance and support, practicing and experimenting with new knowledge or skills, and applying them in real-world situations.
Neuroscience provides insights into how the brain learns and changes. It highlights the neuroplasticity of the brain, its energy requirements, and the importance of sleep in consolidating learning.
AI can enhance the efficiency and effectiveness of learning. It can help create content, suggest behaviours, personalise learning journeys, provide automated feedback and support, track progress, and generate relevant activities for learners.
Gamification can be a useful tool in learning, but it should be optional and tailored to individual preferences. It can enhance motivation and engagement, but it is not necessary for effective learning.

BEST MOMENTS

"AI can help you be highly efficient at producing rubbish. So you do need to think about what's the effectiveness we're looking at, what are we actually trying to achieve?"

"If you're a line manager who perhaps hasn't had a coaching skill or hasn't been trained on coaching, if you're given a checklist, all those stuff, here's some good questions to ask."

"Learning just isn't magic. You can't onboard people faster than their brains can actually process stuff."

"Good learning doesn't need gamification. Good gamification can sometimes help with learning."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Website: www.stellarlabs.io

twitter: @stellacollins

linkedin: https://www.linkedin.com/in/stellacollins/

Books/ publications:

Neuroscience for Learning and Development - https://www.koganpage.com/product/neuroscience-for-learning-and-development-9780749493264

Webinars pocketbook: Top Tips to ensure your meeting, presentation or training session is a virtual winner https://www.pocketbook.co.uk/product/webinars-pocketbook/

Linkedin learning programme https://www.linkedin.com/learning/using-neuroscience-for-more-effective-l-d/using-neuroscience-in-training

ABOUT THE GUEST

Stella Collins is co-founder and Chief Learning Officer at Stellar Labs and an evangelist for effective evidence-based learning. She and her team deliver world class learning solutions with impact, including a Learning Transfer platform fuelled by neuroscience and optimised by AI.

Stella is an acknowledged expert on the practical application of science-based learning to business performance and has trained thousands of professionals in more than 25 years in L&D. Her sell-out book ‘Neuroscience for Learning and Development’ is translated into 4 languages and in its 3rd edition. Her Linkedin Learning course has more than 30,000 participants. Stella engages and inspires audiences at international conferences, round table discussions, webinars, podcasts and blogs. She’s host of the ‘Mind the Skills Gap’ podcast.

Stella has a BSc in Psychology, an MSc in Human Communication, is a Fellow of the Institute of Training and Occupational Learning, founder of the Brain Friendly Learning Group and one of the Brain Ladies.

Stella wants ‘A world where every minute spent learning is worth it!’

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

E.D.I. for SMEs with Cat Wildman

Mon, 12 Feb 2024 00:00:00 -0000

Lucinda is joined by Cat Wildman, founder of Powered by Diversity, to discuss practical strategies for implementing diversity and inclusion (EDI) initiatives in organisations.

They emphasise the importance of starting from the bottom and engaging the entire leadership team in the process. Kat explains how their platform helps HR teams assess their organisation's current state of EDI and gather valuable data from employees. They also discuss the benefits of addressing EDI, such as attracting and retaining diverse talent and enhancing employer brand

KEY TAKEAWAYS

Engaging the entire leadership team in the process is important to ensure that diversity and inclusion efforts are integrated into all aspects of the organisation.
Collecting data from employees through surveys can provide valuable insights into their experiences and perceptions of inclusion.
Taking action on low-hanging fruit and quick wins can demonstrate a commitment to diversity and inclusion and show employees that their feedback is being heard.
Recognise that diversity and inclusion efforts are a long-term strategy and focus on making sustainable progress over time rather than seeking quick fixes.

BEST MOMENTS

“As a scientist and technologist, I would always, prepare my data so prepare the experiment, what do we want to do. What is the situation now is the first thing, and how do we want to influence it is the second thing."

"We had an organisation where they did have an issue where there was such a white organisation, they found it really hard to attract talent of colour, they weren't getting any applications, and so we did a really specific piece of work for them and researched that specifically with a group of people of that demographic."

"We try and get people to have that balance of, show that you're doing stuff, talk about the data regularly, reference it in all of the presentations that you do quarterly or in your all hands meetings, talk about, right, we did the assessment, This is the Powered by Diversity section”

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Cat Wildman - https://uk.linkedin.com/in/catwildman

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Talent Acquisition for SME's - with Miles Bonnell

Mon, 05 Feb 2024 00:00:00 -0000

Lucinda is joined by Miles Bonnell of Milo HR to discuss how to create a winning talent culture or acquisition strategy, with a focus on small and medium-sized enterprises (SMEs).

They emphasise the importance of understanding and aligning with the company's culture, being honest with candidates about the current state of the business, and setting clear expectations. They also explore the role of technology, such as applicant tracking systems (ATS), in automating processes and improving efficiency.

KEY TAKEAWAYS

Understanding and aligning the company culture is crucial for creating a winning talent acquisition strategy.
Utilising technology, such as applicant tracking systems (ATS), can automate processes and save time in recruitment.
Job boards like Indeed and LinkedIn can be effective for attracting candidates, but it's important to track the return on investment and consider niche job websites for specific industries.
Creating killer questions and using video technology can help sift through candidates more efficiently.

BEST MOMENTS

"I think the foundation for a good recruitment process is looking at what's happening in-house with your teams in terms of the culture, how you're retaining your staff, how your employees feel."

"Different candidates align to different types of roles. If you know that your culture isn't exactly where it needs to be, then you need to find someone that's going to come in and help change that culture."

"The real role of a job description is so that the candidate can understand exactly what's good looks like for their role, what they're measured against in terms of the kind of performance indicators."

"AI is really supporting with automation around how candidates apply and how businesses can deliver talent acquisition."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Miles Bonnell LinkedIn - https://uk.linkedin.com/in/milesbonell

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Rethinking Wellbeing with Lucinda

Mon, 29 Jan 2024 00:00:00 -0000

Lucinda flies solo this time to discuss various themes related to well-being, drawing from recent research findings from the CIPD and Oxford University.

She explores the effectiveness of well-being initiatives, highlighting the need to focus on structural aspects of work that contribute to well-being rather than relying solely on superficial interventions. Lucinda also emphasises the importance of measuring the return on investment of well-being strategies and suggests using metrics such as employee engagement and work-life balance

KEY TAKEAWAYS

Well-being initiatives may not always have a significant impact on employee well-being or job satisfaction, according to a study by Oxford University.
It is important to focus on the structural aspects of work that contribute to well-being, such as reducing stressors and improving manager support.
Return on investment (ROI) for well-being initiatives should be measured through metrics like employee engagement, work-life balance, and sickness absence.
Financial well-being is a growing concern, and employers should consider offering support and resources in this area.

BEST MOMENTS

"A large-scale Oxford University study... showed no statistical impact on well-being or job satisfaction from a series of well-being interventions."

"Well-being is not just let's do some stress management training, let's give everybody the Headspace app. It is much, much broader and so it's looking at dealing with the stressors from the ground up."

"Lower paid and unskilled workers were more at risk [of financial distress]."

"Make sure you know what you need to do to recharge or renew... If you are just re-renewing in all of those areas, then that's actually going to make a difference."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Uplevelling Wellbeing - with Dr Neha Sangwan

Mon, 22 Jan 2024 00:00:00 -0000

Lucinda welcomes Dr. Neha Sangwan, an engineer turned medical doctor and executive coach, who specialises in addressing the global epidemic of burnout and shares her insights on well-being and avoiding burnout on a grand scale.

Dr Sangwan discusses her personal experience with burnout as a doctor and the lack of awareness and training in the medical field, emphasising the importance of self-awareness and listening to our bodies' signals to prevent burnout. She also highlights the six drivers of personal and organisational fit that contribute to burnout and offers strategies for creating a culture of well-being in the workplace

KEY TAKEAWAYS

Recognising the early signs of burnout is crucial in preventing it from escalating into a crisis.
It is important to prioritise self-care and listen to the signals our bodies are sending us.
Workload, control, recognition, community, fairness, and meaning are the six drivers that determine personal and organisational fit and can contribute to burnout if not addressed.
Creating a culture of trust, transparency, and collaboration is essential in promoting well-being and preventing burnout.
Individual well-being is interconnected with organisational well-being, and both should be addressed to create a healthier work environment.

BEST MOMENTS

"What I am proposing is in parallel to the crisis management, that we also use this as a wake up call to ask them, What strategies have you been using that you've outgrown that are no longer useful for you?"

"Your body's talking. The question is, are you listening?"

"If you want to solve it and you want to up level how you function, you have to get to the root cause of where you're having a net gain or a net drain of energy on a physical, mental, emotional, social, and spiritual level."

"We're a world looking for trust again, in ourselves and in each other. And if leadership is not modeling this, and that's why you got to make it safe."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Intuitive Intelligence - https://intuitiveintelligenceinc.com/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Wellbeing Strategies - with Gethin Nadin

Mon, 15 Jan 2024 00:00:00 -0000

Lucinda welcomes Gethin Nadin, an expert in workplace well-being, to discuss the current state of well-being strategies in organisations and the need for a more holistic approach.

Gethin shares insights from his research and emphasises the importance of organisational culture and personal responsibility in promoting well-being. They also delve into the impact of AI on well-being and productivity in the workplace

KEY TAKEAWAYS

Well-being strategies should focus on inclusivity and organisational structure, rather than solely relying on purchasing well-being platforms or tools.
Low-intensity well-being interventions, such as providing skills and education to support a healthier lifestyle, can have a significant impact on overall well-being.
Organisations should prioritise creating a culture of well-being and personal responsibility, where employees are encouraged to take care of their well-being for both personal and business success.
AI technology can play a role in removing administrative tasks and providing personalised support, but it should be used in a way that enhances the human experience at work, rather than diminishing it.

BEST MOMENTS

"The pandemic was clearly a watershed moment for well-being."

"I think the more we talk about mental health, we risk normalising it too much."

"The more you can help somebody deal with what's going on in life, the better they will bring that great stuff to work”

"I think we need to have more vulnerability at management level."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Gethin Nadin - https://uk.linkedin.com/in/gethinnadin

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Preventing Burnout For 2024 - with Petra Velzeboer

Mon, 08 Jan 2024 00:00:00 -0000

Lucinda welcomes mental health consultant Petra Velzeboer to discuss the importance of prioritising mental health in the workplace. They explore the signs of burnout and the 12-stage process that leads to it, emphasising the need for prevention and self-awareness.

Petra shares practical tips for managing stress, including setting boundaries, reevaluating values, and addressing digital well-being. They also discuss the impact of meeting culture and inefficiencies in the workplace.

KEY TAKEAWAYS

Prevention is important, as burnout can take a long time to recover from.
The 12 stages of burnout include proving oneself, working harder, neglecting needs, displacing conflict, revising values, denying the problem, withdrawal, behavior change, inner emptiness, depression, and burnout.
It is important to prioritise one's own well-being and create boundaries in order to manage stress effectively.
Taking control of digital well-being and reevaluating meeting culture can also contribute to reducing stress and increasing productivity.

BEST MOMENTS

"We're seeing a lot of real issues these days around topics such as burnout, working culture, things like that."

"What we do know is that when you hit full-on burnout, it can take up to two years, sometimes more, to fully recover."

"The best thing for your wellbeing might be to have the difficult conversation you've been putting off."

"It's about community, laughter, connection."

"We need to unlearn a few things in order to create space for innovation and creativity."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Petra Velzeboer - https://www.petravelzeboer.com/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Redundancy With Love - with Jill Aburrow

Mon, 11 Dec 2023 00:00:00 -0000

Lucinda interviews Jill Aburrow from Heartfelt HR to discuss the challenging topic of managing redundancy. With nearly 30 years of HR experience, Jill specialises in advising on redundancy issues and has written a book called "Redundancy with Love."

They explore the importance of managing redundancy sensitively and positively, emphasising the need for clear communication, empathy, and support for both those being made redundant and the survivors.

KEY TAKEAWAYS

Managing redundancy requires expecting unexpected reactions from employees. People may respond in various ways, such as bursting into tears, cheering, or feeling in denial. It is important to be prepared for different emotional responses.
Managers should deliver the redundancy message with empathy and clarity. While it is essential to show understanding and support, it is equally important to provide concise and straightforward information about the situation. Avoid over-explaining or over-empathising, as it may distract from the main message.
Redundancy communication should be done by managers, as they have a closer relationship with the affected employees. However, HR support should be available to provide guidance and assistance to managers during the process.
Consultation and communication should not be limited to a single meeting. It is recommended to have multiple meetings to ensure that employees fully understand the situation and have the opportunity to ask questions. Follow-up in writing is also important to provide a reference for employees to refer back to.

BEST MOMENTS

"The most common reaction of all is denial, is people just don't accept that it's happening to them."

"The manager needs to have somewhere they can offload because it's really difficult to have these conversations and so a group of managers who are all doing it have a peer group where you can just go and talk about some of the reactions you've had or just offload it."

"It's a difficult balancing act to get the messaging right”

"The empathy is a difficult one as well because what you must steer clear of is trying to be too sympathetic and saying, isn't it awful? You know, this is terrible that you're going through this."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk
Heartfelt HR - https://www.heartfelthr.com/

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Trauma and Adversity In The Workplace - with Samreen Mcgregor

Mon, 04 Dec 2023 00:00:00 -0000

Lucinda interviews Samreen McGregor, an executive coach and author of the book "Leader Awakened”, about the topic of embracing adversity and trauma in the workplace.

Samreen shares her insights on how individuals and organisations can use adversity as a catalyst for empowerment and well-being, rather than sweeping it under the carpet. They explore the impact of trauma on performance and happiness, and discuss practical strategies for recognising and addressing trauma in the workplace

KEY TAKEAWAYS

Taking the time to reflect on one's own experiences and understanding how they may influence behaviour and reactions is crucial. This self-awareness can help individuals navigate difficult situations and build healthier relationships.
Building trust and creating an environment where open communication is encouraged is essential. This allows individuals to feel safe sharing their experiences and challenges, leading to better understanding and support within the team.
It is important to prioritise self-care and find a balance between work demands and personal well-being. This may involve creating routines or habits that support mental and physical health, such as engaging in calming activities like yoga or meditation.
Recognise and challenge automatic responses and patterns that may stem from past traumas or experiences. By consciously breaking these patterns, individuals can create healthier and more productive ways of interacting and responding to stressors in the workplace.

BEST MOMENTS

"We all as human beings are the same, despite many labels that we use in corporate environments to help us understand who we are."

"The narrative is not just more present, but it's far more immediate and it's quite extreme."

"The impact of poor mental health on the economy, as well as the consequences societally will be huge."

"The big point I'm making there is to create the space... and make sure that you've got a balance of them."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk Samreen McGregor - https://uk.linkedin.com/in/samreen-mcgregor-104110

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The Crazy Busy Cure - with Zena Everett

Mon, 27 Nov 2023 00:00:00 -0000

Lucinda interviews Zena Everett, a speaker on leadership and productivity and author of the book "The Crazy Busy Cure."

They discuss the growing issue of busyness and stress in the workplace, particularly in the context of hybrid working. Zena shares her insights on the impact of personality traits, such as perfectionism and people-pleasing, on productivity. They also explore the importance of clarity of purpose, effective time management, and creating a culture that supports productivity.

KEY TAKEAWAYS

Certain personality traits, such as perfectionism, people-pleasing, and a tendency to take on too much, can contribute to feeling constantly busy. Being aware of these traits and finding strategies to manage them can help individuals become more productive.
Create a culture of psychological safety: It's important to create a work environment where individuals feel safe to voice their concerns, ask for help, and challenge ineffective practices. This fosters open communication and allows for discussions about meeting etiquette, email overload, and other factors that contribute to busyness.
Encouraging employees to have dedicated time for deep work, where they can focus on important tasks without interruptions, can lead to increased productivity and a sense of accomplishment. Getting into a state of flow, where individuals are fully absorbed in their work, can also boost productivity and well-being.
Bring back lunch breaks and social interactions: Encouraging employees to take proper lunch breaks and engage in social interactions can help foster a sense of connection and reduce feelings of overwhelm.

BEST MOMENTS

"I think we're in that parent-child relationship where people are almost... Spoon-feeding is unfair, but I think you know what I'm trying to say."

"So they had a few hours in the morning to actually do the work. And that worked for everybody because they felt more in control."

"But it's really tricky, though, for some people who are naturally unselfish or perfectionist because you're actually going against the grain almost."

"So, you know, that's what I was going to say, it feels a bit meh sometimes, doesn't it? It's all a bit meh."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk
Zena Everett - https://www.zenaeverett.com/

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

L&D Skills For HR People - with Katy Walton

Mon, 20 Nov 2023 00:00:00 -0000

Lucinda interviews Katy Walton from Make Real Progress, with a focus upon learning and development, particularly for HR professionals who may not have a background in L&D. Katy shares her expertise in helping HR professionals feel more comfortable and confident in handling training and development responsibilities.

They discuss the challenges HR professionals face in understanding the possibilities of L&D, diagnosing training needs, and creating effective learning experiences. Katy provides practical tips and insights on designing training courses, maintaining energy, and incorporating different learning methods

KEY TAKEAWAYS

Many HR professionals may feel lost or unsure about L&D because they have only experienced it as traditional training workshops. There is a need to educate HR professionals about the broader possibilities and potential of L&D.
L&D should be seen as a strategic enabler that can raise performance, engagement levels, and retention within an organisation. It is not just about delivering training workshops but about understanding the specific needs and context of individuals and designing tailored learning experiences.
Traditional training courses are not always the most effective or efficient way to facilitate learning. There are various alternative methods and approaches, such as virtual reality, action learning sets, digitised learning journeys, learning experience platforms, and artificial intelligence, that can be utilised to enhance learning experiences.
When designing a training course, HR professionals should focus on the desired outcome, understand the participants' background and experience level, prioritise content, and consider different ways to engage learners, maintain energy, and provide ongoing support and reinforcement after the training

BEST MOMENTS

"There's a lot of educating to do about what the art of the possible is with learning and development."

"It's not a one size fits all. And I think sometimes we're doing ourselves, the participants and the businesses disservice if we just think, right, here's a one size fits all thing that everybody goes through in exactly the same way”

"It's much harder to help people to explore and come to that realisation on their own through an activity or learning and then to draw that out and reinforce it and make sure that everybody gets that same learning, but they've got it more powerfully than you just telling”

"It’s about engaging people before the workshop even starts. But it doesn't finish when it ends. We also need to be thinking about what next, how to follow up with people, how to support them, how

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk
Email address: katy@makerealprogress.co.uk
Website: https://makerealprogress.co.uk/
The Progress Place: https://www.facebook.com/groups/theprogressplace Linkedin: https://www.linkedin.com/in/katy-walton-make-real-progress/

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR & AI - with Brandon Stevens

Mon, 13 Nov 2023 00:00:00 -0000

Lucinda explores the topic of AI in HR with guest Brandon Stevens, founder and CEO of Scouter. They discuss the role of AI in recruitment and talent management, highlighting the challenges and limitations of current AI systems.

Brandon also focusses upon the importance of accurate and comprehensive data inputs for AI to be truly predictive and prescriptive, introducing the concept of creating internal talent marketplaces and shifting from a position-based to a skills-based model.

KEY TAKEAWAYS

AI in HR is often used as a buzzword, but it is important to understand what it actually means. AI stands for artificial intelligence and it can be used in HR to analyse data and find patterns.
The current use of AI in HR tends to focus on descriptive data rather than predictive or prescriptive data. This means that AI is often used to match keywords and buzzwords between job descriptions and resumes, but it may not accurately predict performance or suitability for a role.
To make AI more effective in HR, it is important to improve the inputs and training of the models. This includes using a skills-based model rather than a position-based model, understanding the transferability and correlations between skills, and incorporating behavioural science and soft skills into the analysis.
AI can be used in various areas of HR, not just recruitment. For example, it can be used to create internal talent marketplaces, improve talent mobility, and enhance performance reviews. It can also help organisations and individuals better understand each other and identify opportunities for growth and development.

BEST MOMENTS

"You cannot put a Band-Aid on this and truly fix it. Also, simultaneously, any AI that is true AI, machine learning, natural language processing, will not work until this methodology is transformed."

"The younger demographic have a different expectation of experience. They come from a much more engaged world. And again, not everyone's the same. But my point is that the demographic challenge, not only are we producing less talent, if you will."

"You have to introduce this and get buy-in, obviously, from leadership down to your employees. But in HR, I always start to look at this because simultaneously what this actually does as well is it consolidates your HR tech stack, right?"

"Make no mistake, this will be standard procedure within the decade. I think educating yourself around this as a human resource leader is the number one thing you should do, is get a better understanding about what's coming and how to prepare for it."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

https://www.scoutrmarketplace.com/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk
Scoutr Main Site:

https://www.scoutr.team/

Scoutr for Employers Only:

Scoutr for Job Seekers:

https://www.myscoutr.com/

Brandon LinkedIn Page:

https://www.linkedin.com/in/brandonstevens-teambuilder/

Scoutr LinkedIn Page:

https://www.linkedin.com/company/scoutrapp/

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The Top 5 HR Coaching Issues - with Fay Wallis

Mon, 06 Nov 2023 00:00:00 -0000

Lucinda welcomes Fay Wallis, the host of the HR Coffee Time podcast and a career and executive coach. Fay shares her insights on the five recurring pain points that HR professionals often face, including time management, being strategic, building confidence, feeling undervalued, and dealing with difficult people.

Fay also talks about the importance of self-awareness, growth mindset, and taking control of one's own career, offering practical tips and tools to overcome these challenges and thrive in the HR profession

KEY TAKEAWAYS

Time management is a recurring challenge for HR professionals, as they often feel overwhelmed and struggle to find time for important tasks and projects.
Being strategic is another common pain point for HR professionals, as they may feel unsure about how to develop and implement effective strategies for their organisations.
Confidence is a significant issue for many HR professionals, as they often doubt their abilities and feel insecure in their roles.
Feeling undervalued is a challenge that HR professionals face, whether it's feeling unappreciated in their current role or perceiving that the HR function is not as valued as other departments within the organisation.

BEST MOMENTS

"HR is such an important function and it's so in demand and it's so busy because you can be as planned and as organised as you want to be but unfortunately there's always going to be a firefighting element."

"Often people will feel really frustrated like I really wanted to get an HR strategy or a people plan done this year but I just don't seem to have done it because I'm constantly busy throughout the day."

"I think you've absolutely hit the nail on the head. That's probably the one key message I would love everyone to take away for their careers, which is you have way more control than you realise a lot of the time”

"So often it can take a little bit of bravery if they're really finding this person challenging. Actually one of the really good solutions is to start investing more time in, start investing, spending more time with that person and really getting to know them."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

The HR Coffee Time Podcast - https://brightskycareercoaching.co.uk/hr-coffee-time-podcast/

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The CEO Investigator - Jim Moore

Mon, 30 Oct 2023 00:00:00 -0000

Lucinda is joined by HR expert Jim Moore from Hamilton Nash, who discusses the challenging task of conducting investigations into tricky people problems.

Jim shares his experiences and provides valuable insights and tips for HR professionals and managers who may find themselves in the position of investigating sensitive allegations or grievances. From dealing with high-profile cases to navigating the balance of probability, Jim emphasises the importance of creating a safe and inclusive culture, training investigators, and seeking external support when necessary.

KEY TAKEAWAYS

Investigating tricky people problems requires a skilled and impartial approach. It is important to have a neutral investigator, especially when dealing with sensitive allegations or high-profile individuals.
The majority of investigations rely heavily on narrative-based interviewing techniques, as most allegations are based on personal accounts and anecdotes. Building rapport with individuals and encouraging open communication is crucial in gathering information and identifying inconsistencies.
Balancing factual evidence and narrative-based information is essential in reaching a conclusion. While factual evidence may only make up a small portion of the investigation, it can provide important insights and support the overall findings.
The standard of proof in workplace investigations is the balance of probability, rather than the criminal standard of innocent until proven guilty. As long as there are reasonable grounds and a reasonable investigation has been conducted, disciplinary actions can be taken based on the balance of probability.
Creating a positive and inclusive culture is key to preventing workplace issues and grievances. HR departments should focus on managing the culture at all levels, ensuring that unacceptable behaviors are not tolerated and that employees feel safe to speak up without fear of recrimination. Training investigators and providing support for neutrality can also enhance the effectiveness of investigations.

BEST MOMENTS

"There's no formula, there's no algorithm. And so you really can get into diagnosing what went on, figuring out what the narrative is, how did we get to where we are, and hopefully trying to find a route to resolution."

"Most of the things that I get involved in typically involve very sensitive allegations and or very senior people… They need to have the perception of impartiality and independence."

"As long as you tick all of those reasonable boxes, then yes, your actions would probably be supported."

"One of the big problems with grievances and formal complaints is that there's a winner and a loser… The working relationship remains damaged. Someone always comes away unhappy."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE GUEST

JIM MOORE

Background and landscape - Recent cases of bosses and high-profile figures behaving badly (BP CEO/McDonald’s sexual harassment/CBI/Dominic Raab)
Why Jim Moore gets called in - the reasons why HR Directors want someone independent to investigate: conflicts of interests; impartiality; not wanting HR departments investigating their own boss.
Practicalities - how the investigation works, how Jim interviews senior leaders, tricks he uses to get to the truth
Lack of a specific allegation or witness - what companies should do when their vague concerns or staff rumours (ie Russell Brand/McDonald’s), but no smoking gun. Dangers of problems being ignored and swept under the carpet
Anonymous anecdotes (Jim can talk in general terms about these cases, but they are real people who cannot be identified) - the senior exec accused of pleasuring themselves on a video call; CEO and COO accused of harassment and bullying; C-suite exec accused of sending commercial information to their own personal email
Outcomes - what are the resolution options, the difference between a decision and mediation, how many cases avoid legal process, and how to make sure the outcome is legally robust.

Hamilton Nash is an HR consultancy specialising in employee relations that loves helping businesses solve their ‘people problems’. For more information visit www.hnis.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Purpose, Not Perks - with Victoria Lewis-Stephens

Sun, 22 Oct 2023 23:00:00 -0000

Lucinda is joined by Victoria Lewis-Stevens, MD at United Culture, to discuss the importance of purpose over perks in organisations. They explore how organisations can add greater value during a downturn by focusing on purpose and engaging employees.

Victoria shares her expertise in helping businesses articulate their culture and align it with their purpose, and talks about the role of line managers in driving engagement plus the need for organisations to invest time and effort in supporting and empowering them.

KEY TAKEAWAYS

While fair pay is important, employees are more engaged and motivated when they connect with the purpose of the organisation. When individuals can align their personal values with the values and purpose of the organisation, it creates a sense of meaning and fulfillment.
Organisations need to clearly define their purpose and ensure that it is communicated in a compelling and meaningful way. This involves telling the story of the organisation's purpose and helping employees understand how their individual roles contribute to that purpose.
HR professionals should review policies and procedures to ensure they align with the organisation's purpose. Policies should be seen as frameworks that enable line managers to make decisions that reflect the purpose and values of the organisation, rather than rigid rules that restrict flexibility.
Employees value recognition for their contributions, and this can be as simple as a genuine thank you. Continuous learning and personal development opportunities are also important, and organisations can provide these through various means such as job shadowing, job swaps, or buddying programs.

BEST MOMENTS

"You tend to get attracted to the brands and to the organisations that are out there talking about the difference they make in the world."

"I think the secret and the key thing is it doesn't matter almost what the purpose, what the mission, what the values, what the strategy is of an organisation, it's how does the individual role connect to that."

"I think most people, if they're engaged and they're in the organisation and they feel like their personal values reflect and support an organszation's purpose, most people are sensible enough to recognize, I can't have it my own way."

"I think line managers and leaders are a very underserved community in large organisations with huge roles and huge influence."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

https://www.linkedin.com/in/victoria-lewis-stephens-70277720/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE GUEST

Victoria is passionate about the impact employee and customer engagement can have on driving business growth and performance. She founded United Culture in 2019, prior to this she was managing partner at comms consultancy Instinctif Partners.

At United Culture, Victoria helps some of the most recognisable brands in the world, including Bacardi Ltd, Marriott International, to develop compelling engagement strategies. She specialises in helping businesses engage their people during periods of significant change, turning them into growth drivers and brand advocates.

https://www.unitedcultureco.com/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Nick Rion On Healthy Conflict Relationships

Sun, 15 Oct 2023 23:00:00 -0000

Lucinda talks to Nick Rion, a personal and professional relationship coach. Nicholas specialises in helping individuals build strong, healthy, and sustainable relationships, particularly focusing on conflict resolution. The conversation delves into the definition of conflict and the different ways people perceive and handle it. Nick shares his personal journey of avoiding conflict and the negative impact it had on his mental health, and introduces his framework of the 10 habits of successful relationships, emphasising the importance of trust, mutual respect, emotional intelligence, and assertiveness.

KEY TAKEAWAYS

Conflict in relationships becomes painful when it involves emotions and is not resolved, leading to anxiety and distress.
Building strong, healthy, and sustainable relationships requires trust and mutual respect.
Conflict can be healthy if the relationship is ready for it, meaning there is a foundation of trust and mutual respect.
Developing emotional intelligence, vulnerability, transparency, curiosity, and a learning mindset are important habits for successful relationships.

BEST MOMENTS

"The amount of trust and mutual respect that you're gonna have in a relationship, the more you have, the higher the conflict you can have."

"The role of a manager is to coach people into being better leaders or better at what they do."

"You are not responsible for the other person's feelings. You're responsible for yours."

"The only problem that we have is we're not educated this way. No one told us, 'What are your needs? What are your feelings?'"

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Nick Rion - https://www.nicolasrion.com/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Transforming Relationships At Work - with Yvonne Guerineau

Sun, 08 Oct 2023 23:00:00 -0000

Lucinda is joined by author and personal growth expert, Yvonne Guerineau to explore the topic of building positive working relationships in the workplace. Yvonne, an HR professional and author of the book "People in Their Element: How to Create Positive Working Relationships," shares her expertise on the concept of a growth mindset in relationships, breaking away from cultural patterns, and the role of leaders in shaping team dynamics

KEY TAKEAWAYS

Believe that positive working relationships can be developed and improved, and focus on finding ways to make it happen rather than assuming it's impossible.
Recognise the importance of relationships: Understand that building strong relationships is not a soft skill, but a hard skill that has a significant impact on performance, engagement, productivity, attendance, mental health, and overall well-being.
Take deliberate actions to bring people together, whether it's through face-to-face interactions or virtual meetings. Create opportunities for open and meaningful conversations to foster connection and understanding.
Be aware of existing cultural patterns within a team or organisation that may hinder positive relationships. Question why certain behaviours or practices are in place and challenge them if they don't make logical sense or align with the desired outcomes

BEST MOMENTS

"I think the key is to find ways to bring people together."

"Growth mindset essentially is if I believe something, it changes how I therefore behave and therefore affects my outcomes."

"If you're naturally quite talkative and you seek out company, it's easy to call someone up and to arrange to talk and keep that relationship moving."

"It's about long term healthy relationships, which is what makes work worth doing and, you know, and fun and those things."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Human Alchemist – www.humanalchemist.co.uk

ABOUT THE GUEST

Yvonne is a personal growth and deeper connection enthusiast who believes that positive and rewarding working relationships are fundamental to happiness, wellbeing, and success at work and that we all deserve to know how to create them. She works with business leaders helping them to strengthen interpersonal relationships in their teams so that they can reap the performance and wellbeing rewards that this offers. Yvonne believes in going deep and getting to the heart of people and their working relationships drawing on her 20 years in human resources, her psychology degree, coaching training, and experience of working with a variety of personality profiling tools to find just the right balance between challenge and support. She encourages individuals to take ownership, lean into discomfort, and experience the personal growth and positive relationships they deserve.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Rethinking Appraisals

Tue, 26 Sep 2023 23:00:00 -0000

Lucinda is back, and to kick off this new season of the show, she discusses the topic of rethinking appraisals, acknowledging that the traditional end-of-year appraisal process is often seen as backward-looking and outdated in today's fast-paced work environment.

Lucinda proposes dividing the appraisal process into four defined touch points throughout the year: objective setting, development conversation, mid-year appraisal, and career conversation. By breaking it down into smaller, more meaningful conversations, she believes organisations can have better quality discussions, drive high performance, and increase employee engagement.

KEY TAKEAWAYS

Four touch points: Lucinda proposes dividing the appraisal process into four touch points: end of year review/objective setting, end of quarter one development conversation, end of quarter two mid-year appraisal, and end of quarter three career conversation.
Clear purpose for each touch point: It is important to define the purpose of each touch point and communicate it clearly to managers and employees. This ensures that the conversations are focused and meaningful.
Training and upskilling: Managers should be provided with training and support for each touch point to ensure they have the necessary skills to conduct effective conversations and evaluations.
Benefits of rethinking appraisals: By breaking down the appraisal process and focusing on specific areas at different times throughout the year, organizations can improve the quality of conversations, drive higher performance, and increase employee engagement and retention.

BEST MOMENTS

"The concern with the end-of-year appraisal on its own is that people find it backward-looking. In this fast-moving climate, waiting 12 months to talk about someone's performance seems too long."

"If you tell a busy line manager to just go off and have continuous conversations, the easiest thing to do is to do nothing or very little."

"The main thing is, it's about thinking, what can I do to be successful? What we're doing from the start is rather than old school, getting to the end of the year and you have a conversation about performance and then say, oh, what development would you like?"

"It's completely unfair to wait until the end of the year to tell somebody that they're not performing. You don't want surprises at year-end, therefore you should absolutely be talking to somebody at the mid-year point."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Time To Revisit Engagement

Sun, 09 Jul 2023 23:00:00 -0000

Lucinda talks once more about engagement in light of the state of the global workforce and working methodologies being adopted globally.

KEY TAKEAWAYS

Engagement is undeniably a leading indicator of productivity, profitability, health and safety issues, customer satisfaction and overall people happiness.
Global engagement levels are at 23%. European engagement levels are at 13%, and the UK (33rd in the list) have 10% engagement.
It's hard to be engaged when you're feeling high levels of stress. With the current financial hardships and the cost of living crisis, it can be almost impossible not to bring those worries to the workplace.
Remote working will have played a part in the lessening of engagement with each other. They are becoming more insular and isolated, leading to sense of not belonging to an organisation.

BEST MOMENTS

'The reality is that there's a lot of disengagement out there'

'People have a huge number of external stress factors'

'Actual employee engagement in terms of interactions and good practice are less likely to cause a problem'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Build A Learning Pathway - with Teresa Rose

Sun, 02 Jul 2023 23:00:00 -0000

Lucinda is joined by Teresa Rose, an award-winning learning consultant and the founder of Consult Her Ltd, to discuss the most effective ways of building a learning pathway for our organisations - what they are, how to do it, and the most often-seen barriers to engagement.

KEY TAKEAWAYS

Learning experience platforms are all about giving employees a much better consumer-grade experience when it comes to development.
The utopian vision for these experience platforms is for users to be able to engage with and learn while at work, but we aren't there yet. There is work to do wen it comes to providing this effectively at the point of need.
It isn't just about curating the largest content library, but making sure that the content itself is effective and engaging. Mapping these resources is the biggest part of the challenge.
The initial building of the library is key, but keeping it up to date and useful is far more beneficial in the long term.

BEST MOMENTS

'How can you build a career pathway when you don't have a budget?'

'What you're looking at is bringing together best-of-breed content from various sources'

'It's all very well having an amazing learning experience, but the reality is that it's simply a large library of content where the quality may differ'

'What knowledge do we have? How do we capture that knowledge? Where should we hold it?'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Teresa Rose - https://www.learningtechnologies.co.uk/speakers/teresa-rose

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Addressing The Loneliness Epidemic - with Steven Van Cohen

Sun, 25 Jun 2023 23:00:00 -0000

Steven is a global leadership consultant, executive coach, Wall Street Journal bestselling author, and globally recognised specialist in the art of connection building and leadership.

In this episode, Steven talks to Lucinda about an all-new epidemic in the workplace - loneliness - and how we can increase a sense of belonging in order to promote talent acquisition and retention in our organisations.

KEY TAKEAWAYS

Loneliness has a direct correlation and is an underlying component to most mental health disorders, such as anxiety, depression and suicide.
Loneliness is growing, in large part, due to the increase in use of social media, which connects us remotely, but also isolates us socially.
In the workplace, before today's world, if we needed help, then we sought out the guidance of another human being. Nowadays we seek e-learnings which as created huge separations.
If we feel the sense that our working environment is overly professional, and that we cannot show up as our "true self", then this can lead to a sense of alienation. People do not see us, but instead the avatar that we bring into the workplace.

BEST MOMENTS

'Loneliness has been a key contributor to mental health disorders'

'This has created huge separations'

'Dependency shift is a huge driver in why people are feeling more lonely'

'We have less margin to actually connect with the people around us'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Steven Van Cohen LinkedIn - https://www.linkedin.com/in/steven-van-cohen-ms-351582a/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How to Connect Strategy and Culture - with Sonya Shelton

Sun, 18 Jun 2023 23:00:00 -0000

Sonya Shelton founded Executive Leadership Consulting in 2007 from her passion for partnering with leaders and high achievers to create a clear vision and build work environments where employees are fulfilled and completely committed to their organisation’s success.

Sonya joins Lucinda this week to talk about strategy, culture, and how we can best encourage both in the organisations we lead.

KEY TAKEAWAYS

Many companies use strategy and culture to forge ahead, but focus too heavily on one without balancing the need for both at the same time.
HR professionals must be very connected with the business leadership to first understand what the underlying strategy is, and what kind of culture needs to be created around that.
Identifying the purpose and why is a fundamental. In terms of mission, the question becomes how we can deliver on that initial purpose.
Whenever there is a lack of trust or sense of conflict, always go back to the root - mission and vision - and work out how the conflict can be brought together under those elements.

BEST MOMENTS

'How do you as HR professionals connect with your business strategy?'

'We're very much the glue in terms of creating a balance'

'The mission is how we do things externally. The values are how we do those things internally'

'It's called vision for a reason. We really need to see it'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

Book: You're an Executive, But Are You a Leader?

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

Executive Leader - https://executiveleader.com/sonya-shelton/

ABOUT THE HOST

“If you look up, you rise up”

About The Guest, Sonya Shelton

When it comes to navigating the ins-and-outs of business, Sonya Shelton has seen it all: From successful startups with brand new ideas to well-established Fortune 500 companies. Sonya Shelton founded Executive Leadership Consulting in 2007 from her passion for partnering with leaders and high achievers to create a clear vision and build work environments where employees are fulfilled and completely committed to their organization’s success.

She has captured her leadership tips and success stories in her #1 Amazon bestselling book “You’re an Executive, But Are You a Leader?” Having been an executive as well as an international speaker and consultant, Sonya knows how to tap into lesser-known, hidden practices that drive true leadership. Her philosophy, background and experience add a strategic, pragmatic, and multidimensional approach to making strong leaders. Sonya serves on the Forbes Coaches Council and is a certified Master Corporate Executive Coach through the Association of Corporate Executive Coaches.

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

How To Make Change Stick

Sun, 11 Jun 2023 23:00:00 -0000

Lucinda talks about why it is that users find themselves unable to engage with systems in the long term following change, how to motivate them to want to embrace new ways of working, and the processes, roles and responsibilities you need to embed any kind of new system in the workplace.

KEY TAKEAWAYS

Buy-in is key. Resistance can sometimes arise when people aren't involved in the formation of the idea itself, which is why we should consider involving people from the outset.
Change is only ever truly embraced when people do not feel as though change is being done to them, rather than for them.
When people resist change, it's purely because they are not motivated enough to change. This might be the case due to their lack of understanding of the bigger picture.
Many organisations roll out the technical vision and implement a system, then communicate the change in the expectation that it will take effect. What's required is persistence and the empowering of others.

BEST MOMENTS

'People don't resist change, they resist being changed'

'The Three Cs are: Communication, Clarity, Consequence and Consistency'

'People are busy - how do we actually get them to do these things?'

'Always start with why'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Disruptive HR - with Lucy Adams

Sun, 04 Jun 2023 23:00:00 -0000

For this very special 200th episode, Lucinda is joined by the wonderful Lucy Adams, the CEO of Disruptive HR to talk about not just her prolific and renowned career in the HR sector, but also the ever-changing world of HR itself, and why she has chosen to pioneer a more disruptive approach.

KEY TAKEAWAYS

Change comes far easier if we question the narrative and test the boundaries of what is possible. In Lucy's case, the world of HR was due for a shake up.
Career conversations are far more constructive than performance reviews. Objectives can be discussed, but it's far more valuable to talk about what each side has learned about the other.
The EACH framework or model was designed to allow us to sum up our complex and stimulating ideas in a way we can remember. It stands for Employees as Adults Consumers and Human beings.
in the wake of COVID, we should ask now if a better way of working exists. Why should people once again be brought back to offices when they work perfectly well from home.

BEST MOMENTS

'I was never frightened to say "Why?" and "What's the purpose of this?"'

'I describe myself as a recovering HR director'

'Rather than something that's done to you, it's something that you can take control of'

'Bring people back if there's purpose or value, but don't do it in the old school, old fashioned way'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Disruptive HR - https://disruptivehr.club

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Leading with EQ - with Dr Robert Hernandez

Sun, 21 May 2023 23:00:00 -0000

This week, Lucinda is joined by licensed psychologist and emotional intelligence specialist, Dr Robert Hernandez, to talk about emotional intelligence, and how by placing it at the forefront of development, we can help to shape future leaders.

KEY TAKEAWAYS

Emotional intelligence is the art of being aware of data or information in which emotions arise. Emotions come from the unconscious - emotional intelligence dictates how we use that emotion.
interpersonal skills are a huge part of emotional intelligence. We must begin with self awareness and then focus on self expression, looking for ways to express in ways that are helpful and constructive.
With the rise of AI in the workplace, we must re-evaluate what makes us human. One of the main aspects is the way in which we react to emotions and allow them to guide and lead us in our day-to-day actions.
A common misconception is that all leaders must be extroverted and charismatic, but this isn't always the case. Charisma and extroversion are certainly qualities that help, but it's far more constructive to build a leadership persona that helps us to adapt, so long as it is authentic.

BEST MOMENTS

'Our focus is on new leaders, and developing that emotional intelligence'

'I view emotions as something that comes up from the unconscious'

'Leadership doesn't happen in a vacuum'

'Emotional intelligence is very much based on the moment'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Dr Robert Hernandez LinkedIn - https://www.linkedin.com/in/dr-rb-influens

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

2023 Pay Review Trends - with Rameez Kaleem

Sun, 14 May 2023 23:00:00 -0000

Rameez Kaleem is the founder and managing director at 3R Strategy, an independent reward consultancy, as well as the author of 'A Case of the Mondays: How to build a culture of trust through pay transparency'.

Rameez joins Lucinda to talk about the research in which he has been recently involved - Salary Trends for 2023 - a highly topical subject that has far-reaching implications for anyone in employment.

KEY TAKEAWAYS

The research was carried out in order to find out how organisations are managing pay and giving insight into market practice and budgets being set.
The median pay budget for 2022 came out at 4%, with slight variations. The numbers for 2023 saw an increase to 5%.
There is a lack of variable pay in the public sector, charity sector and education sector, within financial services there was a higher budget in the upper cortile.
Help with cost of living increases have come in variable ways from organisations trying to do what they can to retain and attract their people. Sometimes it is a lump sum, while some offer an increase in overall salary. In all cases, these payments are meant to be meaningful.

BEST MOMENTS

'This year in particular, with record inflation, it was a topic for a lot of HR professionals'

'Most organisations have tried to have payments that are meaningful'

'While performance can fluctuate from year to year, behaviours tend to be more consistent'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Rameez Kaleem at Amazon - https://www.amazon.co.uk/Rameez-Kaleem/e/B0BD8K1NKS/ref=zg_bs_362205031_bl_sccl_16/000-0000000-0000000

Rameez Kaleem LinkedIn - https://uk.linkedin.com/in/rameezkaleem

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Closing The Influence Gap - with Carla Miller

Sun, 30 Apr 2023 23:00:00 -0000

Carla Miller is the author of 'Closing The Influence Gap: A practical guide for women leaders who want to be heard', which reached #1 in the Amazon charts for Business Leadership Skills and Business Management and Leadership.

Carla joins Lucinda this week to discuss the book and how best to apply its central core theme and message to our own organisations.

KEY TAKEAWAYS

The first step towards closing the influence gap is seeing yourself as a leader. It's about conquering self doubt and surmounting that sense of impostor syndrome we feel.
We have to encourage others to see us as leaders. This is especially difficult for women, as society programmes us all to not see women this way.
When we present our authentic selves, it also gives others permission to do the same, allowing a greater sense of connection.
Many women are more than capable of leading teams and do so, but getting people at a senior level to notice this is very challenging. Even when presented with evidence, men are still naturally more preferred in leadership roles.

BEST MOMENTS

'This is a self discovery that you can go through'

'We work on beliefs we may have adopted about ourselves'

'People see themselves as managers, but not necessarily as leaders'

'We want you to be the best version of you'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Carla Miller - https://www.carlamillertraining.com/book

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Building a Collaborative Culture - with Deb Mashek

Sun, 23 Apr 2023 23:00:00 -0000

Building a successful business is all about the art of collaboration, and harnessing the varied and empowering talents of others in order to build strength. With this in mind, Lucinda welcomes Deb Mashek, the author of 'Collabor(h)ate', to explore the importance of effective collaboration, and how we can work to create a culture that encourages rather than divides.

KEY TAKEAWAYS

Some are more naturally collaborative than others, and seek to work alone. We should reframe it as a resource for sharing, rather than a divisive experience.
When looking at collaborative individuals, there are three parts to consider - skill-sets, positives mindsets regarding collaboration, and historical learnings.
Interdependence is the extent to which our outcomes are dependent on other people's behaviours. This is about how work is structured measured and rewarded.
To move projects forward, we have to figure out what we're trying to do, which voices we're generally hearing from, and making sure that we're including others who don't usually get heard.

BEST MOMENTS

'I'm a social psychologist on a mission to make wonderful collaborations in the workplace'

'There are so many ways of working together'

'We can learn from each other in a way that makes it easier to do better work'

'Partnerships and collaboration helps us all to be more successful'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Deb Mashek - https://www.debmashek.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Positive Intelligence - with Gemma Rabbini

Sun, 16 Apr 2023 23:00:00 -0000

Lucinda is joined by Gemma Rabbini from Coach & Bloom, for a discussion around positive intelligence - what it means, and how you can retrain your brain to act in a more positive, forward thing and centred way in order to get the best out of life.

KEY TAKEAWAYS

In terms of self belief, women are significantly lacking in that area when it comes to men. It's a niche that needs attention in order to effect change.
Positive intelligence represent the proportion of time that your mind is working for you, versus that proportion of time it's working against you.
Everyone has "the judge" voice in their head - the judging thoughts that tell us how to feel about ourselves and others. Other negative voices act as "saboteurs", such as the "victim" voice, and the "people pleaser".
Talking about mental health is. helping to bring this formerly taboo subject out into the open, and making it easier for businesses to support those who need it.

BEST MOMENTS

'I'm really motivated about supporting women during their career "squiggles"'

'Positive intelligence is applicable to anyone'

'There are voices in our heads that can restrict us from taking opportunities'

'We have to acknowledge the voices that we have'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Gemma Rabbini LinkedIn - https://uk.linkedin.com/in/gemmarabbin

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Data Based Resilience - with Emma Hossack

Sun, 02 Apr 2023 23:00:00 -0000

Emma Hossack is an ICF accredited Personal and Business Coach, NLP and Resilience Practitioner with a passion for helping clients and organisations flourish, as well as the founder of Transforming Minds for Business.

Emma joins Lucinda to discuss the ways in which data can play a vital role in strategies designed to ensure wellbeing at all times.

KEY TAKEAWAYS

In recent years, studies have shown that increases of around 25% have been recognised in the impact of mental heath upon absenteeism and quiet leaving.
The RAW index can show strengths and gaps in teams and abilities, even when they are not recognised on a business level.
Data creates a "why". Often, training and mentor is done "to" a person, instead of taking into account their personalised data, and which areas require attention.
Values are the key to resilience as they provide purpose and direction during times when we find ourselves challenged. They keep us going when it matters.

BEST MOMENTS

'How you show up at work and how you show up at home are all linked'

'We can develop meaningful bespoke programmes for each individual'

'What they are working on is specific to them'

'We want companies to be in a position where they don't need us'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Transforming Business Minds - https://transformingbusinessminds.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Managing Misconduct - with Eleanor Manley

Sun, 26 Mar 2023 23:00:00 -0000

Eleanor Manley is the co-founder of Metta Space, and a specialist in helping companies to prevent, report & resolve workplace misconduct.

Eleanor joins Lucinda too discuss the most effective ways of managing misconduct in the workplace - from prevention, to reporting and resolution - and the fascinating role that technology is having in helping to highlight misconduct.

KEY TAKEAWAYS

Women are more likely to resign in most cases, than report a case, meaning that retention plays a huge role in misconduct situations.
Misconduct is defined as anything including sexual harassment, bullying, discrimination, but also fraud and bribery.
In the new working world, there is a whole new set of rules and etiquette that may cause people to misunderstand the way we are meant to be operating. This may causes cases where learning moments are required.
The main aim of resolution is to empower HR to be able to resolve cases before more stringent methods are required.

BEST MOMENTS

'It's a very broad term'

'We help companies to define and refine what workplace misconduct means'

'It isn't about intent - it's about impact'

'Companies have to be prepared'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Eleanor Manley LinkedIn - https://www.linkedin.com/in/eleanormanley?trk=public_post_feed-actor-name

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Nourishing HR - with Katherine Horstmann

Mon, 20 Mar 2023 00:00:00 -0000

This week, Lucinda is joined by wellness and nutrition specialist Katherine Horstmann, to talk about the most effective ways that we can focus upon our personal wellbeing, and subsequently apply this to the people in our care as HR professionals.

KEY TAKEAWAYS

Wellbeing and wellness should be staples of the HR conversation, instead of something we need to fight for.
The evidence between the things we eat and their effect upon our long term health, mood, and wellbeing is becoming more and more compelling.
Food at the desk is in its best form as a smoothie. By pre-preparing these we can ensure that we're getting the optimal amount of vegetables and nutrients in our daily intake.
The food education we've been given across the years has largely been debunked, Fat does not make us fat - foods such as avocados are nutritionally beneficial, despite the large amount of calories they contain.

BEST MOMENTS

'The conversation needs to be more about why we wouldn't want this on our HR agenda'

'The link between the food we eat and our mood is compelling'

'We have to get to the root cause'

'A lot of my job is undoing the education that we've had'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Katherine Horstmann - https://www.katherinehorstmann.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Joyful Leadership - with Carol Norbeck Hines

Mon, 13 Mar 2023 00:00:00 -0000

Lucinda talks to expert trainer and consultant Carol Norbeck Hines, the author of 'Joyful Leadership', about why people should always be at the heart of leadership and the decisions we make, the value of excellence and trust, and why we should never be afraid of apologies and the benefits they can provide.

KEY TAKEAWAYS

Human Resources should always focus upon our people. The people aspect is the heart of the organisation, and we should keep this in mind at all times.
Since we are the keepers of the actual people, we need to help our leaders answer the question: why would people want to follow you?
We need to role-play what leadership looks like considering the trust and integrity at every turn, and encourage leaders to follow the paths we take.
Often, some cases call for apologies to be made. We shouldn't fear this, as they are a great way to engender trust and build bridges.

BEST MOMENTS

'I help good leaders become great leaders'

'We're really the keeper of all things people'

'You've got to manage the process and you've got to lead the people'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Carol Norbeck Hines LinkedIn - https://www.linkedin.com/in/leaderknowhow

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Demonstrating Allyship - with Julie Kratz

Mon, 06 Mar 2023 00:00:00 -0000

This week, Lucinda is joined by Julie Kratz, the Founder and Chief Engagement Officer of Next Pivot Point, created to promote diversity, equity and inclusion in the workplace, to discuss the topic of allyship - supporting people who may be different to us - and why it's a crucial part of not just advancing culture in the workplace, but in society as a whole.

KEY TAKEAWAYS

Allyship and inclusive leadership are very similar, and are not concepts that we can simply switch off outside of the workspace. They are a state of mind and constantly active.
There are nuanced differences between regions. Progression upon certain groups seems to be more advanced in different places, such as gender inclusion in Scandinavia.
As leaders, we must empower those around us. Find the allies who are passionate about building awareness and give them a voice in your organisation.
Making mistakes is natural. What we have to do is admit errors when they arise, apologise, and treat them as learning opportunities.

BEST MOMENTS

'There's no on and off switch for allyship'

'Allyship is to support folks who are different to yourself'

'There is so much complexity to those conversations that we've given air time to'

'Instead of going to a reactive response, think about it as a learning opportunity'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Julie Kratz - https://nextpivotpoint.com/who-we-are/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Working With Cancer

Mon, 27 Feb 2023 00:00:00 -0000

Lucinda is joined by Barbara Wilson and Dr Liz O'Riordan, to discuss the important topic of working with cancer. As professionals who have both experienced this devastating condition up close, Barbara and Liz share their invaluable insights, discussing all-important legal entitlements, and the best ways of ensuring that those who find themselves suffering through a cancer diagnosis are treated with the utmost care, respect and fairness at a time when it is needed most.

KEY TAKEAWAYS

Most medical directors and HR line managers are not aware that once diagnosed with cancer, you are legally disabled and have certain rights.
One in two of us will be diagnosed with cancer in our lifetime - a huge number representing half the population. 1000 people are diagnosed every day.
Some organisations have great policies, while others have none in place. Some have great policies but no structure for rolling it out on a local basis. We need a sense of uniformity and order.
A terrifying statistic is that many women suffering through cancer do not tell their places of work for fear of being "retired". They carry on and push themselves to the limit, making themselves even worse.

BEST MOMENTS

'She gave me the power to say that this is what I am entitled to'

'More and more of us are surviving cancer and want to return to work'

'Some HR teams don't understand their responsibilities'

VALUABLE RESOURCES

Practical Wellbeing Resources
How to create a positive mental health culture within a hybrid workplace
New Info-book: Rethinking Performance Appraisals
Resource: Actus Survey Directory
Resource: The Actus 360 Question Directory
Additional free HR Resources
Virtual Training Programmes

If you liked this episode, try these

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

About The Guests, Barbara Wilson and Dr Liz O'Riordan

Publicis Groupe Working with Cancer Pledge

Website - https://www.workingwithcancerpledge.com/
Pledge – https://www.workingwithcancerpledge.com/about-the-pledge

Barbara Wilson- Founder and Director of Working With Cancer.

Barbara is a senior HR professional with over 40 years’ experience. In 2005, after being diagnosed with breast cancer and based on her professional and personal experience, Barbara set up a group with the aim of helping those of working age affected by cancer to return successfully to work. The group was the first to develop guidelines on work and cancer for HR professionals, line managers, employees and carers.

Barbara is a member of the CIPD, trained as a coach at Ashridge Management College, and is married with two sons.

Website https://workingwithcancer.co.uk/
LinkedIn https://www.linkedin.com/company/working-with-cancer/
Instagram @workingwithcanceruk
Twitter @WorkWithCancer

Dr Liz O'Riordan

Liz was a 40-year-old consultant breast surgeon when she was diagnosed with Stage 3 breast cancer in July 2015. She suddenly realised that she had no idea what it was like to be a patient, despite spending her working life treating the disease. She started an award-winning blog to help doctors and patients see what having breast cancer is really like, in a friendly, informative way and now speaks all over the world about her experiences, including a TEDx talk (Jar of Joy), focusing on digital healthcare, self-care, and how to improve the patient experience. Her upcoming memoir comes out on 6th July 2023.

Book pre-order details: https://unbound.com/books/under-the-knife
Speaker, Author and Storyteller - liz.oriordan.co.uk
Podcast Host – Don’t Ignore The Elephant
Co-author of ‘The Complete Guide to Breast Cancer’
Instagram @oriordanliz
Twitter @Liz_ORiordan

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Tips From The Maverick Mediator

Mon, 20 Feb 2023 00:00:00 -0000

Anthony Munday - also known as the Maverick Mediator - is the award-winning CEO of TM Development Associates Limited. This is a Consultancy that delivers conflict resolution development for managers, accredited ACAS mediation, accredited Structured Debriefing and leadership mentoring. Anthony specialises in mediating conflicted senior teams and complex, long-standing disputes.

Anthony joins Lucinda to talk about the subject of conflict in the workplace and what we can do about it as HR professionals.

KEY TAKEAWAYS

The most successful way to defuse potentially combative situations is to take an early approach - a proactive stance on conflict resolution.
Arbitration is different from mediation. Arbitration is when an external party comes into a situation, listens to both sides, and makes the situation clearer.
Mediation is the art of building rapport, building trust and building confidence. Often by gaining complete trust, we can get to the root causes of conflict, which can stem from past trauma.
Time limits on mediation are incredibly disrespectful, We cannot hope to build trust if the clock is ticking

BEST MOMENTS

'I adopted a coaching style of leadership'

'You can't entirely eradicate conflict'

'The nature of mediation is variable'

'It's entirely about rapport, building trust and confidence'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Maverick Mediator - https://www.maverickmediator.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Financial Wellbeing - with Phill Holdsworth

Mon, 13 Feb 2023 00:00:00 -0000

Lucinda talks to Phill Holdsworth of Aurun Gold Ltd, who are dedicated to taking the anxiety out of money, about financial wellbeing - how it's becoming even more of a concern with the recent rise is the cost of living, and what we can do to improve things for our people so as to best ensure that they do not have to bring their anxieties to the workplace.

KEY TAKEAWAYS

Wellbeing is the holistic view of a person, including physical, mental and financial. One always affects the other, and so if something is wrong it can lead to a downturn in productivity and engagement.
If you do support your workforce with issues surrounding wellbeing, you can increase engagement and loyalty by caring for financial wellbeing. This also prevents the revolving door syndrome.
If people aren't facing up to their financial obligations or struggling against the rising costs, we can't take the attitude that it's necessarily their fault, or that they are lacking in some way. People simply become overwhelmed.
Simply raising salaries so as to provide more income does not solve people's anxieties around money. If they have more money, they will still worry. We need to understand the root psychological cause behind this.

BEST MOMENTS

'If you think about true wellbeing, then you're thinking about the whole person'

'We are responsible for reward'

'People think that money will solve all their problems'

'Why is it that somebody who doesn't need to worry about money, worries?'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Aurum Gold Ltd - https://aurumgoldltd.co.uk

About The Guest, Phill Holdsworth

Phill Holdsworth is a Multi Award Winning Money Psychologist and Financial Wellbeing Professional. He helps businesses improve the financial wellbeing of their employees. His work has been influenced by both personal experience and by 20 plus years in the finance sector.

Useful links mentioned by Phill in podcast episode:

Stepchange - https://www.stepchange.org/
National Debtline - https://nationaldebtline.org/
Christians Against Poverty - https://capuk.org/
Citizens Advice - https://www.citizensadvice.org.uk/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Embed Continuous Performance Management

Mon, 06 Feb 2023 00:00:00 -0000

Lucinda comes to the third part in her mini series on rethinking performance appraisals and reviews, with an episode dedicated to practical methods you can use to make sure that performance management is kept as a continuous practice throughout the year, instead of a stressful annual process that doesn't capture the true picture of someone's performance.

KEY TAKEAWAYS

If our line managers are not motivated to have quality conversations, then when they feel the pain of people leaving, they will realise why it's so vital.
Evidence clearly shows that people with clear goals, and who are able to realign with them on a regular basis, are far more engaged and far less likely to leave the business.
We motivate continuous performance management by communicating how strategically it can be achieved, and also what it can mean to the individual.
Without defining set review points as an annual process, we do still need to set expectations that carry on at various points throughout the year in order to keep goals and missions moving.

BEST MOMENTS

'All of this points to an approach that's much more goal and feedback focussed'

'We need to link to our strategy and purpose'

'We need to motivate that change'

'We need to be very clear about the process of expectation'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Design An Evidence Based Performance Management Process

Mon, 30 Jan 2023 00:00:00 -0000

Following on with a look at how to rethink performance management and the appraisal process, Lucinda discusses the practical ways in which you can design your own evidence-based management process, to ensure that any decisions resulting are well thought through.

KEY TAKEAWAYS

A performance management process is promising that if we meet or exceed expectations, and contribute to the company mission, then the company will meet or exceed your career and reward expectations.
When we make this promise to our people, we must ensure that it is a promise that works both ways. We need to find a balance to make it work.
SMART stands for goals that are Specific, Measurable, Achievable, Relevant (Strategically) and Time-bound.
In any process that we set up, the goal setting should be at the heart of things. The pinnacle of the performance evaluation process is the appraisal. The reality is, what is the point of an appraisal if there are no goals in place?

BEST MOMENTS

'It's advisable to be as evidence based as possible'

'Without quality goal setting, we are not likely to ever achieve high performance'

'It's genuinely designed to benefit the organisation and the individual'

'Goal setting with regular timely feedback is incredibly powerful'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Rethink Performance Reviews

Mon, 23 Jan 2023 00:00:00 -0000

Lucinda talks about the ways in which we can rethink our appraisal and performance review process, and the methods we should all be adopting in order to make sure that our people are feeling nurtured and encouraged, while also feeling a sense of ongoing development.

KEY TAKEAWAYS

Evidence has shown that setting regular goals, talking continuously (instead of once per year), and providing valuable feedback constantly, are far more effective ways to help people's performance levels.
Criticising a process is easy, but we don't necessarily always get effective answers when we look for replacements for these processes.
People don't like appraisal processes because they're typically backward-looking and feel like a box-ticking exercise . It's difficult to explain the benefits of tasks performed up to a year ago, when trying to focus upon the roles and responsibilities of today.
Whatever your process is, you need to have an element of goal-setting. An ongoing goal-setting and feedback process works well, but there needs to be a way to assimilate the information gained. Lip service is to be avoided.

BEST MOMENTS

'It's something that should be going on on a regular basis'

'It becomes very stressful and emotional. Depending on how your manager is, it can feel critical and non-specific'

'These things aren't the fault of appraisals. They're the fault of the way they've been designed'

'It's interesting to take a step back and look at what it is we need to do'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

New Resource: Actus Survey Directory
New Resource: The Actus 360 Question Directory
Whitepaper: How do you design an Appraisal process?
Blog: How to design an appraisal process
Blog: Empowering employees in 2023 with a performance appraisal
Form: 5 Principles when Designing an Appraisal Form
Free Appraisal Template

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Uncommon Sense - with Ollie Martin and Nick Thomas

Mon, 16 Jan 2023 00:00:00 -0000

With a new year focus upon health, performance and wellbeing, Lucinda talks to Performance Coach, Ollie Martin and Professional Coach, Nick Thomas, about what "Uncommon Sense" can mean in terms of performance and development, and how we as HR professionals can help others to take better care of themselves while also ensuring our own performance is as effective as possible.

KEY TAKEAWAYS

Fitness and activity have become more seldom in our daily routines with the rise of remote working. It's now become common to not move as much during our day, which is impacting society's fitness levels.
Businesses have been slow to respond to the physical wellbeing of their people, but with the advent of COVID, there has been a shift and a tipping point has now been reached. They have begun to recognise the value in ensuring health.
Our hearts pump 7200 times a day and without movement to aid it, it can become far more worn than usual. We need to move in order to keep our hearts healthy.
Helping people in wellbeing terms can begin with policy. Are we ensuring that lunch breaks are being taken? Are we ensuring that burnout isn't taking place due to over work? We can lead from the top.

BEST MOMENTS

'The thing about common sense is that it isn't all that common'

'We look at how we can make people healthier'

'How can you build movement snacks into your day?'

'We're looking at setting a culture for long term health and wellbeing'

VALUABLE RESOURCES

New Resource: Actus Survey Directory
New Resource: The Actus 360 Question Directory
Infographic: Winter Wellbeing Suggestions
Blog: Why is HR putting their own wellbeing last?
Slides: Supporting Employee Wellbeing through Change
Additional free HR Resources
Virtual Training Programmes

If you liked this episode, try these

Nick Thomas LinkedIn - https://uk.linkedin.com/in/nick-thomas-64046113?trk=public_post_feed-actor-image

Ollie Martin LinkedIn - https://uk.linkedin.com/in/ollie-martin-0b9a4b1a?trk=public_post-text

About The Guest, Ollie Martin and Nick Thomas

Ollie Martin has a background in sport (Rugby Union) and a sports science degree. He is a sports scientist, athlete and health coach with over 20 years experience in helping people perform better in their lives. He initially worked in sports coaching, fitness equipment marketing and event management before setting up a personal training business in 2002. Ollie has developed the 5/5 Performance framework which is then tailored to individual clients and has helped thousands of people including coach potatoes, high flying execs, athletes and retirees.

Nick Thomas is a highly trained consultative sales specialist with a background in sales and national sales leadership within the Insurance Broking space. Uniquely, he is also a widely qualified professional coach, consultant and trainer. Training associates are selected for their high level of expertise and experience within the Insurance market, allied to strong training credentials. Lastly, Nick Thomas oversees all training content design and delivery.

Linkedin – Nick Thomas & Associates company LinkedIn page
Nick Thomas | LinkedIn
Ollie Martin | LinkedIn
http://www.olliemartin.com/ - Ollie website

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

High Performance Habits for 2023 - with Dr Jon Finn

Mon, 09 Jan 2023 00:00:00 -0000

Dr Jon Finn founded the award-winning Tougher Minds consultancy and has three psychology-related degrees, including a PhD. He has worked in performance psychology, resilience, and leadership science for over 20 years. He is also writes regularly for Forbes.

Dr Finn joins Lucinda on this all-new episode for 2023 to talk about the best ways of instilling high performance habits from the get go in order to help you see a more empowered year ahead.

KEY TAKEAWAYS

First principle thinking is the art of boiling things down to the most basic principles possible. It's about stripping ideas back to their core and simplifying the process to achieve them.
Our businesses run on the brainpower of people, but the issue is that many do not completely understand the brain itself. By empowering this knowledge, we edge closer towards our objectives.
Habits range from 100% of what we say and do, down to 98% of what we think and do. Most of what we do is mindless, automatic behaviour.
Better sleep, better diet and better levels of exercise are the foundations of allowing people to be at their best. Stress management, confidence habits and better leadership habits will follow.

BEST MOMENTS

'Your business runs on brains'

'I want to empower everyone to use these insights to do better'

'Brains run on habits'

'We've got work out where are the blockages, and what's stopping our people from developing the habits that will help them to be at their best'

About The Guest, Dr Jon Finn

Dr. Jon Finn wrote his best-selling book ‘The Habit Mechanic’ (which took him over 20 years) because his life’s mission is to help people to be their best in the challenging modern world. This book is proven to change lives. People have said it is a ‘MANUAL FOR LIFE’, and a ‘TOOL KIT FOR SUCCESS’. It contains over 30 self-improvement tools. It is like three books in one. Dr. Jon Finn founded the award-winning Tougher Minds consultancy and has three psychology-related degrees, including a PhD. He has worked in performance psychology, resilience, and leadership science for over 20 years.

The Habit Mechanic: https://geni.us/TheHabitMechanic
Linked In: www.linkedin.com/in/dr-jon-finn
Tougher Minds website: https://www.tougherminds.co.uk/
Twitter: @TougherMinds

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Tougher Minds (Dr Jon Finn) - https://www.tougherminds.co.uk/about/meet-the-team/dr-jon-finn/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The HR Club - with Emma Djemil

Mon, 12 Dec 2022 00:00:00 -0000

Lucinda talks to Emma Djemil, the founder of The HR Club, to discuss the concept of the group, and what inspired her to create a career development network for women in HR - a space to connect, develop and grow sustainably.

KEY TAKEAWAYS

The mark of a good leader is someone who can spot a person's unique gifts and strengths and harness them for the good of the organisation.
We need to understand that work incidents and events have an impact upon the mental health of our people. We also need to recognise the impact it can have upon us as professionals. HR is a sector in which people often experience burnout.
Work must be made in order to move us more towards a place where people are appreciated above all else, and the HR departments are not just called upon when negative impact needs to be absorbed.

BEST MOMENTS

'I had always experienced leadership around which I needed to be something different'

'What I see is a profession in which so many of us end up in burnout'

'There is a gap between us and the resources available to us'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Emma Djemil LinkedIn - https://www.linkedin.com/in/be-unstoppable/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Deliver A Standout Candidate Experience - with Adrian McDonagh of Hireful

Mon, 05 Dec 2022 00:00:00 -0000

Lucinda is joined by Adrian McDonagh of Hireful - an expert in onboarding and recruitment - to discuss the ways in which we can ensure an inspiring, impactful candidate experience, and therefore guarantee that the best people are drawn to our organisations.

KEY TAKEAWAYS

With the rise of hybrid working, and with the power being returned to the hands of candidates rather than recruiters, it's never been more important to make sure that candidate experiences are outstanding.
Recruiters are moving much faster with CVs, and are arranging interviews in no time at all. But the rate at which the candidate experience has evolved for the better is sadly not as nimble as this.
The experience of candidates within the first two to six weeks of their arrival, has a direct correlation upon the length of time they'll stay within the organisation.
Pre-boarding is crucial. Look for gaps in the communication process and make sure they're amended. If lines of communication are not kept up after the job offer is given, it can lead to a sense of disorientation for the candidate.

BEST MOMENTS

'Interviews are being booked twice as fast!'

'You have a real advantage. Many of your competitors are working too fast'

'It's all about building in a system. It'll save you so much time'

'We want to make sure the person has a continuous feeling that they're part of your organisation'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Adrian McDonagh LinkedIn - https://www.linkedin.com/in/adrianmcdonagh/?originalSubdomain=uk

Hireful - https://www.hireful.co.uk/webinars/building-a-linkedin-strategy-for-your-organisation

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Organisational Development Jargon Buster - with Dr Graham Curtis

Mon, 28 Nov 2022 00:00:00 -0000

This week, Lucinda is joined by the Director of Roffey Park Academy, Dr Graham Curtis, for a deep dive into organisational development - demystifying the sometimes cluttered phraseology surrounding it, and busting the jargon that often clouds the subject itself.

KEY TAKEAWAYS

Organisational development people who truly thrive upon it, have a deep curiosity, and strive to make positive, impactful change.
Flexibility and comfort with change is an essential component in organisational development. Those who are this way are likely to make more intuitive decisions in the long run.
We are always trying to look across the whole organisational effort in an attempt to find places where we can effect alignment and create positive change.

BEST MOMENTS

'Our job as HR professionals is to help organisations to remember those values'

'I'm curious and I care about people'

'You have a real reflexive interest in what makes me tick and how do I impact others'

'Good judgment is founded on the ethical challenge'

Valuable Resources

If you liked this episode, try these

Contact Method

Join the HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

About The Guest, Dr Graham Curtis

Graham’s focus is on supporting people and organisations to be the best they can possibly be through maximising their potential.

Graham has over 25 years of experience, working in the UK and internationally. He has designed and led the delivery of global leadership and management development programmes in the UK, Nigeria, Kenya and Columbia aimed at supporting and challenging participants to reflect on their practice and their relationships with their teams. He has also led global transformation programmes, supporting organisations to deliver more distributed and diverse governance and leadership.

Graham believes that great leadership is founded on developing our flexibility in response to dynamic and emergent situations through growing our curiosity, and our capability to reflect upon the contexts we find ourselves in and our relationships with those around us.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Sustainable Working Cultures - with Anna Meller

Mon, 21 Nov 2022 00:00:00 -0000

Lucinda is joined by Anna Meller of Sustainable Working, who's spent the last 25 years aiding employers in improving their flexible working practices.

Anna discusses the ways in which attitudes towards flexible and sustainable working practices have changed, and how HR professionals can help people to have a more balanced life.

KEY TAKEAWAYS

People have always tended to separate work and personal life - but the best practice is always to treat life as a whole, and recognise that each feeds into the other.
HR must being to think about how we are redesigning jobs, not just in terms of flexibility, but also to recognise the areas in which AI will replace jobs or people.
It has become embedded in corporate culture whereby those who are seen as always-on-call are more valuable. but this thinking must change.
By opening up to more flexibility, we also open our organisations up to a more diverse workforce. We attract talents that only work in a flexible environment.

BEST MOMENTS

'Flexible working is something that many of us need - not just women'

'I encourage people to think about how they can set boundaries'

'It's little boundaries that give you a chance to break away from this constant blurring'

'We must support each other so that everyone gets a more balanced life'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Sustainable Working - http://www.sustainableworking.co.uk/about_anna.htm

About The Guest, Anna Meller

Anna Meller has spent the past 25 years supporting employers to upgrade their flexible working practices. Allowing flexible working has been shown to improve inclusion, wellbeing and productivity. Anna focuses both on strategic aspects such as culture change and policy update; and operational issues such as job redesign; and training for managers and staff.

In her book #Upcycle Your Job: the smart way to balance family life and career she provides a clear case for why flexible working is so important to women’s careers and particularly to encouraging them to move into senior jobs. She also identifies the three important shifts employers must make to fully align their working practices with 21st Century lives.

Sustainable Working - http://www.sustainableworking.co.uk/about_anna.htm

Follow Anna on Twitter: @GrownUpBalance

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Do Organisational Development

Mon, 14 Nov 2022 00:00:00 -0000

Lucinda returns to the "How To..." series with a focus upon how to do organisational development, everything from definition of the term itself, to the metrics we can use in order to ensure that we are using it effectively in order to improve and evolve our organisations.

KEY TAKEAWAYS

Organisational development is about evolving, adapting or improving an organisation in order to achieve strategic goals.
Often, training systems are only targeted towards symptoms of under development, rather than providing a progressive course of change.
We should always look for the bigger picture in terms of development. The macro aims of improving should never detract from what we hope those aims will achieve in broader terms.
Motivation can often play a bigger part in people's productivity than some lack of professional skills. If we are targeting skills and not motivation, then we may be missing a root cause.

BEST MOMENTS

'This is something that includes multiple aspects. It's a series of interventions, implemented over a period of time, that should impact the way an organisation operates'

'Ideally, this is something that is strategic and proactive'

'Always think of the bigger picture'

'Ultimately this ends in employee productivity'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Rethinking Workstyles - with Lizzie Penny and Alex Hirst

Mon, 07 Nov 2022 00:00:00 -0000

Lucinda is joined by authors Lizzie Penny and Alex Hirst, the creators of 'Workstyle', a book dedicated to revolutionising the way we work, to discuss the book and its methodology, and the work they do through their consultancy to change the face of working life.

KEY TAKEAWAYS

"Workstyle" means the complete freedom to choose when and where we work for ourselves, on the basis that we have such freedoms in our lifestyle, but not in our workstyle.
Finding a way to work in a more fulfilling and exciting way promotes a huge shift in enthusiasm, and leads to more productivity.
Workstyle is an attitude as well as a systemic change. in some industries this is easier than in others, but it tends to work best in the knowledge working sector.
The concept of workstyle is meant to be a way for everyone to come together to begin a conversation about whether or not the accepted ways of working today are appropriate, or are we holding onto a way of working that no longer has meaning in our society.

BEST MOMENTS

'In the digital age, the ability to work anywhere and at any time, we needed a word...'

'There is a pressing need to work differently'

'For some organisations it will be more about adopting a mindset - how can we give more autonomy to our workforce?'

'the point of workstyle is to start a conversation'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

www.workstylerevolution.com/book

Workstyle Revolution - https://www.workstylerevolution.com

If you liked this episode, try these

About The Guest, Lizzie Penny and Alex Hirst

Lizzie Penny and Alex Hirst are friends, entrepreneurs, inspiring speakers and changemakers. They have been leading the workstyle revolution for a decade, co-founding a social enterprise, Hoxby, in 2014 to prove the concept.

They have helped thousands of workstylers around the world to set, project and respect their own workstyles, and are conducting pioneering research into the link between autonomy, productivity and wellbeing. Their business has delivered projects in a workstyle way for some of the biggest brands in the world. Lizzie has three young children, lives in Bristol, and has recently recovered from breast cancer.

Alex suffered from debilitating burnout, before starting a family and leaving London for a village in rural Oxfordshire. Together they came up with the concept of workstyle in response to their negative experiences of a 9–5 traditional working week.

Workstyle is the freedom to choose when and where you work. Their new book lays out the full story of workstyle – from its inception in the pub, through profoundly inspiring stories of the lives it has changed, to the impact it will have on the world by levelling the playing field and creating true inclusivity and accessibility in our society.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Rebranding HR - with Ron Meyer

Mon, 31 Oct 2022 00:00:00 -0000

Ron Meyer is Professor of Strategic Leadership at Tias School for Business & Society, Tilburg University & Antwerp Management School, University of Antwerp, and is dedicated to improving companies' competences in the areas of strategic thinking, leadership, entrepreneurship, business innovation and change management.

Ron joins Lucinda to discuss the ways in which HR can act as strategic leaders, but also how they may enable leadership within their organisations.

KEY TAKEAWAYS

Most managers are business savvy, but organisationally naive. They understand the business, the customers, the product, but no idea how to manage people or how to facilitate their organisation efficiently.
We assign people to management positions, but we grow leadership on an informal level. You can't just prescribe leadership - it has to be lived.
It's always good to ask fresh questions. Organisations can only grow is we question the way things work, and ask if they can be improved.
If something feels uncomfortable, it doesn't mean it doesn't fit you. It just means that you need to learn that skill until it does become comfortable.

BEST MOMENTS

'What organisations really need are those who take ownership of organisations and people'

'Organisation is structure, but it's also systemisation'

'Leadership is most informal'

'Don't underestimate the importance of your brand'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

About The Guest, Ron Meyer

Ron Meyer is managing director of the Centre for Strategy & Leadership, an international consulting and management development organization, dedicated to improving companies' competences in the areas of strategic thinking, leadership, entrepreneurship, business innovation and change management. Ron is also Professor of Strategic Leadership at Tias School for Business & Society, Tilburg University, where he conducts research in the areas of strategy and leadership, and teaches in a variety of post-experience educational programs. He has (co-)authored numerous articles and books, among which the internationally leading textbook on strategic management, Strategy - Process, Content, Context: An International Perspective.

Ron Meyer LinkedIn - https://www.linkedin.com/in/ronmeyer/?originalSubdomain=nl

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The Secret Sauce Of Transformational Change - with Ian Ziskin

Sun, 23 Oct 2022 23:00:00 -0000

Lucinda is joined by Ian Ziskin, the lead author of "The Secret Sauce for Leading Transformational Change", a work dedicated to leading transformational change on an individual, team, organisational, and societal level.

KEY TAKEAWAYS

Many assume that because a system or process has worked for a long period of time, that it becomes immutable. We should always be open to adaptation and change.
To find truth we must define reality. There's a tremendous amount of wasted energy in denying data and explaining away things that do not reinforce our preferred view of the environment.
We must surround ourselves with good people who wish to aid us in driving change. We cannot do it alone.
Most successful change efforts involve moving at a speed that feels uncomfortable. We need to embrace this discomfort, for that is where change happens.

BEST MOMENTS

'There's a certain danger that comes with tradition'

'Love influencers and resistors'

'Start with truth, talent and timing'

'Go first, but not alone'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The Secret Sauce For Leading Transformational Change - https://www.routledge.com/The-Secret-Sauce-for-Leading-Transformational-Change/Ziskin/p/book/9781032129884

About The Guest, Ian Ziskin

Ian Ziskin, President of EXec EXcel Group LLC, has 40 years of experience as a business and human resources leader, board advisor and member, coach, consultant, entrepreneur, teacher, speaker, and author. His client base and corporate work span the aerospace and defense, automotive, chemical, consumer products, education, electronic components, energy, entertainment, financial services, health care, high technology, information technology, manufacturing, pharmaceuticals, professional services, retail, and telecommunications industries, among others. He is the Co-Founder and Partner of Business inSITE Group (BiG), a strategic partnership focused on coaching, leadership development, and HR transformation; Co-Founder and Leader of the Consortium for Change (C4C), a community of coaches and consultants; and Co-Founder of the CHREATE Project, designed to address the future of work and HR.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Deliver 360 Feedback

Sun, 16 Oct 2022 23:00:00 -0000

Lucinda delivers the second in her "How To" series - this time focussing upon 360 feedback, from how to build the confidence to deliver, to how to ensure that everyone involved receives a valuable developmental experience.

KEY TAKEAWAYS

Delivering 360 degree feedback is one of the most useful ways in which we can establish and build relationships with our people.
Look through reports in advance so as to ascertain the inclusion of anything that might prove contentious. It's always best to be prepared for these things ahead of time.
Ask how they're feeling about the feedback, how they selected their respondents, manage expectations in terms of scores, and position the feedback and bias.
People tend to underrate themselves in personal assessments. This is largely due to the need to reduce the fear of being told by a third party about their weaknesses. It is a declaration ahead of time, that they themselves are aware.

BEST MOMENTS

'You want to make sure that people have a valuable developmental experience'

'This is a very personalised method of development'

'It's always about getting that balance between a light challenge and supporting them'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Helping With The Cost Of Living Crisis - with Charles Cotton CIPD

Sun, 09 Oct 2022 23:00:00 -0000

Charles Cotton is the senior adviser for performance and reward to the CIPD. He directs its reward research agenda and recently produced a survey on UK reward management.

Charles joins Lucinda to discuss issues surrounding the cost of living crisis, and what we can do in an HR capacity to help people during this time of upheaval.

KEY TAKEAWAYS

The cost of living crisis is so difficult because it is caused by a variety of factors: the war in Ukraine, the hangover from COVID, supply issues, extreme weather, food production, plus economical issues. This makes it incredibly complex in terms of a solution.
Poor financial wellbeing for employees will have knock-on effects for the organisation itself, such as mental and physical health, affecting work performance. This can make financial incentives by the organisations worth the investment.
The most common reason cited by employers when adopting the fair living wage, is that they feel it is the fair and right thing to do.
There are other ways to benefit employees through this time of crisis. Benefits such as help with groceries, transport and childcare can prove more beneficial in some cases than simple money.

BEST MOMENTS

'It's a very big issue. It's also a very complex issue'

'There is a business case for spending more on your employees'

'Not only do money worries affect employee wellbeing - they can also affect employee and organisational performance'

'It can cost employers less to buy these benefits that for staff to buy them themselves'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Charles Cotton at CIPD - https://events.cipd.co.uk/events/blog/speaker/charles-cotton/

About The Guest, Charles Cotton CIPD

Charles Cotton is the senior adviser for performance and reward to the CIPD. He directs its reward research agenda and recently produced a survey on UK reward management http://tinyurl.com/nk8zat5. He is also responsible for the CIPD’s public policy work (http://tinyurl.com/6jgrhmf) in the area of reward and has given evidence to select committees on banking pay executive remuneration and politicians’ expenses as well responding to various consultations, such as on pensions, retirement and corporate governance.

Charles Cotton at CIPD - https://events.cipd.co.uk/events/blog/speaker/charles-cotton/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Maximising Impact At Interview - with Jo Irwin

Sun, 02 Oct 2022 23:00:00 -0000

Lucinda talks to Jo Irwin, of i4 Training, about the impact we can effectively make from the first moment - the interview - from the initial elevator pitch and how it can dramatically improve your chances of being hired, to how to create the best covering letter and CV.

KEY TAKEAWAYS

Developing your "elevator pitch" can make a crucial difference during your interview process. Certain cultures sometimes struggle with this part, but we need to remember that an interview process is about honing the art of selling.
Never assume that your generic CV or covering letter will work in every circumstance. Tailor each of these to the position and company you're aiming to join.
When asked about previous experience or examples of excellence, never simply answer in a straightforward manner. Use the opportunity to create a narrative that might demonstrate not just the answer, but even more about your potential capabilities.
When it comes to relaying achievements, remember that you should be talking about your achievements, and not some previous team's. The team isn't the one being interviewed - you are.

BEST MOMENTS

‘The elevator pitch is the bedrock for people understanding the need to sell'

'It's key that you are able to deliver this and sound natural'

'Resilience and maturity has really come to the fore'

'Never give a straight answer. Look for ways to slip in what's needed, plus some extra'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Jo Irwin LinkedIn - https://www.linkedin.com/in/joirwin/

i4 Training - http://www.i4trainingservices.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Be Strategic

Sun, 25 Sep 2022 23:00:00 -0000

In the first of a series of "How To" episodes, Lucinda examines the ways in which we can be more strategic in our thinking by focussing upon the long term gains ahead, and effectively identifying your organisation's goals.

KEY TAKEAWAYS

Strategic thinking is about thinking long term - planning ahead instead of thinking about the short term. We need to find the balance between effective planning for the future, and dealing with operational issues from day to day.
Look to understand the long term goals and strategies for your organisation, what challenges or obstacles need to be addressed, and be aware of the external environment.
There are solutions that are not necessarily blunt ones, and it is our responsibility as HR professionals to come up with more creative strategies that are in everyone's interest.

BEST MOMENTS

'I believe that it's about the way we present ourselves'

'You must understand your own business or organisation right now, and into the future'

'How can we be transparent and supportive?'

'It's about showing your broader, more strategic understanding of the business'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The Menopause Revolution - with Lesley Salem

Sun, 24 Jul 2022 23:00:00 -0000

Lesley Salem is founder of Over The Bloody Moon, podcast hostess of "The Change Makers" and hostess of OTBM Masterclasses and Meet Ups, so an encyclopaedia when it comes to menopause.

Lesley joins Lucinda to talk about how the menopause affects the workplace, and how the perception of such an important event in our lives has changed across the generations.

KEY TAKEAWAYS

Menopause has always been treated as a taboo subject, and hardly talked about. However, it needs to be brought out into the open as it has a great effect on the workplace as we know it.
The Men-O-Vest has been designed to reproduce the same hot flush feelings of menopause so that more empathy can be created around a subject that many men find difficult to understand.
The construct in which women operate in many organisations is still very patriarchal. This opens a much wider question about the emergence of feminine leadership power.

BEST MOMENTS

'This was something that was treated like a dark secret'

'It's meant to be a time of reflection and connection and space'

'The voice becomes louder and more visible'

'There is a huge amount of skill sitting in that population that businesses don't want to lose'

About the Guest, Lesley Salem

With over 20 years experience working for brands and consulting for a range of clients Lesley set up Over The Bloody Moon to address a gap she noticed with her own perimenopausal journey. As a self-confessed research geek, Lesley wanted to provide reliable, emotional and practical menopause support for individuals and organisations to remove the muddle and stigma out of menopause.

Seeking the knowledge of leading specialists, and her own evidence-based tools, acquired as a certified integrated health coach, and menopause coach, Lesley has carefully curated accurate, trusted information for individuals and organisations, looking to support their employees to nurture and retain female talent.

Our free menopause hub: www.overthebloodymoon.com/myotbm

Instagram: @overthebloodymoon

Facebook: @overthebloodymoonaboutmenopause

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Over The Bloody Moon - https://www.overthebloodymoon.com/service-page/menopause-health-coaching-lesley-salem

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Creative Problem Solving

Sun, 17 Jul 2022 23:00:00 -0000

This week, Lucinda flies solo in order to provide a short, sharp selection of creative ways to solve problems, including Edward De Bono's Thinking Hats technique, and random stimulation.

KEY TAKEAWAYS

The main difficulty of thinking is confusion - where we are all doing too much at once. Effectively this means that our emotions, logic hope, creativity and pessimism crowd in on us, which creates overwhelm.
The blue hat is for leadership, the white hat represents data or factual, the green hat is creativity, the red hat represents emotion and heart, yellow is optimism and the black hat acts as judge
Random stimulation is a wonderful way of coming up with a completely different idea. It's a five step process: Understand the problem, disconnect from the problem and select a random stimulation, associate with the word, make a link between the association and the point of interest, and note the ideas.

Random Stimulation - Problem Solving Activity for fresh ideas

1. Define the subject of the problem e.g. Team Away Day
2. Choose random stimulation e.g. Tree
3. Free associate with the random stimulation e.g. Leaf, foliage, squirrel etc
4. Make links between the free associations and the problem/subject e.g. Foliage ...wreathmaking workshop
5. Investigate or make notes on the potential fresh ideas

BEST MOMENTS

'When you have different challenges, you need different ways of facing them'

'If we are all, in a group, thinking in a similar way, then it can help us to overcome conflict'

'Choose something random that you'll use to create random stimulation'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Edward De Bono Thinking Hats - https://www.mindtools.com/pages/article/newTED_07.htm

Random Word Stimulation - https://innovationmanagement.se/2009/02/11/unleash-your-creativity-with-random-word-stimulation/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Recruiting For Diversity - with Yvonne Smyth of Hays PLC

Sun, 10 Jul 2022 23:00:00 -0000

Yvonne Smyth is the Group Head of Equity, Diversity and Inclusion for Hays and lead Hays' commitment to the active promotion and realisation of true business equality, diversity and inclusion.

Yvonne joins Lucinda to talk about why diversity and inclusion should always be at the heart of the recruitment process.

KEY TAKEAWAYS

Diversity and inclusion began many years ago as a way of combatting claims and controlling risk management. This was a place of fear, but it has since evolved into a naturally right thing to do.
Diversity affects branding. People identify with brands that reflect themselves, and so on an operational level, we dramatically increase our reach by being more diverse.
There is a war for talent right now, and attracting these unharnessed skills require us to consider our messaging carefully.
Flexibility is the key to attracting talent. Not only does it make our organisation more attractive, it also opens the door to people with disabilities or long term health situations.

BEST MOMENTS

'The journey has iterated and evolved over the years'

'This will have a positive impact upon your organisation because you will engage your people in a positive way'

'To be able to articulate our purpose is a fundamental part of recruitment at the moment'

'Individuals don't want to work for the best company in the world - they want to work for the best company for the world'

ABOUT THE GUEST, Yvonne Smyth

Yvonne is the Group Head of Equity, Diversity & Inclusion for Hays plc, with over 25 years professional recruitment experience.

Yvonne spearheads Hays’ commitment to being recruiting experts by ensuring that our major recruitment linked activities and insights are designed to positively promote and create more diverse workforces and inclusive workplace cultures. Working directly with customers, in partnership with subject matter experts, community groups, and through colleagues, Yvonne has been responsible for creating and curating a suite of resources designed to inform, support and enable our customers to progress their D&I linked commitments and navigate their careers.

Yvonne is the national specialism director for Hays Human Resources, the largest HR specialist recruiter in the UK. She is responsible for the HR national strategy within this high growth and pivotal specialism. Yvonne is also the national specialism director for Hays Legal and Hays Company Secretarial.

Yvonne was featured in the SIA 2019 Global Power 150 Women in Staffing list, which recognises the female leaders and influencers in the global market space. Prior to joining Hays, Yvonne initially trained and qualified as a litigation lawyer with international law firm Norton Rose Fulbright.

ABOUT THE HOST

“If you look up, you rise up”

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

If you liked this episode, try these

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
Yvonne Smyth Hays PLC - https://www.linkedin.com/in/yvonnesmyth/?originalSubdomain=uk

Influencing And Asserting

Sun, 03 Jul 2022 23:00:00 -0000

Being able to influence others is crucial in many different areas, from driving change to persuading others to follow policies. This means communicating in ways that are credible and assertive. But how do we deal with this element if we suffer from impostor syndrome, or feel somewhat intimidated?

In this episode, Lucinda talks you through the ways in which you can make sure that you are heard and that your message can influence others, by adopting the correct mindset at the outset.

KEY TAKEAWAYS

We must listen, but we must always make sure that we ourselves are being heard. Listening only, but not contributing can lead to a detrimental effect on the business itself.
Pushing an agenda relies on our being assertive. This is the practice of declaring our expectations, being clear, and asking for these expectations to be met.
If we are not sure about the standing of the person we're trying to influence, then a "pull" method may prove more effective. This practice involves your being more open, asking more questions and listening carefully, in order to better understand the ideal outcome of the other party, and thereby shaping our solution to fit our needs and theirs.
When we understand where others are coming from, it becomes far easier for us to adapt and match this need. Always remember though, that we both deserve to achieve a positive outcome.

BEST MOMENTS

'Seek first to understand, and then to be understood'

'We need to be able to influence and empower in a constructive way'

'If they feel that they have been heard then they will be much more likely to listen back to you'

'It's about choosing the right mindset to get the result we need'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The Disability Opportunity - with Hardeep Rai

Sun, 26 Jun 2022 23:00:00 -0000

Lucinda is joined by Hardeep Rai, the co-founder and CEO of the Kaleidoscope Group, which aims to transform the lives of people of determination by maximising their potential and offering them access to genuine employment opportunities.

Hardeep discusses his incredible work across the last seven years, involving meeting with over 1300 people of determination across 65 different different disabilities from 28 countries, and the highly personal story of how his own experiences have led him to see the potential in everyone.

KEY TAKEAWAYS

Disability is, unfortunately, one of the things in life that we cannot truly feel unless it has impacted our lives in some intimate way. It has to resonate emotionally.
Defining disable people has proved troublesome and contentious, even in the modern world. People of determination is the most accepted way of describing them, as it highlights the positive connotation.
If you are genuine in your heart with your intentions, then nothing you say can possibly be wrong. It simply displays curiosity.
There is a misconception that in order to fund the additional means required to level the playing field for a person of determination, the cost must be met by the employer. but the government has means in place to pay for these costs.

BEST MOMENTS

'He inspired me to set up Kaleidoscope'

'How you define disabled people is one of the most controversial topics of the modern time'

'We're all conditioned according to our biases, whether they're conscious or unconscious'

About the Guest, Hardeep Rai

Hardeep is the Co-Founder and CEO of the Kaleidoscope Group (www.Kaleidoscope.Group). The purpose of the organisation is to help to transform the lives of people of determination, by maximising their potential and then offering them access to genuine employment opportunities or supporting them to become successful entrepreneurs.

Over the course of the last 7 year’s he has personally met / interacted with over 1,300 people of determination across 65 different disabilities from 28 different countries. He has worked with over 50 people of determination within his own team over the years. This exposure and experience has given him a unique insight into how to help them to maximise their potential from a multitude of different perspectives.

On a personal level, Hardeep is the father of a severely disabled child of 15 years old so he understands first hand, how to overcome the alternative challenges that life can sometimes offer. On a professional level, he has had a successful career in Financial Services for over 25 years in London. In his spare time, he is an ‘Expert by Experience’ for the Care Quality Commission (CQC) and is a member of their inspection team when visiting care homes for residents that are people of determination.

He is educated to Master’s level in International Business law and graduated from the University of London.

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Kaleidoscope Group - https://www.kaleidoscope.group/about-ki/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How Supporting Dads Is The Key To Gender Equality - with Ian Dinwiddy

Sun, 19 Jun 2022 23:00:00 -0000

Ian Dinwiddy is the founder of Inspiring Dads, which aims to help HR Leaders support their new dads, enhancing gender equality at home and at work, and improve well-being, performance and culture.

Ian joins Lucinda this week, to talk about why inspiring and supporting new dads across organisations provides a significant route to gender equality.

KEY TAKEAWAYS

A parental transition for anyone is tricky, and requires support. But in the case of dads, there is a tendency to sometimes overlook their needs, or be slightly more dismissive.
Slipping into gender stereotyping can be very easy when we become parents. Tradition suggests that women should remain home and men should immediately return to work. But we live in a world where conversations about this stereotyping should be encouraged. We must remove the stigma surrounding men who choose to be the one to stay at home.
In terms of equality, the companies that stand out are the ones who combine their policies on leave, and look for overarching strategies that work for any case.
Allowing men to take leave will eventually re-align the stereotypical way of thinking - that becoming a parent makes you somehow less effective in the workplace.

BEST MOMENTS

'We helped stressed dads to balance work and fatherhood'

'In order to promote gender equality, it should be just as easy for men to stay at home'

'However you become a parent, you are entitled to the same amount of leave'

'It changes your perspective of roles and responsibilities in the business'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Ian Dinwiddy LinkedIn - https://www.linkedin.com/in/iandinwiddy/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Embracing Data - with Laura Overton

Sun, 12 Jun 2022 23:00:00 -0000

Laura Overton is an award winning learning analyst dedicated to uncovering and sharing effective practices in learning innovation that lead to business value. As the founder of Towards Maturity, she is also known for leading the first 15 years of a longitudinal study programme (2004 – February 2019) respected for uncovering and share learning strategies that lead to business success.

Laura joins Lucinda to discuss data itself, and why some people are fearful of being too data-driven when it comes to people management.

KEY TAKEAWAYS

Because of the emphasis on technology, AI and big data, there seems to be a general movement towards collating these many data sources and examining the way in which it can impact our organisations.
Data is all about evidence and evidence is about proving. It isn't just useful in proving our value, but also the ways in which we can improve and disprove.
As people professionals, when you say the word data, we conflate this with the concept of proving return on investment.
There are so many different sources of data. As an industry, it is critical that we are critical thinkers and look for where the biases may lay. But it is also crucial that we do not become hyper-critical.

BEST MOMENTS

'Without data, our work hasn't necessarily been as tangible'

'Being data driven is about being curious and willing to look at alternative sources of insight and information'

'It's about improving. it might even be about disproving something'

'Data actually liberates us'

About the Guest, Laura Overton

Laura Overton is an experienced international speaker, author and facilitator with a passion for exploring, challenging and sharing. Laura believes that the role of learning leaders in the changing workplace is to unlock the potential of business and people. Certainly, her goal has always been to help learning leaders ensure that their organisations are equipped and ready through outcome-led and evidence informed practice.

Also, Laura led a global research programme for 15 years, bringing a community of practitioners, policy makers, experts and suppliers together to investigate how learning innovation delivers business value.

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Laura Overton LinkedIn - https://www.linkedin.com/in/lauraoverton/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Outplacement Masterclass - with June Hogan

Sun, 05 Jun 2022 23:00:00 -0000

June Hogan is the director of Wildwood Coaching, and joins Lucinda to talk about the topic of outplacement, the practice of ensuring that outgoing employees are given every chance at a successful future outside of the organisation, which can result in positive impact upon company brand, loyalty and retention.

KEY TAKEAWAYS

When dealing with people, it is crucial to remember that everyone is unique, and must be treated as such. It is about finding out who the individual is, and the circumstances that have led them to this point.
A redundancy can negatively impact confidence in a huge way. Roles are made redundant rather than individuals, but we form close-knit bonds to the roles we assume.
Change itself comes with a fluctuating set of responses. Some dig in their heels and do not embrace change, but then this feeling can shift to one of receptiveness, and a need to be heard.
The benefits of outplacement support, and treating outgoing people with support, is that it creates a more positive view of you as an employer to those who remain.

BEST MOMENTS

'Outplacement can be done really well or really badly'

'We are all about the individual'

'All there is, is a need to support and to help people move forwards'

'A redundancy inevitably impacts motivation'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Wildwood Coaching - https://wildwoodcoaching.co.uk

About the Guest, June Hogan

June Hogan is a Career Coach and Outplacement Specialist and works with HR professionals managing redundancies. Offering Outplacement Support ensures those who leave to feel positive about the future, those who remain can see you did the right thing and it helps to protect company brand and reputation.

With 20 years corporate HR experience, personal and professional experience of redundancy and a recent coaching qualification, in 2019 June decided to set up her own business and specialise in Outplacement Support.

June Hogan: "I find Outplacement Support incredibly rewarding work, it’s a privilege to support people at what is often a difficult time in their lives and to know I've played a part in their journey to shape their future".

https://www.linkedin.com/in/junehogan/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Psychology Based Games - with Lauren Fitzpatrick Shanks

Sun, 29 May 2022 23:00:00 -0000

Lauren Fitzpatrick Shanks is an entrepreneur, award-winning engineer, tech leader, writer, mentor, wife, mother of two, former gymnast and the Founder and CEO of KeepWOL.

KeepWOL is a game-centric talent development platform focusing on the human elements of work that make or break organisations using multiplayer games, AI technology, and end-to-end learning integration. In this episode, Lauren talks about how this strategy can maximise cultural intelligence and build exceptional teams.

KEY TAKEAWAYS

Even from an early age, we take on far more knowledge through play than we do through conventional means, such as relaying data and memorising.
We must ask questions that allow people to share what they want of themselves, rather than cornering them into revealing uncomfortable truths.
By allowing participants to provide contextual details, it promotes a sense of belonging, and also enhances empathy, vulnerability and emotional connection.
Curiosity, courage and connection are the keystones of the techniques and methodologies for facilitation.

BEST MOMENTS

'We're focussed on building relationships through play'

'Conversation is a big piece of this'

'Our games feature storytelling to elevate that human experience'

'Build connection by having yourself be vulnerable so that others recognise that they too can be vulnerable'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lauren Fitzpatrick Shanks - https://www.laurenfitzpatrickshanks.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Gender Diversity In Leadership - with Rachel Gilfrin

Sun, 22 May 2022 23:00:00 -0000

Lucinda is joined by Rachel Gilfrin, a confidence coach and gender diversity specialist, to discuss the ways in which organisations can empower female talent by creating confidence, shifting mindsets and shaping new progression paths in the workplace.

KEY TAKEAWAYS

Women often feel as though they have to behave like someone else in order to be seen as a potential leader, which masks our true selves.
In order for us to be confident, we need to have a good understanding of our mindset and the way we deal with situations. In order to express ourselves properly, we need to be confident.
Women often feel duty bound to prioritise child care and the new world of home schooling. This cannot help but find itself transferred into the workplace.
Organisations could be sitting on a goldmine of untapped talent, but do not know it because they fail to encourage people to speak out and share their views and talents.

BEST MOMENTS

'I had to turn up my masculine characteristics and turn down my feminine instincts in order to fit in'

'True confidence comes with self-acceptance'

'There's so much guilt from women, coming from the areas in life they're trying to juggle'

'How much untapped talent is in your organisation?'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Rachel Gilfrin LinkedIn - https://www.linkedin.com/in/rachel-gilfrin-lifecoach/?originalSubdomain=uk

About the Guest, Rachel Gilfrin

Rachel Gilfrin, founder of Rachel Harriet Coaching, is a Confidence Coach, Mentor & Podcast Host working with ambitious women to grow their confidence and propel their careers.

Rachel works both privately 1:1 with women on developing confidence in all areas of life, but also within businesses.

She is hugely passionate about supporting & accelerating gender diversity in leadership roles. Rachel has developed a unique corporate group coaching program specifically designed for women to grow in confidence & communication skills, and feel empowered to proactively co-create their career path with the organisation they work for.

Rachel's passion is supporting you to play to your strengths & unearth the talent & skills that you may be overlooking. She uses self reflection tools to define your values and build a career that aligns with them.

Website: www.rachelharrietcoaching.co.uk
LinkedIn: www.linkedin.com/in/rachel-gilfrin-lifecoach/
Instagram: www.instagram.com/rachelharrietcoaching
Podcast: www.rachelharrietcoaching.co.uk/podcast

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Deciding To Coach - with The Coaching Crowd

Sun, 15 May 2022 23:00:00 -0000

This week, Lucinda talks to Zoe Hawkins and Jo Wheatley of The Coaching Crowd Podcast, who are in the process of launching an exciting new book, 'Deciding To Coach'. Jo and Zoe discuss their fascinating work, and how it may help you to decide upon your own coaching ambitions.

KEY TAKEAWAYS

The first half of the book is dedicated to equipping you with the tools you may need in order to coach. The second half contains the business strategies that Zoe and Jo have used to build a successful coaching business.
Coaching can feel like a "soft and fluffy" pursuit that might not provide a viable business model. But coaching is a courageous , empowering and enlightening pursuit.
Emotions can be affected by your coaching journey. Thoughts and feelings play a huge role in the way we coach, which can have knock-on effects in terms of our behaviour.

BEST MOMENTS

'It's the book that we wanted when we set out in coaching'

'How you actually turn this into a viable business?'

'Coaching is a genuinely credible career'

'There is such a huge demand for coaches'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

Deciding To Coach - https://www.amazon.co.uk/Deciding-Coach-Coaching-Business-Strategy/dp/B09X3Y663V/ref=sr_1_1?crid=3GCKF2GRF9G0G&keywords=deciding+to+coach&qid=1652260953&sprefix=deciding+to+coach%2Caps%2C48&sr=8-1

The Coaching Crowd Podcast - https://podcasts.apple.com/gb/podcast/the-coaching-crowd-podcast-with-jo-wheatley-zoe-hawkins/id1594603806

About the Guests

Jo is an Award Nominated (EMCC Global Coach Practitioner 2020) Master Accredited Coach and Coach Trainer. Also, she has over 1800 hours of 1:1 executive coaching experience and is a qualified coaching supervisor. Jo coaches professionals across the globe through virtual coaching platforms as a well as in person sessions. Additionally, she works in a consultancy capacity specialising in supporting values led organisations driving cultural transformation. Lastly, she is a co-founder and Coach at In Good Company which is an Institute of Leadership and Management Approved Centre.

Zoe Hawkins is a global, multi award nominated master accredited coach, coach supervisor and coach trainer. She coaches courageous, high achieving leaders who desire more fulfilment from their careers. This might be about balance, inner confidence, finding purpose and joy or working through a career plateau to re-ignite passion and drive. Zoe's qualifications include a first class degree in Commerce, a Masters (distinction) in Personnel and Development A diploma in Performance Coaching, Master Coach, Master Hypnotist, Master Practitioner of NLP. She also holds a certificate in Transactional Analysis and a diploma in coaching supervision.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Engagement Strategies For A Hybrid World

Sun, 08 May 2022 23:00:00 -0000

One of the biggest challenges that leaders and HR professionals face in this new hybrid world, is the issue of how to ensure that our people remain engaged from a distance. In this episode, Lucinda talks you through a variety of invaluable strategies designed to make sure this can be achieved.

KEY TAKEAWAYS

The definition of engagement is disputed, with many wondering if it is a process or an output. But the key to engagement is the recognition that it is important.
Engagement needs to be as individualised as possible. We must try to think of it less as a one-size-fits-all process, and encourage managers to personalise where possible.
Engagement is driven by some key drivers: having a supportive manager, clarity of role and alignment with strategic purpose, ongoing conversations with timely feedback, trust, autonomy and empowerment, opportunities to learn and grow, level of fit or belonging, regular strength based conversations, or natural own conscious state.
The lack office environments has led to a decline in the relationships that we used to foster in a real world environment. We need to encourage growth in this area.

BEST MOMENTS

'No wonder we find engagement quite hard as it's quite hard to define'

'It doesn't matter how we define engagement. The key is that it is important'

'We need people to interact'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Leap Into HR Consulting - with Sarah Hamilton-Gill

Sun, 24 Apr 2022 23:00:00 -0000

Sarah Hamilton-Gill created the formula for her company, Leap Into HR Consulting, based on 28 years of consulting experience, and over three decades supporting start ups and SME's to grow. In the past two years, Sarah and her team have supported over 100 new start up consultants during the pandemic.

Sarah joins Lucinda on this episode to discuss the ways in which you can make the leap yourself into the world of HR consulting.

KEY TAKEAWAYS

Before the pandemic, the world of remote working was still being stress-tested and not seen as a viable way of working. Now that most people work remotely, it has opened up the world of consultancy, which can be seamlessly operated from anywhere.
Employee relations are now at the forefront of most corporate conversations, and the proliferation of quality, remotely available HR advice means that the HR sector has never been hotter.
In order to get started as a consultant, focus upon the things you are truly good at, and the areas in which you excel. Stay in your comfort zone to start with, and gently branch out into other areas.
Clarity is essential. You need to work out your ideal life/work balance, as well as your areas of expertise. Also, you must gain clarity on your proposed pricing model.

BEST MOMENTS

'There's a fantastic opportunity right now to go into consulting. It's never been better'

'The marketplace has never been busier for outsourcing HR'

'The emphasis at the moment is very operational based'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Leap Into Consulting - https://www.leapintoconsulting.com

About The Guest, Sarah Hamilton-Gill

In Sarah's early years in HR Consulting, it was a challenge to juggle a busy consulting diary with being a parent to two babies. It soon became clear to her that without the support and flexibility she got from being a business owner that she would have missed much of her boys growing up.

Sarah was just 28 when she decided to go it alone and set up her HR Consultancy business in 1992. Her parents were not happy with her choice to leave the corporate life but today, having successfully built a 7-figure business and two 6-figure businesses, it’s obvious she made the right decision.

Sarah started working with smaller companies then, as her business evolved, moved onto bigger names. Organisations Sarah has worked with include BT, Vodafone, Santander and the English Football Association.

She has gained awards including being a Finalist in the CIPD Best HR Consultancy (2018), Influential Small Business Owner winner (2018), HR Consultancy of the year (2020) Business and Industry Today and finalist for the Reinvention Award (2020). This year Sarah was Winner of an Award from BreatheHR mad also nominated for a Woman In Business Award as well.

On 5th November 2020 Sarah self-published her book, Leap into HR Consulting - How to move successfully from Corporate to Consulting which has not only topped the business books list on Amazon but was also a finalist in the Business Book Awards 2021.

It’s available at all good book shops and Amazon worldwide as an eBook, Audible and paperback. “If I can do it, you can do it too!"

Connect with Sarah Hamilton-Gill FCIPD on LinkedIn: https://bit.ly/LISarahHG

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The Mid Career Mentor - with Selina Yankson

Sun, 10 Apr 2022 23:00:00 -0000

Selina Yankson is a certified career coach and sales and marketing consultant with over 20 years experience, and the founder of The Mid-Career Mentor, which helps experienced professionals fulfil their potential by providing real-world and practical career guidance.

Selina joins Lucinda to talk about the fascinating topic of people's mid careers, what it truly means and how engagement and fulfilment in this demographic can be key when it comes to retention.

KEY TAKEAWAYS

Many believe they are in their mid-career from around 25 to 35, and then they subsequently enter their later career.
The entire corporate structure has changed in business. Progression opportunities are less and the hierarchy is much flatter than it once was. This means that people are moving out rather than upwards, in order to reach the next level.
Companies do not necessarily perform traditional career planning, as they assume that the talent is there, and they can buy it in. This leads to people growing far more disgruntled, and a higher level of competition amongst them.
Companies are set up with missions and goals. Everyone knows about performance and metrics expected. Behaviours are dictated by ourselves.

BEST MOMENTS

'Mid career is really an experience rather than a time'

'The path is not always clear'

'You are benefitting twice if you invest in these people'

'Sometimes we're not as approachable as we think we might be because we're so busy trying to cover all the things that we're overwhelmed with'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Mid Career Mentor - https://midcareermentor.quora.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Rethinking Time Management - with Helen Beedham

Sun, 03 Apr 2022 23:00:00 -0000

Lucinda talks to Helen Beedham, a specialist in creating work cultures where individuals and teams can flourish and deliver successfully, about time management, and how a new approach may be needed as we move into a new world.

KEY TAKEAWAYS

Antiquated versions of timekeeping and ensuring patterns are adhered to in terms of time, have never truly produced any kind of data or feedback about productivity itself.
We tend to think about time management in relation to the individual. What we don't think about is the interconnectedness between people's time habits and choices. We don't look at the big picture between teams and organisations.
Our attention is often hijacked by the immense need to fulfil tasks as soon as they appear so as to appear more productive. This can mean that new tasks are prioritised over existing responsibilities so as to positively skew our efficiency.
We must stop thinking of success as a result of time spent on a task, and instead look at the outcomes of tasks as a way of gauging effectiveness.

BEST MOMENTS

'When you've accounted for your time in 6 minute increments for the past fifteen years, it's a hard habit to break!'

'The way we think about time and manage time, systemically, is quite broken'

'We have a whole load of social norms around time that affect our assumptions, beliefs and behaviours'

'There's a real battle between what's urgent and what's important'

ABOUT THE GUEST

Helen Beedham writes, speaks and advises on how to create more inclusive, productive workplaces where everyone can flourish. For the past 25 years, as management consultant then chair of a City-wide professional network. She has led change programmes for FTSE 100 businesses and regularly brought together Heads of HR, Diversity, Inclusion and Wellbeing to exchange market-leading practices.

Helen is regularly cited in business and HR publications and was commissioned by the Executive Director of London Business School’s Leadership Institute to assist them with selected research studies. Her business book is called 'The Future of Time: How ‘re-working’ time'. This can help you boost productivity, diversity and wellbeing'. She is host of 'The Business of Being Brilliant' podcast where she explores the human side of work with business and HR leaders, academics and workplace experts.

www.helenbeedham.com
www.thefutureoftime.co.uk
Helen's Socials: Linked In | Twitter | Instagram | YouTube

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Helen Beedham - https://www.helenbeedham.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Meaningful Gatherings - with Lindsey Caplan

Sun, 27 Mar 2022 23:00:00 -0000

Lindsey Caplan is the Lead Consultant at The Gathering Effect, who specialise in helping HR Leaders, chiefs of staff, and marketing professionals to define, diagnose, and adjust their gatherings for the effect they want.

Lindsey joins Lucinda to talk about the power of gatherings, especially in the new world of work, and how to ensure that they have maximum impact.

KEY TAKEAWAYS

Gatherings are one of the main tools that organisations can use in order to bring about, and implement, change on a meaningful scale.
In the aftermath of the pandemic and its lockdowns, gatherings have become far less throwaway than they were before. People like to gather, but they need the purpose to be more impactful, and the results to be far more effective.
The same characteristics that make a gathering more effective, are the same ones that make change stick. We must define the effect and then craft the gathering itself in order to meet that purpose.
Gatherings are defined as "push or pull" - Push means it is being done "at" people, and Pull signifies a gathering being done "with" people.

BEST MOMENTS

'I developed people on the page, and then realised that what I really wanted to do was develop people in real life'

'We now have a higher bar for gathering'

'We have to learn how to gather well so that we can learn how to bring change to people'

'The key coaching I give to people is how to adjust their gathering to get the different effect that they want'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The Gathering Effect - https://www.gatheringeffect.com

Lindsey Caplan LinkedIn - https://www.linkedin.com/in/lindseycaplan/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Building A Culture Of Psychological Safety

Mon, 21 Mar 2022 00:00:00 -0000

Lucinda talks about psychological safety - why it is so important as a topic in this hybrid working environment, and what we can do in order to ensure its existence in our own organisations.

KEY TAKEAWAYS

The definition of psychological safety is being able to show and employ one's self without the fear of negative consequences in terms of self-image, status or career.
The main difference between psychological safety and trust is that psychological safety is about our beliefs around the group norms. Trust is about the beliefs we have about one another.
Psychological safety can also boost employee engagement. This is because people feel more valued and buy into the culture more, therefore are willing to go the extra mile in terms of productivity.
In the hybrid world, it is far harder to reach out when we feel that our knowledge base is lacking. In an office environment, the sense of camaraderie and support is far greater. We must recognise this.

BEST MOMENTS

'It's about feeling able to be yourself'

'We must make sure that we feel we are able to position ourselves against group norms. That we are able to make mistakes, ask questions and disagree'

'In this knowledge environment we need to make sure that people feel engaged'

'This new distance - it can mean that we feel less psychologically safe in our workplace'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR Collaboration with Julie Turney Of The HR Sound Off Podcast

Mon, 14 Mar 2022 00:00:00 -0000

This week, something strikingly different for the show as Lucinda is in collaboration with Julie Turney and her incredible HR Sound Off Podcast. It's an empowering conversation between two of the most popular HR podcasts around, and which provides some fascinating insights into such topics as burn-out, how to better take care of ourselves and how we can be better supported as a sector.

KEY TAKEAWAYS

The role of HR professionals has changed dramatically, especially since the COVID pandemic. They now have to wear many more hats when it comes to responsibilities.
Burn-out is becoming far too common in HR, and can generally be traced to several causes. Pride, ego, and a lack of delegation. We must remember that we are people, too. It's okay to ask for support.
As professionals, we should always try to add value to others, but in return we must also ourselves be valued. Many see our work as invisible, and yet this only goes to prove that it is working successfully.
Many HR professionals can not be strategic if they are not empowered within an organisation. Management should temper expectations and allow them the autonomy to focus upon what's really important.

BEST MOMENTS

'HR people really do have to be superheroes'

'In HR, we're really terrible at taking care of ourselves'

'This has a knock-on to the way we value people'

'When we're not voicing it, we're internalising it'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The HR Sound Off Podcast - https://hrsoundoff.podbean.com

About The Guest, Julie Turney

As an HRforHR Coach, Julie helps HR professionals to build their resilience agility while providing a safe space for them to lean in, grow and thrive. Julie is an HR influencer and she provides information on great ways to future-proof your career in HR by sharing information on trends in HR and great HR tech you can use to develop your current skills and competencies. Lastly, as an advocate for self-care in HR, Julie uses her voice to share her story and clear up the many misconceptions people have about our profession.

15 Years experience in HR
HRforHR Coach
People Champion with a humancentric approach
Lead Organizer of Disrupt HR Organizer – Barbados, Jamaica & Trinidad
Keynote / Public Speaker
Host – HR Sound Off Podcast Show
Building resilience agility

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Why It's Time To Fill Those Buckets

Mon, 07 Mar 2022 00:00:00 -0000

Lucinda discusses the topic of feedback - how it has changed in the new hybrid working environment, and why we should always seek to create positive, new ways of interacting with our people.

KEY TAKEAWAYS

We must encourage new ways of communicating with our people, and make sure that we are engendering new and positive cultures of communication.
People expect feedback to be negative. We have created environments where people are wary when it is offered and do not actively seek it out.
Virtual working has removed many of our informal feedback systems. We no longer have the ability to judge the gist of an interaction through natural means.
We can make feedback less threatening by always fostering a growth mindset. We must view any feedback as an opportunity to learn and develop.

BEST MOMENTS

'Feedback can be a game-changer in what we're trying to accomplish in this hybrid world'

'It triggers our fight-or-flight response'

'Feedback is the main way in which we get self-awareness'

'It's all about continuous improvement and taking away risk and blame cultures'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR Insights For 2022 - with Linda Holbeche

Mon, 28 Feb 2022 00:00:00 -0000

To mark this very special 150th episode, Lucinda talks to Linda Holbeche, a thought and practice leader in the fields of leadership, HRM, organisation design and development.

Linda and Lucinda discuss her fascinating and wide-ranging research into the HR sector, and talk about the innovations and expectations for the year ahead.

KEY TAKEAWAYS

If we simply react to new circumstances with practices we've always used, we won't necessarily see the results we're used to. The world has changed dramatically and our solutions must change with it.
The events we've lived through have provided a lesson, namely that HR can no longer look to a playbook. We must look ahead towards the direction our organisations are heading, and assess the risks and opportunities out there.
Data collection is always wise, but rather than simply siloing these valuable insights, we must seek to use it in agile ways.
Ongoing debates about ethics and culture have begun to percolate down to the workforce. People want to feel as though they are valued, that their work is valuable, and that their efforts serve a purpose.

BEST MOMENTS

'We've lived through some extraordinary times that are now becoming normal'

'You need to feel as though you are helping someone else'

'We have to adapt and move'

'Let's move beyond operational admin'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Linda Holbeche LinkedIn - https://www.linkedin.com/in/linda-holbeche-7352b910/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

True People Focus - with Morna Bunce

Mon, 21 Feb 2022 00:00:00 -0000

Lucinda is joined by Morna Bunce, the CPO of Stowe Family Law, to discuss the culture that the company has managed to implement, how keeping people at the heart of matters, we create happy, functional organisations, and how she is leading through innovation by elevating her own career vision to boardroom level.

KEY TAKEAWAYS

HR has long been seen as something transactional - generally where people go to receive their wages, and to book holiday. However, the world is changing, and the role of HR has now become the human facing side of the business itself.
We must seek to articulate, to our managers, what our own vision for our career looks like. Make yourself heard and keep yourself in the conversation.
In HR, people are much more willing to share ideas and information. It can be incredibly useful to network with others, to share visions, and to hold our ideas accountable.
It's important to talk about the commercial elements of the business to our people, but it shouldn't be the whole conversation. We must keep their needs and issues at the heart of conversations.

BEST MOMENTS

'HR has always been where my interest was'

'We are a people business, and we see that as an investment'

'We must show, through our delivery, what we are capable of'

'Collaboration makes everybody's working life better'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Morna Bunce LinkedIn - https://www.linkedin.com/in/mornarose/?originalSubdomain=uk

Find out more about Actus 360 NOW here: Actus 360 NOW General Landing Page: https://pages.services/info.actus.co.uk/actus-360-now/?ts=1644830927010

About The Guest

Morna has more than 15 years’ HR experience, developing her career alongside the growing family law firm, Stowe Family Law. Passionate about people and culture, as Chief People Officer, Morna is an integral part of the Executive Team at Stowe and leads the Talent and People & Culture teams. Morna has a particular interest in promoting wellbeing through sustainable working practices.

Stowe Family Law is the UK's largest specialist family law firm, with over 40 offices nationwide. We are dedicated to family matters, offering tailored support so each case is handled with care.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Listening To Our People - with Kendal Parmar

Mon, 14 Feb 2022 00:00:00 -0000

This week, Lucinda is joined by Kendal Parmar, the CEO of Untapped AI, which drives change in organisations, to talk about the "Great Resignation" - if it's real, and if so how we can do to prevent migrations from our own workplaces by listening more closely to our people.

KEY TAKEAWAYS

Studies have shown that one in four people are planning to leave their jobs in the near future. It generally takes about six months to emotional reconcile this decision within ourselves.
The business landscape is changing in remarkable ways. Employees are now far more valuable than the positions they hold, or the organisations that employ them.
The pandemic has made many realise that there is far more to life than just working. The time we have been given has forced a wholesale readjustment in priorities.
HR's role is to support the evolving role of leaders in the workplace, as they adjust to the evolving needs of employees. An entirely new way of leading people is emerging, one that encourages listening and adapting swiftly.

BEST MOMENTS

'If you think you're on top of retention and attrition, you're not'

'The golden age of the employee is here'

'Individuals or employees are moving much faster than the companies they're working for'

'This is the opposite of command and control'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Kendal Parmar LinkedIn - https://www.linkedin.com/in/kendal-parmar-5a8bb5107/?originalSubdomain=uk

Find out more about Actus 360 NOW here :Actus 360 NOW General Landing Page: https://pages.services/info.actus.co.uk/actus-360-now/?ts=1644830927010

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Hybrid People - Performance Management Strategies

Mon, 07 Feb 2022 00:00:00 -0000

With the new world of hybrid working has come a greater need for ways in which to manage our people both inside and outside of the workplace. In this episode, Lucinda shares some of the strategies that can help you to make the most of the hybrid world, and what good people performance management should look like.

KEY TAKEAWAYS

There seems to be a prevailing mind-set that simply because someone is in the office that they are working effectively, and that people working remotely are not.
Many managers lack the skill to agree output-based objectives, or lack the confidence to manage people effectively against them, and in some cases, the inclination to do so.
Pre-pandemic, targets were mainly financially driven, setting directions and running after them. It was mainly task focussed. During the pandemic, these targets changed as people became the centre of focus.
People are more detached from organisations in the wake of hybrid working. It takes far less to make them decide to leave a job and work somewhere else. We are reliant to create the loyalty and engagement to keep people wanting to work for the business.

BEST MOMENTS

'We've had a pre-pandemic approach. We've had a pandemic approach. And now we need a hybrid approach in terms of how we manage our people'

'There's an increasing level of disengagement or lack of ownership'

'New cultural norms have been established'

'We're now in a situation where people are voting with their feet'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Employer Branding - with David Thompson

Mon, 31 Jan 2022 00:00:00 -0000

This week, Lucinda talks to David Thompson of Employer Branding Made Easy, about one of the hotter topics at play in the workplace these days - employer branding - and how the pandemic, and the resultant "great resignation" has had an effect.

KEY TAKEAWAYS

A brand is not a logo, tagline, or social media strategy. Your company brand is essentially the reputation you have - what people say about you when you are not in the room.
Employer branding is similar to a company brand, in that it is the opinion held by people about what it is to work for you. It is what they say about your workplace when you are not in the room.
Branding used to be used a talent acquisition tool. What has been evolving in the last few years is a broadening of the audience this image applies to.
Strong employer branding applies internally to our people, providing purpose and vision, and helps to retain the talent we acquire. Externally, it draws in new talent who see our company as attractive to work for.

BEST MOMENTS

'This is something that's evolved quite quickly over the last few years'

'A brand is what people say about you behind your back when you're not in the room'

'It's very easy for people to up-sticks and move on to another job'

'So many brands are using their people to tell their stories'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Employer Branding Made Easy - https://employerbrandingmadeeasy.com/author/david-thompson

About The Guest

With over 20 years’ experience in employer marketing, David has enviable experience of shaping EVP and employer brand strategies for many well-known blue-chip companies including Asda, LV=, Gazprom, The Telegraph, Autoglass and AXA, as well as a number of important government offices and local authorities.

He’s also led some of the most respected employer marketing agencies, winning a host of creative awards along the way. In 2020 David and his partner (now also wife!). Sara established Employer Branding Made Easy - the first business of its kind to provide both Employer Branding training and consultancy. David is a regular blogger and speaker on all things EVP & Employer Brand. When he’s not doing that, you can usually find him halfway up a Welsh mountain on his bike.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Is The Great Resignation Real? - with Mervyn Dinnen

Mon, 24 Jan 2022 00:00:00 -0000

In this week's show, Lucinda talks once more to Mervyn Dinnen, HR and talent trends analyst, author, speaker and renowned tech influencer, about the concept of "The Great Resignation" - what it means for talent management in 2022, and whether it is actually real.

Key Takeaways

People are finding that there are more resignations out there right now. This seems to have originated in the US. in the UK, it coincided mainly with the end of furlough.
Many took second jobs during the lockdown, meaning that not only were they receiving furlough money, but also a second income. As furlough came to an end and workers resumed their positions, many were quitting their second jobs, which has skewed the figures.
Deciding upon whether to work remotely or not largely depends on factors such as age and class. Many young people are eager to return to the workplace in order to socialise, while older workers prefer to work from home.
Resignations are happening on a large scale, but this is mainly due to the rebalancing of the workplace in the new hybrid world, coupled with unprecedented factors stemming from the pandemic.
We should not be on the look out for signs and symptoms all the time. We must not confuse a "Wellness Week" with a "Sickness Week". Look for ways to reinforce positive psychology.

Best Moments

When there's a trend, it's how you interpret the reasons'

'There was an element of quitting second jobs, which inflated the figure a little bit'

'We've got not just age, but different perspectives depending on what life is'

'Because of a number of external factors, it looks like a wave'

About The Guest

Mervyn Dinnen is an HR & Talent analyst and researcher, who also partners with HR and Recruitment technology businesses to report on the emerging trends impacting hiring, retention, development and engagement. Furthermore, he is recognised as a Global HR Technology influencer, has authored the books ‘Exceptional Talent’ and the forthcoming ‘Digital Talent’. Lastly, he is an International speaker on recruitment and HR trends.

Connect with Mervyn Dinnen:

Linkedin: https://www.linkedin.com/in/mervyndinnen
Twitter: https://twitter.com/mervyndinnen?s=11

Valuable Resources

Join the HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:
- All free resources: https://actus.co.uk/free-performance-management-resources/
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Hybrid People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
The HR Uprising Podcast | Apple | Spotify | Stitcher

Links related to this episode:

Blog: Talent Management for SME growth
Infographic: 4 ways to mobilise talent to engage employees in 2021

If you liked this episode, try these:

Our previous episode with Mervyn Dinnen: Internal Mobility as a Talent Management Strategy – with Mervyn Dinnen
Podcast Episode 138: 5 Talent Management Strategies For A Hybrid World
Podcast Episode 111: Talent and Succession Management

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Bringing Your Mental Health Strategy To Life - with Petra Velzeboer

Mon, 17 Jan 2022 00:00:00 -0000

This week, Lucinda talks to mental health consultant and psychotherapist, Petra Velzeboer, about the practical and relevant topic of how we can create healthy workspaces through bringing our mental health strategy to life via behaviours, leadership and other methods.

KEY TAKEAWAYS

Toxicity can manifest itself in many ways, such as rules and leadership styles, and can affect how comfortable people are in bringing their full selves to work.
Far too often, we only approach mental health issues when a crisis has already surfaced. However, mental health issues affect everybody at all times, and the strategies should be something we are constantly maintaining.
The first step in creating a truly inclusive atmosphere in the workplace, is to make sure that all departments are communicating effectively. The strategy must be a holistic one.
We should not be on the look out for signs and symptoms all the time. We must not confuse a "Wellness Week" with a "Sickness Week". Look for ways to reinforce positive psychology.

BEST MOMENTS

'There are weird similarities between a cult environment and a toxic workplace'

'Mental health is about everybody'

'How do we align all of this and bring it all together?'

'What about talking about thriving, connection, belonging?'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Petra Velzeboer - https://www.petravelzeboer.com

About The Guest

Petra is a renowned mental health expert, TedX speaker and CEO of mental health consultancy, PVL. She captures, surprises, and inspires audiences with her incredible story of transforming adversity into advantage, and challenges them to take responsibility for their mental health.

Petra is a psychotherapist with an MSc in Psychodynamics of Human Development and is a qualified ORSC & CTI Certified Coach. She speaks around the globe and virtually on a variety of topics relating to mental health including

Resilience, stress management and burnout prevention
Leadership & psychological safety for healthy teams
Wellbeing through change and uncertainty
Parenting and young people’s mental health

Instagram- @petra.velzeboer

Linkedln- @petravelzeboer

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

The Highlights of 2021

Mon, 10 Jan 2022 00:00:00 -0000

In this very special New Year's edition of The HR Uprising, Lucinda talks about her personal top ten moments from the podcast in 2021, and presents a special selection of clips to illustrate what an impactful and insightful year 2021 has been.

KEY TAKEAWAYS

Short term thinking generally comes down to a cultural issue. Many managers, if they have a role to fill, do not have the breadth of knowledge required to make informed decisions.
Scientists have proved that we have more chance of being hit by lightning than we have of being someone who can survive on next to no sleep.
We assume that if someone is doing a great job then they must know it. But this isn't always the case. As managers, we must be diligent in providing feedback.
There are ways in which we cause unnecessary stress and overwhelm for ourselves. This is because we have not naturally been taught to perform brain hygiene. It's similar to a toddler being overstimulated who grows tired when overloaded.

BEST MOMENTS

'There's a classification of managers being talent producers'

'Everything we learn in a day is consolidated when we sleep'

'Diversity comes from this compliance'

'It's really important, to deliver that feedback'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Supervision For People Professionals

Mon, 13 Dec 2021 00:00:00 -0000

This week, Lucinda is joined by clinical psychologists, Jo Burrell and Felicity Baker from Ultimate Resilience, for a timely discussion about resilience, and how we should think about reflection and supervision in terms of maximising our own resilience as HR professionals.

KEY TAKEAWAYS

HR professionals are often the ones that workforces approach when they experience difficulties, but the support is not always there for the HR professionals themselves.
HR professionals are restricted by a certain number of boundaries, and as such, may find that they are not able to access the resources required to deal with a given situation.
If you don't take time out to reflect and process, to make sense of difficult experiences, then we tend to take the problems home with us. This makes recovery almost impossible.
Success and productivity are often based purely upon hitting targets and reaching goals. But for our own wellbeing, we need regular times for reflection and perspective.

BEST MOMENTS

'We felt there really was a gap in terms of support for HR professionals'

'There's been a 70% increase in stress-related absence in HR professionals'

'We live in a world that is very drive-focussed'

'There's something about the difference between doing and being'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Ultimate Resilience - https://ultimateresilience.co.uk/about-us

Jo Burrell LinkedIn - https://www.linkedin.com/in/dr-jo-burrell-04901a96/?originalSubdomain=uk

Felicity Baker LinkedIn - https://www.linkedin.com/in/dr-felicity-baker-1a845b50/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

SMART Work - with Jo Owen

Mon, 06 Dec 2021 00:00:00 -0000

This week, Lucinda is joined by special guest, Jo Owen, the author of 'Smart Work: The Ultimate Handbook for Remote and Hybrid Teams', to talk about this fantastic new resource, as well as why the concept of managers needs to change, and how we can better motivate people through a new way of viewing leadership.

KEY TAKEAWAYS

We expect managers to motivate their teams, but this is a flawed concept. You cannot tell people to be happy and motivated. These things come from within.
Change is more effective when it is embedded in rhythms and routines. It is about constant analysis of what is taking effect, and incrementally changing patterns based upon the effects we are observing.
If we change the nature of the discourse around motivation, to how we can create, systemically, the conditions of motivation, then we are much better placed to find success.
Everything is harder when performed remotely, but this is actually good news. Managers are being forced to re-examine procedures and systems and actively improve them.

BEST MOMENTS

'If you can re-engage teachers, you're going to succeed'

'Instead of telling managers to be motivational, all you can do is put in place the conditions where the team will rediscover their intrinsic motivation'

'You've linked both mastery and growth with very supportive relationships'

'The first person to discover how to motivate via email will make a fortune!'

About The Guest, Jo Owen

Jo is one of the leading social entrepreneurs in the UK. He founded Teach First which is the largest graduate recruiter in the UK. He is the founder or co-founder of seven other NGOs in education and re-offending. His charities have a combined turnover in excess of £100 million annually.

Jo is also a multi-award winning author and speaker who practices what he preaches about leadership. He is the only person to win the CMI Gold Award four times for his books which have been published in over 100 editions globally. His titles include How to Lead, Tribal Business School, Mindset of Success and Global Teams published by the Financial Times. His current book is Smart Work, on hybrid working, published by Bloomsbury in September.

He was previously a partner at Accenture, and started his career at P&G in brand management.

Lastly, his career highlights include getting sued for $12 billion; building a business in Japan; starting a bank; becoming the best nappy salesman in Birmingham and putting the blue speckle in Daz.

Some relevant links:

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Smart Work by Jo Owen - https://www.amazon.co.uk/Smart-Work-Ultimate-Handbook-Remote/dp/1472992520

Jo Owen Twitter - https://twitter.com/joleadguru

Jo Owen - https://www.ilead.guru

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

What's Changed With Underperformance? - with Gary Cookson

Mon, 29 Nov 2021 00:00:00 -0000

This week, the focus is upon underperformance, employee relations, and whether or not the new hybrid working environment has meant a shift in these factors.

Joining Lucinda to discuss this is Gary Cookson of EPIC HR, who brings his perspective to this fascinating topic.

KEY TAKEAWAYS

Underperformance was formerly heavily driven by a lack of clarity, fuelled by lack of feedback and a lack of goals and expectations.
The new hybrid working world comes with its own new set of contributing factors to underperformance. This will require leaders to do things differently, and team members to react to these changes differently.
Hybrid working has had an impact on the types of misconduct and underperformance that organisations are seeing, such as conduct on video calls, overhearing inappropriate comments and other factors that take some getting used to.
Much in the way of productivity is taking place through asynchronous working methods, email, and social channels that do not allow others to see who they're working with directly. A lack of direct contact can breed mistrust.

BEST MOMENTS

'You can definitely see that the impact will continue in a hybrid world'

'What people have got going on in their new hybrid environment is going to affect their ability to engage, be committed and to perform'

'In the early stages of lockdown we were all getting used to new technology. Very few organisations took the time to set expectations'

'In this type of environment, people are more easily triggered'

About The Guest, Gary Cookson

Gary is a father of four and a husband of one, and runs a successful business in his spare time. He’s an expert in workplace performance, with extensive experience leading and directing HR, OD and L&D functions across all sectors. His clients like working with him as he is authentic, honest, knowledgeable, communicative and people focused, with a broad and deep range of skills and experience – and a glance at his prolific social media output will verify this.

Gary is a leading expert in the design and delivery of online / virtual training programmes, as well as an inspiring and entertaining keynote speaker and trainer on a range of leadership and HR issues. He was recognised in HR Most Influential: Movers and Shakers 2019, and is an HRD Connect Thought Leader.

His book, HR for Hybrid Working, is due to be published 3 June 2022 by Kogan Page. He’s sure to mention this more than once.

He’s active on social media – follow him on Twitter, or connect with him on LinkedIn.

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Gary Cookson LinkedIn - https://uk.linkedin.com/in/garycookson

EPIC HR - https://epichr.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Job Evaluation - with Lisa Tomlinson

Mon, 22 Nov 2021 00:00:00 -0000

Lucinda talks to Lisa Tomlinson, the director and founder of the Limelite People Group, for a practical, topical and insightful episode centring on job evaluation, including the ways in which skill sets can affect roles, how benchmarking can help, and why it is beneficial for all to have open and transparent pay systems.

KEY TAKEAWAYS

People may bring in additional skills that elevate their skill set, and allow them to over-perform in their roles. This is where job evaluation can help to identify factors such as pay grades.
Benchmarking is where we look at the pay grades of our workforce, and examining whether it is comparable to external competitors' pay grades.
We must try to avoid pay drift, which is where roles can sometimes drift way above market rates, which can occur if management can be more generous than needed.
Ensuring we have an open and transparent pay system and structure, can prevent overpaying for certain roles, underpaying when need be, and can prevent other factors such as exclusion and lack of diversity from negatively impacting salaries.

BEST MOMENTS

'Job evaluation can be a really confusing area'

'It's really useful for countering equal pay claims'

'Keeping an eye on those external market rates is a really important point'

'I like open and transparent pay systems'

About The Guest, Lisa Tomlinson

Following an award winning career as a senior leader in the education, charity and recruitment sectors, Lisa is now Director and Founder of Limelite People Group Ltd, specialists in management and leadership development, organisational change and people projects and coaching. She has also recently founded The Supervision for Resilience Service to provide Supervision for HR professional and leaders.

Furthermore, Lisa is a Fellow member of the Chartered Institute of Personnel Development and has experience of transforming cultures and organisations, embedding best practice and innovative thinking to enable fantastic, award winning places to work.

Lisa Tomlinson LinkedIn: https://www.linkedin.com/in/lisa-tomlinson-fcipd-01730661/
Limelite People Group - https://www.limelitepeoplegroup.com/about/
Happi HR Facebook group - https://www.facebook.com/groups/858405528056487/

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Limelite People Group - https://www.limelitepeoplegroup.com/about/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

5 Talent Management Strategies For A Hybrid World

Mon, 15 Nov 2021 00:00:00 -0000

This week, Lucinda discusses five talent management strategies for a hybrid world in a special show delivered originally as a highly successful webinar, including such topics as why hybrid working could pose a risk when it comes to engagement, and the practical ways you can use to support your business by being more alert to these needs.

KEY TAKEAWAYS

If we focus upon talent as an attribute that everyone possesses in some way, then we make our organisations far more resilient, and help to secure its future.
We can make our organisations more attractive in terms of culture by examining geographic flexibility, looking at collaborative culture, looking at management style, visibility of skills and career development pathways.
88% of people who worked at home during lockdown want to maintain this in some capacity, and wish to do so in a way that suits them, not the managers. This is why managers must engage in a dialogue to find a happy medium.
We should seek to found a charter regarding our principles when it comes to flexibility. This will serve to add a more structured approach, and cause less ad-hoc arrangements, meaning that expectations across the board can be more standardised.

BEST MOMENTS

'Talent depends on business needs'

'We have to be more alert to making our organisation as attractive as possible in terms of culture'

'People want to have a work life balance'

'People should have clarity about what they're entitled to'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Run An Investigation - with Vicky Roberts

Mon, 08 Nov 2021 00:00:00 -0000

This week, Lucinda is joined by employment lawyer, Vicky Roberts, to discuss the best practices when it comes to conducting an investigation - a practical guide to where to begin, how to proceed, and how to remain compliant at all times.

KEY TAKEAWAYS

If someone is accused of committing misconduct, the next step would be for a disciplinary hearing. The chairperson on this needs to have a genuine belief, based on reasonable grounds, that misconduct has occurred.
We must encourage manager to break down the case into three parts in order to provide structure:
- What evidence is there to support?
- What are the relevant rules?
- What are the relevant surrounding circumstances?
Problems can arise in investigations when delays occur. If a hearing or disciplinary takes time to mount, then tensions can be heightened as a result, leading to emotional involvement.
If we create an atmosphere where the investigated employee is being heard, they are far more likely to to open and honest about what took place.

BEST MOMENTS

'The ethos behind a disciplinary hearing is that everyone sees everything'

'What this helps to do is focus the mind'

'It helps to ask exactly what I'm looking into. What is my remit here?'

'I need to ask good quality questions about what happened'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

http://www.vista-employer.co.uk/

ABOUT THE GUEST

Vicky Roberts is an employment lawyer and also currently heads up the Learning team at Vista Employer Services Limited. Having worked in both an international law firm and in-house for a large retailer, she draws on plenty of experience of navigating the legal framework when implementing various types of organisation change.

vroberts@vista-online.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Real HR with Ruby Harrison, The HR Uprising's 1000th Member

Mon, 01 Nov 2021 00:00:00 -0000

In this very special edition, Lucinda talks to Ruby Harrison, the 1000th member of the rapidly-growing HR Uprising LinkedIn Group.

Ruby is near the beginning of her own journey into the world of HR, and talks to Lucinda today about her pathway into the sector, how collaboration has accelerated her journey, and why she chose to focus on people.

KEY TAKEAWAYS

HR is a largely collaborative world, in which advice is shared and used to improve business workplaces. It is a sector that grows the more we work together.
The HR sector is constantly growing, developing and expanding. The possibilities within the HR world are almost limitless, and provide ample room for personal growth and career progression.
Many do not realise the broad scope of pursuits that HR involves. HR manages to be a part of every aspect of the workplace.

BEST MOMENTS

'It was not the introduction to HR that I was expecting...'

'HR has more options for the future'

'What better place to support people'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Ruby Harrison LinkedIn - https://www.linkedin.com/in/ruby-harrison-556330179/?trk=public_profile_samename-profile_profile-result-card_result-card_full-click&originalSubdomain=uk

About The Guest, Ruby Harrison

Ruby Harrison is an enthusiastic and practical HR Graduate Trainee on the NHS Graduate Management Scheme. She is a HR contact for a directorate of around 500 staff in a busy NHS Trust and currently studying for a Postgraduate Diploma in Human Resource Management at DeMontfort University.

Outside of work, Ruby enjoys making patchwork quilts, going to the cinema and seeing live music.

Ruby Harrison LinkedIn - https://www.linkedin.com/in/ruby-harrison-556330179/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Supporting Working Parents - with Jennifer McClellan

Sun, 24 Oct 2021 23:00:00 -0000

Lucinda is joined by Jennifer McClellan, an HR business partner at Atkins, to discuss a highly topical issue - that of supporting working parents, and how failing to do so can negatively impact our organisations and our business sector as a whole.

KEY TAKEAWAYS

Supporting women returning from maternity leave is crucial in order to help workplaces attain the right gender balance. If we are losing people after this leave, then we not only lose the skills, but also dilute the diversity of our organisation.
There are far more factors that can play into the balancing of working parents, from even such topics as the politics of children's parties to work-related requests that can benefit family life. The issues do not stop once the child has been born.
When factors impact us outside of work, we can often find ourselves bringing in those negatives into the workplace. External factors can greatly impact the way we work.
We must understand that rules and principles that may have been created some time ago, may not apply to the new world of today. If regulations prohibit the ease of parental support, then it may be time to re-evaluate those rules.

BEST MOMENTS

'I've been able to see some of the things that work really well, and some of the things where could do things better'

'We want people to be themselves at work'

'We need a real appreciation of people's circumstances'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Jennifer McClellan LinkedIn - https://www.linkedin.com/in/askjmcc/?originalSubdomain=uk

About The Guest, Jennifer McClellan

Jennifer McClellan is an experienced Human Resources Business Partner at SNC-Lavalin’s Atkins business, a world-leading design, engineering and project management consultancy. She is also passionate about creating inclusive and collaborative environments that enable curiosity, innovation and ultimately deliver positive commercial outcomes.

Jennifer identified better support to working parents, and a better employee experience for returning mothers would help to achieve greater gender balance both within and outside the workplace and in 2015 started an employee network, named ParentNet to do just that. Additionally, the network has gone from strength to strength and is a core contributor to the organisation’s E,D&I strategy and outcomes.

Jennifer has also held a number of different HR roles within Atkins, including overseas in Perth, Australia. Prior to working at Atkins, she has worked in a number of industries in HR roles including the NHS, legal services, contact centres and the arts.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How To Manage A 360 Feedback Programme

Sun, 17 Oct 2021 23:00:00 -0000

Lucinda discusses the 360 feedback programme - its benefits and the way they work - and offers a partial guide to how you can roll this system out within your own organisation.

KEY TAKEAWAYS

360 feedback is defined as a skill and behavioural development tool - one for self-awareness. The feedback generally comes in the form of a report using graphical and descriptive feedback.
When setting up for feedback, we must ensure that responses are anonymised as much as possible. Anonymity engenders honesty.
360 feedback might be a more objective way of assessing potential partners or if someone is attempting to demonstrate their suitability for a more management-oriented role.
When building a 360 template, try to stay under 30 questions. Aim for 3 to 6 categories which are useful for grouping the feedback. This helps to create an instant visual indication based upon the answers given.

BEST MOMENTS

'If you are going to deliver this, then think about the purpose of the feedback'

'The messaging around any 360 programme is really important'

' If you want to prepare for success then take a step back'

'Structuring the feedback session is incredibly important'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Addressing Workplace Bullying - with Nicki Eyre and Cathie Donaldson

Sun, 10 Oct 2021 23:00:00 -0000

This week, Lucinda is joined by Cathie Donaldson, a specialist in people, culture and leadership development, and Nicki Eyre, an anti-bullying advocate, consultant, coach and trainer, to discuss the ways in which we as professionals should approach and tackle the thorny subject of workplace bullying.

KEY TAKEAWAYS

Workplace bullying can impact many areas of business, including performance, engagement and inclusion. It slowly gnaws away at the culture we seek to instil.
Bullying is hard to define, which is one of the main issues for its propagation. The closest thing we have to a definition is "behaviour from a personal group that's unwanted and makes you feel uncomfortable, including being frightened or intimidated, less respected or put down"
Formal processes can often be not fit for purpose, and can be incredibly damaging to all involved. We must remember that personal feeling is at the heart of the complaint.
The cost of conflict in the workplace is around £28bn per year in terms of lost productivity, loss of working ours, and eventual impact upon services such as the NHS.

BEST MOMENTS

'We must transform behaviours in business and create those compassionate and courages workplaces of the future'

'This is a global issue. It's not limited to the UK at all'

'Bullying is unwanted conduct and the way it makes you feel'

'I had to fight, not just for myself but everyone else'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Cathie Donaldson LInkedIn - https://www.linkedin.com/in/cathie-donaldson-mba-aab82114/?originalSubdomain=uk

Nicki Eyre LinkedIn - https://www.linkedin.com/in/nickieyre/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

What A CEO Wants From HR - with Lyn Rees Of Yourgene

Sun, 03 Oct 2021 23:00:00 -0000

Lucinda is in conversation with Lyn Rees of Yourgene Health, to discuss HR from a CEO's perspective - what it is they're looking for in particular, the importance of culture at the heart of any business, and why people must come first.

KEY TAKEAWAYS

Business plans and products are essential, but equally so are the right people and the right culture in an organisation.
We must seek to create a culture that allows people to thrive, that encourages honesty, which embeds creativity, and allows for a free flow of feedback.
Building a team is about sharing success and establishing trust. It is the instilling of the belief that no one person is more important than another.
We can better serve out organisation, our beliefs, values and culture, as well as the people who bring them to life, but establishing an information heartbeat or drumbeat throughout the company, instead of short sharp meetings or the more hackneyed methods of addressing minds.

BEST MOMENTS

'If you don't have the right culture, then your plans don't always get executed'

'I like the words "culture" and "performance", because for me, that's what it's all about'

'As a CEO, you have a role in your organisation, but I'm not more important than the other guys'

'I'd rather have a team who were prepared to run through brick walls for me than have a team who were capable but who did it on their own time'

About The Guest, Lyn Rees

Lyn is a seasoned executive in global healthcare and IVD markets. Since Lyn joined Yourgene Health plc in 2018 he has been instrumental in the transformation of the business. He led the group through four acquisitions including Elucigene Diagnostics and Coastal Genomics and the fundraising to underpin those deals. Under Lyn’s leadership he has grown the business from £30million to greater than £100 million market cap. Lyn is also a Non-executive Director with MyHealthChecked plc and Abingdon Health.

Linkedin: @YourgeneHealth - https://www.linkedin.com/company/yourgene-health

Twitter: @Yourgene_Health - https://twitter.com/Yourgene_Health?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Yourgene Health - https://www.yourgene-health.com/investors/company-information/board-of-directors/15-company/the-team/board-of-directors/1527-lyn-rees-ceo-director

Lyn Rees LinkedIn - https://www.linkedin.com/in/lynrees/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Practical Diversity & Inclusion Strategies

Sun, 26 Sep 2021 23:00:00 -0000

This week, Lucinda discusses the ways in which we can improve diversity and inclusion within our organisations in practical ways, and the steps we can take in order to establish a more measured approach to effecting real change.

KEY TAKEAWAYS

We must examine the culture that our organisations hold dear. Are our policies merely paying lip service, or do they aim to create lasting change?
Events such as holidays and celebrations need to embrace a far more holistic overview, taking into account many more cultures and backgrounds than we may currently support.
We can often judge the outside perception of how our company tackles diversity and inclusion by looking at the types of people who are applying to be a part of it.

BEST MOMENTS

'There are lots of things we can look at in our business in order to understand where we are, currently'

'This is an indication of how much people feel that they belong'

'You need to think about hardwiring diversity and inclusion into your selection processes'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
- Facebook: @hruprising

Total Inclusion - with William T Rolack

Sun, 19 Sep 2021 23:00:00 -0000

This week, Lucinda is joined by VP of Diversity and Inclusion at Workforce Logiq, William T Rolack, for a timely discussion centring around inclusion - the strategies that William himself has devised throughout his incredible career that have allowed him to bring a richness in diversity to not just the internal workings of an organisation, but also in dealing with external clients.

KEY TAKEAWAYS

Talent and diversity intersect is a case of answering the age old question: how do we know, as talent executives, that we are doing a good job?
Inclusion markers are a journey to be best in class, best in industry, to be the best at representing a community and environment.
We must look at the ways in which we show up as leaders in the business. Inclusive leadership is not just about treating people the way we want to be treated, it's about treating people they way they want to be treated.
We must find ways of invigorating innovation through our people or putting into place strategies that will give uplift and value optimisation.

BEST MOMENTS

'We uncover a lot of wins for our clients'

'How do we move the needle?'

'Our technology is an enabler for the staffing industry'

'It's about treating people the way they want to be treated'

About The Guest, William T Rolack

William T. Rolack, Sr. is VP of Diversity and Inclusion at Workforce Logiq. William also has extensive experience helping companies achieve their business goals by leveraging diversity and inclusion initiatives. Lastly, he currently leads the internal diversity and inclusion strategy at Workforce Logiq and advises clients on how to improve their own diverse workforce and human capital management strategies.

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

William T Rolack Twitter - https://twitter.com/wrolack?lang=en

William T Rolack LinkedIn - https://www.linkedin.com/in/william-t-rolack-sr-8a59062/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Diversity And Inclusion: Making The Business Case

Sun, 12 Sep 2021 23:00:00 -0000

Lucinda focusses upon the topics of diversity and inclusion, looking at the business case you may wish to build, why it matters, how it can positively impact your business, and examining the ways in which you can get people on board in your own organisations.

KEY TAKEAWAYS

When making the case for diversity and inclusion in any organisation, a crucial factor is to ensure that we have senior management sponsorship.
Celebrating and valuing differences among us is the first step in being more inclusive, but this also brings some incredibly strong business benefits.
Companies with 30% more women executives, were far more likely to outperform companies with 0-30% of women. This principle also applies to companies with more ethnic minorities at their heart.
The five most effective ways of strengthening our diversity and inclusion are:
- Increasing diversity and representation
- Ensuring that ownership and accountability exists at the executive level
- Making sure we have a fair and transparent approach to equality
- Promoting openness
- Fostering belonging.

BEST MOMENTS

'Although people have things in common, we're also different in many, many ways'

'Having more diversity means that people are ore collaborative'

'We don't want tokenism!'

'Belonging is the root of engagement'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Pay Transparency: Incentives - with Rameez Kaleem

Sun, 05 Sep 2021 23:00:00 -0000

This week, Lucinda talks to Rameez Kaleem, the founder of 3R Strategy, and one of the country's most respected voices in equal pay, career and pay progression, about pay transparency, - why it is often misunderstood and the incentives surrounding it.

KEY TAKEAWAYS

Pay transparency, especially in the media, is often discusses in binary terms. It is usually very secretive, or talked about explicitly. Real pay transparency is about giving people context.
Pay transparency should be built upon explanations of why pay grades are issued in their form, and effectively communicating this to employees.
By being transparent, we build trust with our employees, as we demonstrate we have nothing to hide. It also allows us to be challenged on operations, adding to that trust.
Reward principles are factors by which we can audit the ways in which we pay and reward. The way to formulate these, is to consider where we are as an organisation, and how do we manage.

BEST MOMENTS

'Pay transparency is really misunderstood'

'Transparency and equity and fairness are different things'

'Are we communicating as much as we can?'

'In the workplace, there isn't a balance of intrinsic motivation. People come to work and we can drive that intrinsic motivation'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

About The Guest, Rameez Kaleem

Rameez Kaleem has worked in reward for 20 years, initially as a consultant at Willis Towers Watson and then a number of in-house reward roles. He likes to take a collaborative approach to reward, working with clients, listening to their needs and working together to introduce a fair and equitable approach to reward.

In 2015, he founded 3R Strategy with the vision of enabling organisations to be fair and transparent with how they manage pay.

Rameez Kaleem LinkedIn - https://www.linkedin.com/in/rameezkaleem/?originalSubdomain=uk
Website - https://3r-strategy.com/
Twitter - https://twitter.com/3rstrategy

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Handling Flexible Working Requests In A Hybrid World - with Vicky Roberts

Sun, 22 Aug 2021 23:00:00 -0000

This week, Lucinda is joined by employment lawyer, Vicky Roberts, for a conversation about the new world of work, and how the landscape has changed in the wake of new hybrid ways of working, with a particular focus on how we should be handling the suddenly-widespread phenomenon of flexible working requests.

KEY TAKEAWAYS

Certainly, the question of flexible working and how best to implement it, is one that the world is suddenly joining. The main issue seems to be whether or not to rely on existing legal frameworks, or do we set policy that allows us to create a new ethos.
Furthermore, employees with over 26 weeks service for a company have the legal right to request flexible working, and employers are under obligation to handle these requests reasonably.
If an employer does choose to refuse the request for flexible working, then there are eight statutory grounds that must be met.
If managers do not feel as though they are trusted to implement working conditions that suit them, then they will naturally shy away from suggesting them.

BEST MOMENTS

'The discussion is centring around how do we implement flexible working on an individual level'

'The government is just about to announce further consultation on this subject'

'There are other parts of the legal framework that engage here'

'There is a trust point here'

VALUABLE RESOURCES

Join the HR Uprising LinkedIn Group
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:
- All free resources: https://actus.co.uk/free-performance-management-resources/
- NEW infographic: 10 Steps to Creating a Successful Hybrid Workplace
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Hybrid People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
HR's Role In episodes:
The HR Uprising Podcast | Apple | Spotify | Stitcher

About The Guest, Vicky Roberts

Vicky Roberts is an employment lawyer and also currently heads up the Learning team at Vista Employer Services Limited. Having worked in both an international law firm and in-house for a large retailer, she draws on plenty of experience of navigating the legal framework when implementing various types of organisation change.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Love 'Em Or Lose 'Em - with Dr Beverley Kaye

Sun, 15 Aug 2021 23:00:00 -0000

This week, Lucinda is joined by international best-selling author, Dr Beverley Kaye, for a conversation focussing upon employee engagement, retention, and how to take a different approach to not just retaining employees, but ensuring they remain engaged.

Key Takeaways

Sometimes we "love" our staff, and we lose them. But it is far worse to lose them, and they have them remain in the organisation.
Certainly, our people should not always be so hasty to entirely exit an organisation if they want something better. Also, there are multiple ways to stay in a place that may not have been considered.
Indeed, an organisation is built upon the talent that our people bring to it. We must view our business this way around. We are nothing without the people that make it happen.
You should constantly question old rules that may well have become outdated. Lastly, especially in the new world of remote working, it might be time to align with a new way of working.

BEST MOMENTS

'We don't think about all the treasure in the massive middle'

'The subject of employee engagement is still key'

'I believe that love shows through in the relationships you build, in the way you develop and grow people, and the culture and environment that a manager builds'

'Which will you keep? The rules, or the people?'

VALUABLE RESOURCES

Join the HR Uprising LinkedIn Group
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:
- All free resources: https://actus.co.uk/free-performance-management-resources/
- NEW infographic: 10 Steps to Creating a Successful Hybrid Workplace
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Hybrid People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
HR's Role In episodes:
The HR Uprising Podcast | Apple | Spotify | Stitcher

About The Guest, Dr Beverley Kaye

Dr. Beverly Kaye is a best-selling author, dynamic speaker, and internationally recognized authority on career development, employee engagement, and retention. Furthermore, she was amongst the first to recognize the power of this triad on an organization’s success. Since her entrepreneurial debut as founder and CEO of Career Systems International (CSI), Bev has used her incisive and inventive thinking to help organizations reduce the costs of talent loss and foster cultures of support. Also, she has refreshed the thinking and behaviors of countless business leaders – a career she continues to this day.

Bev is a transplanted Jersey girl who has made her home in Los Angeles with her husband, Barry, and near her daughters, Lindsey and Jill.

Dr Beverly Kaye Website –www.BevKaye.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Managing Grievances - with Katy McMinn

Sun, 08 Aug 2021 23:00:00 -0000

In this week's edition of the "HR's Role In…" series, Lucinda talks to Katy McMinn, the founder of Task HR, and co-founder of HR Independents, about the process of managing grievances - what exactly is HR's role in the process, and how we can remain compliant and balanced throughout.

Key Takeaways

Indeed, disciplinaries and grievances are not the same, and should not be treated as such. Grievances are about providing employees with a formal route to voice issues they may have with the workplace.
Certainly, the first thing to consider is who will be involved in the grievance process. Furthermore, we must consider all parties that may have a stake and offer them the chance to be a part of the resolution.
If an organisation is small, it may be worth looking for external support in terms of an adjudicator so as to prevent bias, and the matching of someone ill-suited to a role in the grievance process.
Lastly, we must enter the grievance process with an open mind, free from assumptions or personal bias. We must endeavour to remember that grievances are fundamentally a way of making things better in the long run.

BEST MOMENTS

'It's providing the opportunity for an individual to raise concerns'

'Ask them to talk it through in their own words, so that you can really understand the nature of it'

'Go into this with an open mind'

'It's about being objective, open minded, and listening to what's being said'

VALUABLE RESOURCES

Join the HR Uprising LinkedIn Group
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:
- All free resources: https://actus.co.uk/free-performance-management-resources/
- NEW infographic: 10 Steps to Creating a Successful Hybrid Workplace
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Hybrid People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
HR's Role In episodes:
The HR Uprising Podcast | Apple | Spotify | Stitcher

About The Guest, Katy McMinn

Over the last 20 years, Katy has developed strong, hands-on HR expertise working for blue chip companies. This includes General Electric, Shell and Ernst & Young, as well as providing independent HR consultancy. Also, she has an MSc in Human Resources Consultancy. Katy is also is fully CIPD qualified and is accredited in the use of a range of personality tools to enhance individual and team performance. Lastly, Katy runs her own HR consultancy practice and specialises in employee engagement, culture and values, recruitment and employee relations.

Task HR – https://www.taskhr.co.uk/about

Katy McMinn LinkedIn – https://www.linkedin.com/in/katy-mcminn/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Redesigning Culture - with Mario Moussa

Sun, 01 Aug 2021 23:00:00 -0000

This episode, Lucinda talks to award-winning author, management consultant, keynote speaker, and executive educator, Mario Moussa. In his new book, 'The Culture Puzzle: Find the Solution, Energize Your Organization', Mario describes a step-by-step process for creating sustainable business cultures. Mario joins Lucinda to discuss his process, and to explain why redesigning culture should be at the forefront of every organisation's thinking, going forward.

Key Takeaways

Many think culture remains static when implemented, but it is constant flux - always adapting and changing as the business moves and grows.
Start having conversations about how you would ideally like to work with others, defining your critical values, and crucially, listen to the responses. Additionally, listening is key.
When forces in any branch of life (organisations, society, workplaces) clash, they push against each other and impede progress on either side. Furthermore, this can lead to a stasis - a stalemate.
Lastly, the three basic needs we all have as people in the workplace are to be connected to others, to have meaningful work, and to be recognised for that work.

Valuable Resources

Join the HR Uprising LinkedIn Group
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:
- All free resources: https://actus.co.uk/free-performance-management-resources/
- NEW infographic: 10 Steps to Creating a Successful Hybrid Workplace
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Hybrid People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
HR's Role In episodes:
The HR Uprising Podcast | Apple | Spotify | Stitcher

Best Moments

'Culture is always involving - it's always moving'

'Cultures, societies, organisations, often feel static'

'There's too much telling, and not enough listening'

'Culture comes from the past, but then it carries us into the future'

'If a vision is just your vision alone, then it's not really an effective vision'

About The Guest, Mario Moussa

Mario Moussa is president of Moussa Consulting and an Affiliated Faculty member in the College of Liberal and Professional Studies at the University of Pennsylvania. His work has been featured on NPR and in Time, Businessweek, U.S. News and World Report, Fortune, Forbes, Inc., Entrepreneur, the Economist, and the Financial Times. He is the co-author of the bestseller The Art of Woo and Committed Teams. He received his PhD from the University of Chicago's Committee on Social Thought.

Moussa Consulting - http://www.moussaconsulting.com/#cta

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Managing Disciplinaries - with Ruth Cornish

Sun, 25 Jul 2021 23:00:00 -0000

This week, Lucinda talks to HR advocate and co-founder of HR Independents, Ruth Cornish, about the challenges that HR professionals face when it comes to disciplinary hearings, and how to ensure that we remain compliant at all times in order to secure fair and balanced outcomes.

Key Takeaways

Always follow ACAS's guidelines whenever organisations do not have their own set structures and rulebooks, when it comes to disciplinaries. Always make sure that all parties are aware of the disciplinary policies in place.
Clarify any facts or assumptions up front. If necessary, talk to the lead investigator concerned, and gain clarity on their role, and the outcome being sought.
When calling a hearing, give adequate and correct notice to all parties. Disclose all relevant information, and be clear on who is chairing the meeting, and who will be present.
After the hearing, listen to the chair's views on the case and the verdict being proposed. Agree on notes, and on the letter being sent to the employee to advise on the outcome. Be clear on the appeal process.

Valuable Resources

Join the HR Uprising LinkedIn Group
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:
- All free resources: https://actus.co.uk/free-performance-management-resources/
- NEW infographic: 10 Steps to Creating a Successful Hybrid Workplace
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Hybrid People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
HR's Role In episodes:
The HR Uprising Podcast | Apple | Spotify | Stitcher

Best Moments

'An investigation is assess whether there is an allegation to answer'

'They with all of this is communication with everybody'

'People are innocent until proven guilty'

'If you gain really good evidence in the investigation, it makes the process so much easier'

About The Guest, Ruth Cornish

Ruth Cornish is a Human Resources expert with more than 25 years’ experience. Additionally, she’s worked for American Express, city investment banks ABN Amro & Charterhouse, Mazars LLP and the Environment Agency. She is a regular guest on BBC Radio Gloucestershire as HR expert and regularly comments on issues regarding women in business.

For the last 10 years she has run HR consultancy Amelore Ltd who work with a range of fast growing clients & also provide HR consultancy services to the clients of Mazars LLP. Lastly, she is co-founder of HR Independents.

Ruth Cornish LinkedIn - https://www.linkedin.com/in/ruthcornish/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The Wellbeing Protocol - with Dr Georgi Toma

Sun, 18 Jul 2021 23:00:00 -0000

In this episode, Lucinda talks to Dr Georgi Toma, the founder of Heart & Brain Works, dedicated to helping organisations improve employee wellbeing. Dr Toma talks about her research surrounding the wellbeing protocol, and the highly practical takeaways you can use in your own organisation.

Key Takeaways

We often make the mistake of believing that we can push through and work harder, while still retaining the same levels of ability and efficiency. However, we must take time to recharge.
Additionally, for a long time the term "wellbeing" in the research community was highly debatable. Researchers did not reach an understanding of what it truly was.
There is an intrinsic need for homeostasis in all human beings. Happiness has a set point that is reached for everyone. Wellbeing is the same in that it has a certain level for everyone, that when reached, means we are able to better meet the needs that challenge provides.
Everyone has a personal way of recharging. Lastly, the journey to discovering our own method of refilling our sense of presence is a personal one, and will often be unique to you.

Valuable Resources

Join the HR Uprising LinkedIn Group
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:
- All free resources: https://actus.co.uk/free-performance-management-resources/
- NEW infographic: 10 Steps to Creating a Successful Hybrid Workplace
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Hybrid People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
HR's Role In episodes:
The HR Uprising Podcast | Apple | Spotify | Stitcher

Best Moments

'I allowed myself to ignore the messages my body and brain were sending'

'I had to experience for myself certain truth and supplement with further research'

'They define wellbeing as the point of balance between the challenges and the resources we have to meet those challenges'

'My present is enough'

About The Guest, Dr Georgi Toma

Dr. Georgi Toma is passionate about helping organisations look after their people. Her mission is to share simple yet powerful tools to improve people’s mental health, resilience and enjoyment of life. She is the creator of the Wellbeing Protocol, a mental health protocol showed to significantly reduce stress and burnout and improve wellbeing. She has over 10 years of experience in the area of wellbeing as researcher, coach and practitioner.

Connect with Georgi Toma on LinkedIn
Find out more about the Wellbeing Protocol here: https://www.heartbrainworks.org/
Get a taste of the Wellbeing Protocol in the short video series Stress No More, free of charge: https://www.heartbrainworks.org/stressnomore

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Data Protection with Mary Asante

Sun, 11 Jul 2021 23:00:00 -0000

In this episode, Lucinda talks to Mary Asante from HR Independents, about the role that HR plays in effective data protection, the guidance you need when it comes to GDPR compliance, and why it matters so much when it comes to your business's reputation and credibility.

KEY TAKEAWAYS

Data security is about protecting valuable information from unauthorised access, preserving the integrity of the data and ensuring that the data is available to authorised users when needed.
As a consultant, data breach may result in damage to your reputation and decrease your clients confidence in your ability to protect their valuable information, which could therefore lead to loss of clients and business.
Record keeping and data cleansing in line with employment, financial and health and safety legislation is key to remaining GDPR compliant.
Subject Access Request – data subjects can ask to see information that organisations hold on them. This must be provided to the data subject within 30 days of receipt. If the request is complex, the 30 day period can be extended for a further two months

BEST MOMENTS

'As consultants we use technology for our businesses all the time. That's why protecting our devices is very important'

'Previously you had HR records in a locked filing cabinet!'

'You should be quite careful about who you give administrator status to. It's a great responsibility'

'Policies and procedures don't fail. What fails are the people implementing the policies and procedures'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher
Join The HR Uprising LinkedIn Group
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Hybrid People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
HR's Role In episodes:

ABOUT THE GUEST

Mary has worked across the full HR Spectrum and has supported businesses in different sectors, predominantly start-ups, SMEs and in the IT sector. In addition to HR, Mary has a broad range of skills, knowledge and qualifications in Information & Cyber security, and Health and Safety. Also, she is a Chartered Fellow of CIPD and CISM and a Lead ISO27001 Auditor. Lastly, Mary runs her own consultancy and specialises in coaching and leadership development.

Mary Asante at HR Independents: https://hrindependents.co.uk/author/maryasante/

Connect with Mary Asante on Twitter

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

10 Tips For Hybrid Working

Sun, 04 Jul 2021 23:00:00 -0000

This week, Lucinda presents an easy to digest guide that'll dynamically improve your hybrid working plans in this new working landscape - ten steps to successful hybrid working with the themes and elements you should try to consider.

KEY TAKEAWAYS

Collaboration technology and different communication platforms can sometimes present a barrier for people who may be used to one type of interaction. This learning curve between platforms must be taken into consideration.
High trust cultures are directly linked to productivity. If we wish to create culture change, it's about trusting people and treating them as equals.
Hybrid working, or the ability to craft our own working environments and hours, will be a differentiator in the world ahead. The whole working model has changed forever.
Etiquette in the way we now interact, is essential. People have different habit types, and different productivity periods. We must find a common ground.

BEST MOMENTS

'It used to be about visibility and availability'

'Think about the culture you have, and whether or not it's a high-trust culture'

'If the business isn't sustainable, then you can't operate in a hybrid environment'

'Simplify that landscape'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Recruitment Essentials - with Katy McMinn

Sun, 27 Jun 2021 23:00:00 -0000

In this week's edition of the "HR's Role In..." series, Lucinda talks to Katy McMinn, the founder of Task HR, and co-founder of HR Independents, about why it's so important to get recruitment right as an HR professional, how culture can play a crucial part in the process, and the essential tools and strategies we should always keep at our disposal.

KEY TAKEAWAYS

HR should always make sure that recruitment for any organisation is successful. Getting it wrong can be costly in terms of time and money.
Employer brand is where it all starts, and must be consideration before even considering recruitment. Recruiting for cultural fit is incredibly important and needs to be portrayed.
When an individual leaves an organisation, many make the mistake of replacing "like for like" without considering the opportunities. Is the role still required? Could a different skill-set work better?
When it comes to the selection process, we must firmly decide upon the criteria that we screening applicants We need to make sure this closely aligns with the job description, and remember to be objective.

BEST MOMENTS

'It does take a lot of time to hire people. It does take a lot of time to find the right person'

'There are things you can think about in order to maximise your recruitment success'

'We need to explore together with management, so that we know what kind of person we're looking for right from the outset'

'It's about thinking about the roles and responsibilities'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Task HR - https://www.taskhr.co.uk/about

Katy McMinn LinkedIn - https://www.linkedin.com/in/katy-mcminn/?originalSubdomain=uk

About The Guest, Katy McMinn

Over the last 20 years, Katy has developed strong, hands-on HR expertise working for blue chip companies. This includes General Electric, Shell and Ernst & Young, as well as providing independent HR consultancy. She has an MSc in Human Resources Consultancy. Katy is also is fully CIPD qualified and is accredited in the use of a range of personality tools to enhance individual and team performance. Lastly, Katy runs her own HR consultancy practice and specialises in employee engagement, culture and values, recruitment and employee relations.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Cultural Transformation - Real HR with Sarah Trowell of 7IM

Sun, 20 Jun 2021 23:00:00 -0000

This week, Lucinda is in conversation with Sarah Trowell, Senior People & Culture Partner at Seven Investment Management LLP (7IM), about her award-winning cultural transformation program, her career journey so far, and the innovative practices being used at 7IM in order to create impactful cultural change.

KEY TAKEAWAYS

There are always things to learn in the HR space. There are always ways in which we can improve and innovate, which makes the sector extraordinarily exciting.
The five year vision is to create an environment where colleagues feel understood, empowered, and valued, thereby allowing them to deliver an unrivalled experience to clients, and to each other.
Simply providing answers to questions is faster and easier, but is also rather more short-sighted. If we coach others to seek out answers for themselves, we empower them for the better.
Delivering new initiatives are one thing, but adopting them and implementing them on a foundational level, is another. It is not enough to simply come up with new ideas. We have to see them through.

BEST MOMENTS

'I'm genuinely still learning'

'The change from human resources to people and culture is just another example of how, as a business, we are modern'

'The business feels different'

'In swimming up stream and not drowning, you think to yourself, "I can do this"'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Sarah Trowell LinkedIn - https://www.linkedin.com/in/sarahdsmith1?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR's Role In IR35 - with Mary Asante

Sun, 13 Jun 2021 23:00:00 -0000

This week, Lucinda talks about the tricky subject of IR35, the Intermediaries Legislation that was introduced by HMRC as a measure to ensure that everyone pays their fair share of tax.

Mary and Lucinda talk about HR's increasing role when it comes to IR35, how it affects different sectors and areas of business, and the ways in which we can remain compliant.

KEY TAKEAWAYS

The key targets of HMRC's TAAR (Targeted Anti-Avoidance Rule) are:
- IT Sector
- Media and broadcasting
- Umbrella Companies
- Intermediaries
IR35 does not affect sole traders. It only applies to incorporated companies. It only affects sole traders when they can be deemed as employees under the purposes of the legislation.
Contractors, freelancers and independents are always responsible for determining their own employment status within IR35. It is never up to their clients to do so.
HR has been ever more drawn into managing the processes surrounding IR35, and in supporting organisations in determining employment status.

BEST MOMENTS

'It's one of those legal things we'd really rather not deal with'

'It's about looking at the gig economy and working out what is going on there'

'A lot of contracts are being refined or rewritten to truly reflect whether a person is a contractor'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

IR35 at Gov.uk - https://www.gov.uk/guidance/understanding-off-payroll-working-ir35

Mary Asante at HRI - https://hrindependents.co.uk/author/maryasante/

Mary Asante Twitter - https://twitter.com/maysante?lang=en

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

2nd Birthday Special!

Sun, 06 Jun 2021 23:00:00 -0000

Welcome to a very special episode - the 2nd Birthday Special - as Lucinda looks back over some of the highlights of the show, in which some amazing guests have shared their insights, tips, advice and guidance, allowing us all to become better and more effective professionals as a result.

Join Lucinda for a trip back in time then, as she presents some true gems among the collection, as well as some of the most popular topics covered.

Key Takeaways

Certainly, great leaders are the ones who see talent in different ways, and believe that diversity brings a different way of working and thinking.
Additionally, we figure out our values by re-examining the decisions we have made in the past, and looking at why. Also, by doing this, we can see the decisions we felt good about, and ones that perhaps fly against the way we feel now.
Human beings are incredibly adept at using their own networks, researching a field, and generally discovering for themselves the way things work. Furthermore, we are far more aware of how to understand things. Indeed, we must translate this ability to the workplace.
Lastly, the issues that people have with their own skill-set can be traced to the beliefs they hold about themselves.

Best Moments

'Talent comes in all different forms'

'Our values are core to ourselves'

'We have to lead with empathy, emotion and experience. We have to lead by caring about the person'

'What are you believing about yourself?'

VALUABLE RESOURCES

Join the HR Uprising LinkedIn Group
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:
- All free resources: https://actus.co.uk/free-performance-management-resources/
- NEW infographic: 10 Steps to Creating a Successful Hybrid Workplace
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Virtual People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
- Podcast Episode 55: Supporting Individuals Through Change
The HR Uprising Podcast | Apple | Spotify | Stitcher

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Sponsoring Overseas Workers - with Ruth Cornish

Sun, 30 May 2021 23:00:00 -0000

This week, Lucinda talks to HR advocate and co-founder of HR Independents, Ruth Cornish, about the sometimes complicated subject of sponsoring overseas workers, how to remain compliant, and what has changed since Brexit?

Key Takeaways

Significant trust is placed in sponsors and the Home Office imposes high standards and is extremely exacting in their requirements.
There are three key parts that must be undertaken when becoming a sponsor - applying for sponsor license, understanding the processes required in order to sponsor a worker, and ensuring compliance at all times.
Furthermore, suitability checks are mandatory, and will ensure that staff involved are eligible. Also, things that may complicate matters include unspent legal convictions, and failure to have paid VAT or other excise duties.
Certainly, keeping detailed records is a must. Evidence of compliance must be available to produce when requested. Lastly, failure in these and other areas can lead to sponsorship status being lost or downgraded.

Valuable Resources

Join the HR Uprising LinkedIn Group
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:
- All free resources: https://actus.co.uk/free-performance-management-resources/
- NEW infographic: 10 Steps to Creating a Successful Hybrid Workplace
Introducing the new Actus Academy: your on-demand e-learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Virtual People Management
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
- Podcast Episode 55: Supporting Individuals Through Change
The HR Uprising Podcast | Apple | Spotify | Stitcher

Best Moments

'Sponsorship is a privilege, not a right'

'If you become a sponsor, you become an extension of the Home Office. That's a very privileged position to be in'

'This is definitely something you need to research!'

'Look at established systems'

About The Guest

Ruth Cornish LinkedIn - https://www.linkedin.com/in/ruthcornish/?originalSubdomain=uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Change Superhero Key Themes

Sun, 23 May 2021 23:00:00 -0000

This week, upon the anniversary of her book, 'How To Be A Change Superhero', Lucinda focusses upon five pillars of change, and how they can help you to effect positively impactful change in your organisation.

KEY TAKEAWAYS

The five key super powers are:
- The courage to lead others and yourself
- The ability to connect to strategy
- Corroboration
- Communication
- Collaboration
As managers or change agents, we must seek to adapt our style in order to better support people through the change.
People can sometimes be more suited to either the start or the end of change. We need to take a step back to gain a proper perspective about the roles of everyone.
When he implement change, it is important that we communicate it clearly and often. It is said that change must be communicated around ten times in order for it to take effect.

BEST MOMENTS

'We must be selecting the right people to surround ourselves with when delivering change'

'We need to be able to hone if want to be successful'

'We need the courage to lead ourselves and others'

'One of the main reasons that change doesn't always land well is because people don't understand why'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Mediation - with Pete Colby

Sun, 16 May 2021 23:00:00 -0000

Lucinda talks to Pete Colby, the founder of Pragmatism Mediation and Employee Relations, about mediation itself - how to resolve disputes, prevent them from arising in the first place, and how all mediation should be based upon honest conversations.

Key Takeaways

Indeed, the more effective way of avoiding tribunals or heated disputes, is to look to mediation as a preventative solution.
Mediation should not be seen as an "instead of" solution. Rather, we should view it as an "as well" as remedy to disputes.
Also, a successful mediation is not about one party winning and one losing. This only leads to further grievance. Furthermore, if things go all the way to court the only winners are the lawyers.
Mediation is the art of getting to know the parties involved, and recognising what is behind the issue, instead of what is on the face of the issue.

Valuable Resources

Introducing the new Actus Academy: your on-demand learning platform!
NEW infographic: 10 Steps to Creating a Successful Hybrid Workplace
Virtual Training Programmes:
- How to be a Change Superhero
- Virtual People Management
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
The HR Uprising Podcast | Apple | Spotify | Stitcher
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
How to Prioritise Self-Care (The HR Uprising)
The HR Uprising LinkedIn Group
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

Best Moments

'The aim of mediation is to ensure that all parties involved don't feel the need for formal grievance processes'

'Mediation isn't rocket science. It's about getting in the middle of an issue'

'In mediation, no party should feel like they've won'

'We invest a lot of time in getting to know the people'

About The Guest: Pete Colby

Pete Colby is mediation specialist and the founder of Pragmatism Mediation and Employee Relations. With over 30 years in industry, Pete has managed factories with highly demanding customers, challenging Trade Unions and hundreds of employees reporting to him. He's worked his way from the ‘coal-face’ on shop floors through to executive level for global blue-chip organisations such as Rolls-Royce.

Throughout his career Pete has guided individuals, teams and organisations in not only resolving disputes, but also helping them to develop relationships, enhance working environments and evolve organisational cultures. It’s the pragmatism that Pete believes in so passionately that inspired him to launch Pragmatism (UK) Ltd, and he leads the business with an ethos of accountability, collaboration and (of course) pragmatism.

Connect with Pete Colby:

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Setting Up New Ways Of Working

Sun, 09 May 2021 23:00:00 -0000

In the wake of lockdown, many businesses are seeking to ensure that workplaces, going forward, are better equipped for the new world of business and the new ways of working. In this episode, Lucinda shares ten practical methods for making sure that an effective hybrid work environment can be achieved.

Key Takeaways

The first step is to consult with your people in order to get a real sense of what they see as the future of the workplace.
Indeed, a workplace thrives on win-win situations. Furthermore, look for ways in which we can provide win-wins for our people, as well as delegating responsibilities and where and how to escalate matters.
Additionally, we must recognise the challenges of hybrid working, taking into account that if we allow the freedom of working at home, how will the workplace operate if all choose to do so at once.
Lastly, never be afraid to pilot these new scenarios - to test and refine. Also, we may recognise better ways of working, feedback at all times is essential and this is a learning process for everyone.

Valuable Resources

Introducing the new Actus Academy: your on-demand learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Virtual People Management
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
The HR Uprising Podcast | Apple | Spotify | Stitcher
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising LinkedIn Group
The HR Uprising 100th episode!
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

Best Moments

'Most of the people I'm working with are going towards a flexible, hybrid approach'

'Whatever happens, we've got to do the best for the organisation'

'Can we run things just as effectively through technology?'

'Think win-win'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Talent And Succession Management

Sun, 02 May 2021 23:00:00 -0000

This week, Lucinda talks about talent and succession management strategies with a particular focus on smaller to mid-size organisations. Additionally, she busts through some of the more common succession planning jargon, to give you a far better idea of how to develop an effective talent strategy.

Key Takeaways

Indeed, in a smaller sized business, there is an advantage, in that roles can be tailored to the skills at hand, thereby better serving the business needs.
Furthermore, attracting external talent can be made far easier if we have in place a robust talent management strategy, that rewards those who have taken the time to develop.
When implementing a career progression pathway, it’s important to think about the ways in which progress, and their pace.
People will be far more motivated to try to progress, if the pathway to doing so is fair and balanced across the board.

Valuable Resources

Introducing the new Actus Academy: your on-demand learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Virtual People Management
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
The HR Uprising Podcast | Apple | Spotify | Stitcher
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising LinkedIn Group
The HR Uprising 100th episode!
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

Best Moments

'We have the resources now, to begin job profiling’

‘You can recruit talent into an organisation, and they don’t automatically perform’

‘When we’ve been at our best, it’s often because of the team, the role, and the culture’

‘You need to develop talent that is going to allow you take on those new aspirations’

About The Host

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles. Lucinda also has 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. Certainly, 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 HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

A Coaching Masterclass - with Jo Wheatley

Sun, 25 Apr 2021 23:00:00 -0000

Lucinda is joined by award-winning EMCC Global Coach 2020, and executive coaching expert, Jo Wheatley, for a masterclass in how to get the best from people, and also how to help them unlock their true potential.

Key Takeaways

Indeed, If you have a love and a passion for supporting and developing others, then perhaps coaching is the direction for your talents. Certainly, getting the best from others is an art form.
Examining the needs of others, is to examine the patterns that others may be experiencing. it may be a case of impostor syndrome, especially among the higher levels of business.
Certainly, when it comes to training requirements, a good practice is to ascertain the research carried out by the attendee, along with any resources gathered so far, before scheduling time on a one-to-one basis.
Lastly, the deployment of either coaching and mentoring depends very much upon the individual, the conversation, and the context.

Valuable Resources

Introducing the new Actus Academy: your on-demand learning platform!
Virtual Training Programmes:
- How to be a Change Superhero
- Virtual People Management
The HR Uprising ranked 9th in Feedspot’s ‘Top 30 UK HR Podcasts You Must Follow in 2021’.
The HR Uprising Podcast | Apple | Spotify | Stitcher
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising LinkedIn Group
The HR Uprising 100th episode!
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

Best Moments

'Coaching is still more of a specialist L&D part of the HR profession'

'As an HR professional you're often supporting a lot of people in an organisation'

'It's about understanding their reality - their here and now'

'Coaching is future focussed'

About The Guest

Connect with Jo Wheatley:

Jo Wheatley LinkedIn - https://www.linkedin.com/in/joannewheatley/

About The Host

“If you look up, you rise up”

Contact Method

Join the HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Neuroscience At Work Masterclass - with John Whitfield

Sun, 18 Apr 2021 23:00:00 -0000

Lucinda is joined by Neuroleadership Development Professional, John Whitfield, for a masterclass in neuroscience, how we can best make sure our brains are working optimally, and also its applications in the workplace.

Key Takeaways

During any given day, we only use the optimal power of our prefrontal cortex for around two to three hours, which is why it's so crucial that we prioritise our day effectively.
Prioritise important tasks for the beginning of the day as this is when we are at our most effective. Therefore, our brain will have the energy to be brilliant!
Certainly, look at your daily routine and examine the effects of your sleep patterns upon it. Remember that your day actually begins the night before, when your brain prepares you for the day ahead.
We should endeavour to eat dinner at least four hours before we head to bed. This will give our bodies the best chance of falling asleep instead of working to digest the food we've eaten, leading to a better night's sleep.

Valuable Resources

Virtual Training Programmes:
- How to be a Change Superhero
- Virtual People Management
Introducing the new Actus Academy: your on-demand learning platform!
The Internal Mobility Report: Drive Employee Engagement in 2021
Infographic: 4 ways to mobilise talent to engage employees in 2021
Blog: 5 Remote Talent Management Dilemmas
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising 100th episode!
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

Best Moments

'Prioritisation itself is an incredibly draining force on the brain'

'Do the important tasks first!'

'Your brain will create a process where it knows where the best time of day is for you'

'Your day actually starts the night before'

About The Guest

Training Manager at Royal Mail.
Previously L&D Specialist at Sky TV.
Got interested in neuroscience in 2016 and since then have studied, obsessively, on how neuroscience is linked to workplace performance.
Also, John Whitfield is currently writing a book entitled "21st Century Neuroleadership".

Connect with John Whitfield:

John Whitfield LinkedIn - https://www.linkedin.com/in/jrw123456/?originalSubdomain=uk

John Whitfield Twitter - https://twitter.com/neur0leader

About The Host

“If you look up, you rise up”

Contact Method

Join the HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Internal Mobility as a Talent Management Strategy - with Mervyn Dinnen

Sun, 11 Apr 2021 23:00:00 -0000

In this episode, Lucinda talks once more to Mervyn Dinnen, HR and talent rends analyst, author, speaker and renowned tech influencer, about a recent report on internal mobility and how it links to employee engagement.

Key Takeaways

During the course of the research carried out in 2020, the report concluded that some of the effects of COVID did begin to impact upon internal mobility in a positive way.
Certainly, internal mobility was very much a talent management issue. However, now it is a talent acquisition issue, and could potentially be a major element in talent retention.
Also, business leaders feel that in order to move ahead, there must be a broader mix of skills, perspectives and viewpoints, from people on the outside who can bring in something new.
Indeed, sometimes organisations fail completely to understand the skills required to make a role work. Therefore, they cannot hope to recognise the training required.

Valuable Resources

Virtual Training Programmes:
- How to be a Change Superhero
- Virtual People Management
Introducing the new Actus Academy: your on-demand learning platform!
The Internal Mobility Report: Drive Employee Engagement in 2021
Infographic: 4 ways to mobilise talent to engage employees in 2021
Blog: 5 Remote Talent Management Dilemmas
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising 100th episode!
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

Best Moments

'The themes almost ebb and flow in line with the pains that HR leaders are faced with'

'Internal mobility was the way in which most organisations grew'

'Employees leave to take on roles in other companies that could have been offered to them if they'd stayed'

'What are the skills and behaviours that make someone really successful in that role?'

About The Guest

Connect with Mervyn Dinnen:

Linkedin: https://www.linkedin.com/in/mervyndinnen
Twitter: https://twitter.com/mervyndinnen?s=11

About The Host

“If you look up, you rise up”

Contact Method

Join the HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Belonging At Work - with Aoife O'Brien

Sun, 28 Mar 2021 23:00:00 -0000

In this episode, Lucinda talks to fellow podcast creator, Aoife O’Brien, about her incredible research on belonging at work which has a direct impact on talent management and engagement.

Key Takeaways

Fitting at work encompasses three concepts:
- Values
- Needs
- Abilities
Indeed, it is not unusual for people to feel a sense of having found a home environment at work – a need to feel such a sense of belonging and acceptance.
Also, a single change in management can alter the entire structure and attitude of a team. Therefore, someone feeling the need to prove themselves can undo years of workflow and goodwill.
Certainly, we must find the right balance, especially when it comes to competence. Not enough and we feel inadequate, and too much produces a sense of boredom.

Valuable Resources

Virtual Training Programmes:
- How to be a Change Superhero
- Virtual People Management
Introducing the new Actus Academy: your on-demand learning platform!
Blog: 7 ways to create an effective learning culture in a virtual workplace
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising 100th episode!
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

Best Moments

‘I had some experiences at work that didn’t quite feel right to me’

‘The concept of need satisfaction became on the crucial elements’

‘I didn’t realise I valued freedom highly as I’d already had it’

‘What role is work playing in that bigger picture for me?’

About The Guest

Aoife O’Brien is a Happiness at Work expert. Her mission is to help organisations to increase employee retention by using culture-fit in their hiring decisions. She is passionate about ‘fit’ and specifically how creating the right environment can help individuals to reach their full potential and support organisations to thrive. Also, she helps HR and business leaders to make data-driven decisions, with a specific focus on values, needs, and strengths.

Aoife has been featured on several media platforms and podcasts speaking about ‘fit’ as well as imposter syndrome. She has also delivered a number of keynote speeches on these topics. Her podcast, Happier at Work, has more than 16,000 listens in more than 50 countries.

Before launching her own business, Aoife had a successful 17 years in the corporate world, working with global companies like Coca Cola, Unilever and Heinz to solve marketing problems using data analytics. Lastly, she has lived and worked in Dublin, London, Perth, and Sydney and has a MSc in Work and Organisational Behaviour.

Connect with Aoife O’Brien:

Aoife O’Brien LinkedIn

Aoife O’Brien Twitter

Happier at Work:

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. Certainly, 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 HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Long-term Wellbeing Strategies As We Return To The Workplace

Mon, 22 Mar 2021 00:00:00 -0000

This week, Lucinda talks about the long-term wellbeing strategies that can aid us in our quest to re-establish the workplace in the aftermath of the COVID lockdown, and how we can make the most of self-care in order to increase our resilience.

KEY TAKEAWAYS

There is a very real sense that an epidemic of burnout is on the horizon. Holding our lives and our composure together over the past 12 months has been incredibly difficult.
Self-care, and the practice of treating ourselves kindly, is the best way in which we can enhance our resilience and embed our long-term wellbeing.
If we are depleted in terms of resilience, then we are less likely to be able to "bounce back". Prevention is better than a cure when it comes to mental health.
We must practice being happy in the present. We can sometimes lose the value of the moment by focussing too far upon the goals of the future.

Valuable Resources

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Introducing the new Actus Academy: your on-demand learning platform!
Virtual Training Programmes:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

BEST MOMENTS

'People are in danger of burnout'

'Common sense is not necessarily common practice'

'How do we make sure we are keeping that flexibility?'

'It's about upwards and onwards instead of dwelling on the past'

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. Certainly, 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 HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Real HR Professionals - with Maria Brugel

Mon, 15 Mar 2021 00:00:00 -0000

In this latest edition of Real HR Professionals, Lucinda is joined by learning and development specialist, Maria Brugel, to discuss how L&D is best used in the financial space, and her career journey so far.

KEY TAKEAWAYS

Maria is currently focused on three big initiatives - inclusion, how to make the "new normal" work better for the team, and how to get better at receiving and actioning feedback.
Looking after graduates gave Maria a whole new perspective on development, allowing her to learn along with them, essentially beginning her L&D career over again.
When looking for a new role, two factors are sought - where value can be brought to the position, and what can be gained in terms of learning.
Certainly, some people are better suited to certain parts of HR. For Maria, the development of others was more attractive than the somewhat tougher side of the role.

Valuable Resources

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising 100th episode!
Introducing the new Actus Academy: your on-demand learning platform!
Latest Performance Management Blog
Enter the HR Uprising Competition!
Virtual Training Programmes:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

BEST MOMENTS

'It's about supporting their needs - their growth needs'

'I quite enjoyed passing my knowledge onto new starters and really seeing them shine'

'There was a big learning journey for me there'

'Learning and development is quite a vocation'

About The Guest

Maria is a modern L&D professional with nearly 10 years experience spanning digital learning and technologies, early careers development, and L&D programme management across insurance, tech and consumer goods sectors. Maria joined Simply Business, an online small business insurance broker, in May 2019 and in her role delivers business impact by

overseeing employee onboarding experience;
delivering digital learning strategy;
partnering across the business;
and contributing to enterprise level People initiatives.

Also, Maria is passionate about personal growth and supporting others on their development journeys, and most recently doing that through the Insights Discovery tool.

Outside of work Maria is a mum to a threenager and enjoys learning about the world through travelling, reading and sampling world cuisine and wines!

Connect with Maria Brugel:

Maria Brugel LinkedIn - linkedin.com/in/mariabrugelk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Employee Engagement In A Virtual World

Mon, 08 Mar 2021 00:00:00 -0000

This week, Lucinda talks about the impact of remote working, and how we can best gauge the engagement of our people when they are working in a virtual environment.

KEY TAKEAWAYS

Engagement is talked about as an outcome, while sometimes it is regarded as a process. Indeed, engagement should be determined by our personal emotional engagement to our roles, or by work engagement - the vigour towards our work.
It is hard to tell whether engagement drives performance, or whether being good at our jobs drives employee engagement.
It is worth understanding why engagement happens, because if we do comprehend this, we are more likely to know why certain people work in certain roles.
Certainly, if people's wellbeing is declining, it is far more difficult to be engaged. This has become especially true and prevalent over the course of the past year.

Valuable Resources

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising 100th episode!
Introducing the new Actus Academy: your on-demand learning platform!
Also, check out our latest Performance Management Blog
Enter the HR Uprising Competition!
Virtual Training Programmes:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

BEST MOMENTS

'There are quite a few definitions, and I think that's why it's become such a buzzword'

'If we're more engaged, we will perform better at our role'

'Engagement is the antithesis of burnout'

'Be alert to people's mental state and levels of resilience'

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. Certainly, 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 HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Wellbeing And Health In Business - with Anna Harrington

Mon, 01 Mar 2021 00:00:00 -0000

This week, Lucinda talks to occupational health specialist, Anna Harrington, about the ways in which we can better ensure that the wellbeing and health of our people remains a priority as our workforces prepare to return to life as normal in 2021.

KEY TAKEAWAYS

People are tired, and also our resilience may be on the wane after over a year of lockdown. Therefore, we must prepare for the presence of ongoing issues as our people return.
Occupational health is about assisting a business and helping it thrive, both for itself, and through individual cases.
Indeed, stress, anxiety and depression have begun to play a much larger role in the duties attended to by occupational health specialists in the sector.
We must seek signs that are otherwise perhaps hidden from view, when it comes to people's mental health suffering. Certainly, these can present themselves in the form of performance issues at work.

Valuable Resources

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising 100th episode!
Introducing the new Actus Academy: your on-demand learning platform!
Latest Performance Management Blog
Enter the HR Uprising Competition!
Virtual Training Programmes:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

BEST MOMENTS

'The occupational health role is about trying to promote good health at work'

'We enable businesses to look at their ethical and moral perspectives'

'It's about ensuring the confidential nature of the assessment'

'They often come with a component of mental ill-health'

About The Guest

Anna has 19 years occupational health experience. She very much believes that occupational health can work collaboratively with human resources to enable both individuals to thrive and organisations to be successful. Also, Anna has extended her occupational health specialism with training in positive psychology and facilitation training in enabling collaborative, equitable and productive working groups. Furthermore, she founded her business - WHIB Ltd in 2019 with the aim of providing collaborative and supportive occupational health services. Lastly, WHIB has 3 work streams:

Management referrals at times of employee health problems
eLearning
Wellbeing workshops and advisory services

Connect with Anna Harrington:

Anna Harrington Twitter - https://twitter.com/annalh24?lang=en

WHIB - https://www.whib.co.uk

Anna Harrington LinkedIn - https://www.linkedin.com/in/annawhib/?originalSubdomain=uk

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. Certainly, 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 HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Effective Remote Appraisals

Mon, 22 Feb 2021 00:00:00 -0000

In this week's episode, Lucinda talks you through the ways in which you can better prepare for remote appraisals. Also, Lucinda gives practical guidance on how to evaluate fairly in what has been the most abnormal of years.

KEY TAKEAWAYS

Indeed, remote working has thrown up many challenges, including wellbeing, home schooling, or remote working itself. In many cases, we have spent more time at home than we have in the office.
Certainly, we must consider how different the last year has been in terms other than geography. Many factors are actually the same, but simply feel different.
Without clear objectives, or diluted milestones due to geography, it can be increasingly difficult to assess or appraise performance. Therefore, we must look to other markers.
Furthermore, behavioural evidence is increasingly important for organisations, and yet without face to face contact, many find it difficult to assess this. But even when working remotely, we still have a sense of interaction.

Valuable Resources

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising 100th episode!
Introducing the new Actus Academy: your on-demand learning platform!
Also, check out our latest Performance Management Blog
Enter the HR Uprising Competition!
Virtual Training Programmes:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

BEST MOMENTS

'If we don't have to find objectives or milestones, this makes it a little bit more complicated...'

'Objectives and feedback are what drives performance'

'Were our objectives smart in the first place?'

'It's not what we do but how we do it that makes a huge difference'

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. Certainly, 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 HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Demystifying Learning And Development - with Michelle Parry-Slater

Mon, 15 Feb 2021 00:00:00 -0000

Lucinda talks to Michelle Parry-Slater, an award-winning learning and development professional with more than 15 years experience in the field, and one of the foremost authorities on how to grow and develop teams and people.

Furthermore, Michelle discusses the ways in which we can demystify L&D by opening it up, allowing our people to embrace and support learning strategies that will invaluably boost their skill-sets.

KEY TAKEAWAYS

The main learning philosophy is about making it more accessible and also making it available as people need it. Indeed, this is the core principle that the CIPD try to implement.
Certainly, it's not helpful to have separate L&D strategies and business strategies. Thus, L&D should serve the needs of the business. Also, look for the thing that your business is aiming for.
Furthermore, the language of our Learning and Development strategy must match the language of the strategical aim of the business. We must try to align with the frame of mind needed in order to achieve our aims.
Certainly, we must consider the ways in which we allow people to learn, and also if the ways at hand suit our people, but also suit the business and drivers we have within our organisations.

Valuable Resources

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising 100th episode!
Introducing the new Actus Academy: your on-demand learning platform!
Latest Performance Management Blog
Enter the HR Uprising Competition!
Virtual Training Programmes:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com

BEST MOMENTS

'We're embracing the best of social and digital learning'

'It's about helping people in the workplace when they need the learning, as opposed to waiting for a course to come up'

'Start with your business strategy'

'These foundational building blocks need to be addressed'

About The Guest

Michelle is a senior L&D business strategist and people manager, with proven results. Furthermore, Michelle is a double award-winning workplace learning innovator, recognised on the eLearning Industry’s Movers & Shakers List. Also, Michelle heads up Commercial Learning Content at the Chartered Institute for Personnel & Development. This is following several years running her own L&D consultancy, Kairos Modern Learning.

Moving the People Profession forward working for CIPD, Michelle continues her career mission to drive cultural shift from ‘Injection Education’ traditional courses and embracing the best of digital, social and face to face workplace learning. This is by supporting clients to create effective, efficient, enjoyable and engaging everyday learning in the workflow. Michelle offers a rare mix of learning professional who really ‘gets it’ when it comes to business and strategy.

Connect with Michelle Parry-Slater:

Michelle Parry-Slater on Linkedin
Michelle Parry-Slater on Twitter

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. Certainly, 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 HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The 100th Episode Special - with Dave Ulrich

Mon, 08 Feb 2021 00:00:00 -0000

In this very special episode to mark the 100th outing for The HR Uprising Podcast, Lucinda talks to one of the most influential and renowned thinkers in the world of Human Resources, university professor, author, speaker, management coach, and management consultant, Dave Ulrich!

In addition, Dave Ulrich has been ranked the #1 Management Educator & Guru by BusinessWeek, selected by Fast Company as one of the 10 most innovative and creative leaders. Also, he is one of 21 people in the Thinker's Fifty Hall of Fame and was named the most influential thinker in HR of the decade by HR Magazine. He is collectively recognised as "The Father Of HR".

KEY TAKEAWAYS

Indeed, moving forward as a sector, our intentions must be led by experience, emotion and intelligence - but they must always be rooted in a desire to help the person.
Change your assumptions - your customers are an asset. For instance, show empathy by caring and listening to answers. Also, create a boundary of work around creating value for customers.
Furthermore, effective diagnosis into our organisations will allow us the benefit of a more holistic approach to solving its issues and creating the values we wish to instil.
Certainly, confidence comes from taking steps into the unknown. We must be pioneers in our field. Therefore, take risks, find solutions, and the confidence to take action will follow.

BEST MOMENTS

'If you've got the data, and you've asked questions, then you should feel that you can make confident suggestions'

'HR is pivotal to helping us move through this'

'We have to lead by empathy, experience and emotion'

'Our confidence comes not from answers, but from asking questions that move the discussion forward'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/

Introducing the new Actus Academy- your on-demand learning platform!
The HR Uprising LinkedIn Group
HR Uprising Mastermind - https://hruprising.com/mastermind/
www.hruprising.com
5 Steps to Boost Employee Energy – Actus Software
Virtual Training:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
Latest Performance Management Blog

ABOUT THE GUEST

Dave Ulrich is the Rensis Likert Professor of Business at the Ross School, University of Michigan and a partner at the RBL Group (http://www.rbl.net) a consulting firm focused on helping organisations and leaders deliver value. In addition, he has published over 200 articles and book chapters and over 30 books. Also, he edited Human Resource Management 1990-1999, served on editorial board of 4 Journals, on the Board of Directors for Herman Miller and Board of Trustees at Southern Virginia University. David Ulrich has spoken to large audiences in 90 countries. He has performed workshops for over half of the Fortune 200; coached successful business leaders, and is a Fellow in the National Academy of Human Resources. Certainly, he is known for continually learning, turning complex ideas into simple solutions, and creating real value to those he works with.

Dave Ulrich - http://daveulrich.com

Dave Ulrich Linkedin

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. Certainly, 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: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The Energised Workplace - with Perry Timms

Mon, 01 Feb 2021 00:00:00 -0000

Lucinda is joined by special guest Perry Timms, founder and Chief Energy Officer of PTHR, for a timely conversation about the topic of energy and how we can invigorate and maintain the energy in our teams. Essentially, so that we can better face the challenges of the year ahead with an energised workplace!

KEY TAKEAWAYS

Certainly, learning is a wonderful source of energy. We feel a sense of dynamic invigoration when we develop - almost like levelling up.
It's not about fixing people. We should be seeking to fix the system itself. Thus enabling a trickling down of energy that invigorates our workforce.
Energy begins with freedom. Indeed, many feel trapped in their job or their workplace. Furthermore, invigoration comes through granting people a sense of freedom, by dismantling barriers and encouraging imagination.
Indeed, we sometimes waste the talents of a person by slotting them into roles that do not make full use of that talent. Therefore, we should always seek to tailor the person to the role.

'Energy is a premium resource'

'Most people are caged in their work'

'When we acquire new skills, when we force our self into new frontiers, our energy raises'

'There's a thing called the IKEA effect where you love what you build - that's what I want to see people do more'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising LinkedIn Group
5 Steps to Boost Employee Energy - Actus Software
Virtual Training:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
How to Prioritise Self-Care (The HR Uprising)
Latest Performance Management Blog

ABOUT THE GUEST

Perry Timms is the founder and Chief Energy Officer of PTHR - an 8-person global consultancy, setting out to create better business for a better world. Perry is an international and 2x TEDx speaker and award-winning writer on the future of work, HR & learning. Fingers crossed, PTHR will become a BCorp Certified Organisation later in 2020.

Perry’s 2017 book Transformational HR was an Amazon.com Top 30 HR seller shortly after its release (and is due for a second edition in 2021), but before that, his second book - The Energised Workplace - published in August 2020.

Perry’s work is influenced by human-centred, design and systems thinking plus agile, inclusive and autonomous ways of working that enhance personal fulfilment and organisation effectiveness.

Perry is Adjunct Professor at Hult International Business School and Ashridge Management School; a visiting fellow at Cranfield School of Management, and Sheffield Hallam University.

Furthermore, Perry is a proud Chartered member of the CIPD and is a 3x member of HR Magazine’s HR Most Influential Thinkers making the top 10 in 2018 & 2019 and a 2020 Top 100 Global HR Influencer on numerous lists, a LinkedIn Learning instructor and Fellow of the RSA.

Perry Timms on LinkedIn

PTHR - https://www.pthr.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

How To Design A Mentoring Programme

Mon, 25 Jan 2021 00:00:00 -0000

This week, Lucinda delivers a solo masterclass in how to design a mentoring programme and make it work for your organisation. Furthermore, why now is the best time to think about implementing such programmes, and how to make sure that your people get the most from learning from others.

KEY TAKEAWAYS

Certainly, remote working has meant that people now require different forms of access to development. Mentoring is a marvellous way of creating engagement, whether through one-to-one time or on the job learning.
10% of our learning should come from formal learning. 20% should come from incidental learning, and 70% should come from on the job learning and challenges.
Furthermore, the strategic reasons behind why we are setting up a mentorship programme should define the mentors we choose and how they are deployed.
Indeed, a good coach need not always be blessed with technical prowess. Their main contribution to development should be as a mirror or sounding board, there to challenge and offer new perspective when needed..

BEST MOMENTS

'We need to find ways in which people have the opportunity to access people'

'Once you've had someone as a mentor, you'll always have a relationship where you can pick up the phone to them'

'Coaching should be more on the "ask" side'

'A coach is there to act as a mirror - as a sounding board. They are there to open up thinking and opportunities'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resource particularly relevant to this podcast:
Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Virtual Training:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
Latest Performance Management Blog

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

HR Life - with Lizzie Henson, HR Ninja's Founder

Mon, 18 Jan 2021 00:00:00 -0000

This week, Lucinda talks to Lizzie Henson - HR Ninjas founder and HR specialist. They talk about HR life and her journey through the sector. Listen now and discover how she started, and how she has helped to empower and support so many others along their own HR journeys.

KEY TAKEAWAYS

Certainly, finding our ideal career is not a case of necessarily beginning in that career. Indeed, sometimes we must try different paths until we arrive at the one best suited for us.
Furthermore, change and variety are the factors that keep us alert, agile and interested in the jobs we perform. However, without them, we can tend to stagnate and seek new pastures.
Indeed, finding the correct balance between work life and our aspirational personal lives is everything. There's no sense in waiting until retirement in order to achieve the dreams of our youth.
The COVID situation caused everybody in the HR community to lean in together for support and guidance through these new and also unprecedented territories of the workplace. Therefore, this has led to a far greater sense of collaboration between all pursuits.

BEST MOMENTS

'You've got to be strong and independent'

'I like to have fun. That's the main driver'

'I've never really had a grand plan in life, and I'm really comfortable with that'

'As HR people we naturally want to have the answers because we want to help people and reassure people'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising LinkedIn Group
Virtual Training:
Change Superhero Resources:
- Book: How To Be A Change Superhero – by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
How to Prioritise Self-Care (The HR Uprising)
Latest Performance Management Blog

ABOUT THE GUEST

Lizzie Henson is an HR lifer, lover of prosecco and the great outdoors. Some of you may already know Lizzie as she is the founder of The HR Ninjas community. Indeed, Lizzie knows HR inside out and back to front, and after having spent 20+ years in corporate HR roles for big names such as Boots, Eon and L’Oréal she set up as an independent HR Consultant in 2018 with the launch of her own business ‘Henfield Consulting ltd’. So now, alongside the running of the Facebook community and being mum to her four kids and partner to Paul, Lizzie works with small and medium sized businesses on all things people change and transformation.

Lizzie is passionate about bringing HR folks together to share stories, learnings and for support #strongertogether The HR Ninjas is fast-becoming the number one gathering place for the HR tribe on social media and the group recently celebrated it’s 10,000th member. If you work in HR and want to get involved you can find the group over on Facebook.

Lizzie Henson Twitter - https://twitter.com/hrninjas?lang=en

Lizzie Henson LinkedIn - https://www.linkedin.com/in/liz-h-24955b26/

HR Ninjas Social Accounts

Twitter - https://www.thehrninjas.co.uk

LinkedIn - https://www.linkedin.com/company/the-hr-ninjas/

Facebook - https://www.facebook.com/groups/519154558464892/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Real HR - with Laura Burt

Mon, 11 Jan 2021 00:00:00 -0000

This week, Lucinda talks to another Real HR Professional! Her guest is Laura Burt, Head Of Human Resources at Innovative Trials, who joins the show to talk about her HR career journey, and the lessons learned along the way.

KEY TAKEAWAYS

Retail provides more of a challenge than most sectors because so much of it is reliant upon many other factors, such as supply. Therefore, the need to be agile is far greater.
Certainly, how we engage with people across the organisation is key to making things work efficiently. We must endeavour to treat each situation as new. There is no solution that fits every challenge.
Some people aren't there for the money. They are there for the passion they have for the job. This means they have an entirely different set of motivations.
Self-development is key at every stage in our career. Indeed, there are always things to learn, and always different routes to solutions that we may not be aware of.

BEST MOMENTS

'I like to get to know different people and learn about what makes them them'

'It's about understanding what makes our teams tick'

'There isn't a one-size-fits-all approach to this'

'I never did go to uni, but I have made something of myself'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising LinkedIn Group
Virtual Training:
Change Superhero Resources:
- Book: How To Be A Change Superhero - by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
How to Prioritise Self-Care (The HR Uprising)
Latest Performance Management Blog

ABOUT THE GUEST

Laura Burt is a generalist MCIPD professional having experience in retail, healthcare and pharmaceutical, with a passion for employee engagement, change management and organisational development. Furthermore, working across various sectors has helped her gain insight and understanding of challenges facing both business and people; building people strategies that are responsive and aligned to core values and company vision. Laura is a firm believer in people being intrinsic to a business' success. Indeed, how vital Learning and Development and the People function is.

Laura Burt LinkedIn

Innovative Trials - https://innovativetrials.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Guest Highlights Of 2020

Mon, 04 Jan 2021 00:00:00 -0000

In this Guest Highlights episode, the first of 2021, Lucinda takes time to reflect on some of the incredible insights gained from her stellar line up of guests throughout 2020 on The HR Uprising Podcast. Without doubt a year that proved challenging in terms of business, but also empowering in terms of wisdom.

KEY TAKEAWAYS

Certainly, inclusive leadership is not restricted only to those in management positions. It is the responsibility of all of us to make everyone feel part of the team.
The Iceberg Syndrome describes the underlying culture beneath the surface of every company - that slowly constructed set of values that shape our business, but which isn't always clear from the surface.
The most critical part of communicating redundancies or other negative news, is to remember that the person being told is the most important person in that room. Furthermore, we must put their feelings ahead of anything.
Indeed, in the eternal quest for return-on-investment, we sometimes become blinded to things that matter most - namely that we put relationships at the head of any conversation, and not treat our workers as merely some finite source of effort.

BEST MOMENTS

'We need to call each other out in that constructive, compassionate way'

'It's about having the courage to be the spark - to step up and influence'

'You are not the message - you're merely the messenger'

'I ask people to think about it as a presentation, not a conversation'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Links to highlighted episodes and resources:
Virtual Training:
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
Latest Performance Management Blog

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Wellbeing Reflections For Christmas

Mon, 14 Dec 2020 00:00:00 -0000

As we move into the festive season and wellbeing takes precedence, Lucinda takes time out to reflect upon the year gone by. With a focus on the many highlights from the HR Uprising podcast in 2020, and the empowering insights gained from its many editions on the much-needed subject of wellbeing.

KEY TAKEAWAYS

Certainly, HR and people professionals, in particular, have had the most tumultuous of years throughout 2020, with the COVID disruptions causing widespread and irrevocable disturbance throughout business. Therefore it is incumbent upon us to treat ourselves well during these last weeks of the year.
Indeed, we must examine not just ways in which to reopen as before, but to look at what currently works in the new world of work, and how we can best adopt these new practices to efficiently fit into the workplace. Transparency is key.
If we feel that we have lost control of a situation, then neurologically, we feel more anxious than usual. Certainly, key strategies for managing stress are all about controlling what we can control.
Working from home is often the ideal we aspire to, but this year has seen this ideal become a reality, and not always in the best sense. We need to find a credible balance between the work we perform at home, and the home itself.

BEST MOMENTS

'HR people professionals have had a year like no other year'

'What does our new workplace look like?'

'Prevention is better than cure'

'The more we set and build small goals with ourselves, the more we build a sense of trust'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Links to highlighted episodes and resources:
Virtual Training:
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
Latest Performance Management Blog

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Exploring Our Dark Side - with Gillian Hyde

Mon, 07 Dec 2020 00:00:00 -0000

This week we're exploring the dark side of human nature, as Lucinda talks to Gillian Hyde, the Managing Director and Chief Psychologist at Psychological Consultancy, a team of business psychologists with a particular focus on HR solutions.

It's a conversation based around the challenges that arise through conflicting personality types, and how we can not just overcome these issues, but get the best out of people when their dark side emerges.

KEY TAKEAWAYS

People may always change, develop and improve, but it requires motivation and willpower. The key is to find a reason for that person wanting to change.
Indeed, the best leaders are the ones who admit to their faults and actively improve in the wake of them. This nurtures respect among teams, who like to feel as though they are growing with the leader.
Certainly, it is not enough to rely on charm and personality alone at all times. We must also have the skills to back up our claims, especially in a position where we represent the company in some way, or we may lose the respect of those we work with.
By identifying and recognising our personality traits, weaknesses and strengths, we can not only improve our work life, but also our personal life.

BEST MOMENTS

'You could have the same person get the same feedback, but at different stages of their life or career, might respond to that differently'

'If you're wanting to impress people, you're actually doing the reverse of that'

'It's not a pull - it's a push approach'

'From a personal relationship point of view, knowing about your de-railers can be massively useful'

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
www.changesuperhero.com
HR Uprising Mastermind - https://hruprising.com/mastermind/
Latest Performance Management Blog

ABOUT THE GUEST

Gillian Hyde is the Managing Director and Chief Psychologist of Psychological Consultancy Ltd., a leading team of business psychologists specialising in effective HR solutions. Furthermore, Gillian is also a Chartered Psychologist, with over 25 years’ experience in the industry - including particular expertise of in-depth individual psychometric assessments, consulting on the management of extreme personality characteristics for individual and team development, as well as researching derailment patterns within organisations. She has had the pleasure of working with a diverse range of clients, including, UBS, HBoS, Standard Chartered, VirginMedia, HMRC, The British Council and BMW. With a BSc in Psychology from UCL, an MPhil in Criminology from Cambridge and an MSc in Occupational and Organisational Psychology from Birkbeck College, London, Gillian has also served on the Steering Committee for Test Standards for the British Psychological Society and is a founder member of the Association of Business Psychologists.

Gillian Hyde on LinkedIn
Psychological Consultancy - https://www.psychological-consultancy.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Real HR - with Julia Crawford

Mon, 30 Nov 2020 00:00:00 -0000

In the latest instalment of the Real HR series, Lucinda talks to Julia Crawford.

Indeed, Julia is unique in many ways, as she holds an interesting dual role; that of Head Of HR for a Kent concern, and as consultant with People Pillar, who supply "pragmatic, business focused solutions and expert HR advice" to many small businesses.

Julia discusses the challenges of working from both the inside and the outside of organisations, the importance of taking risks from time to time, and the importance of confidence.

KEY TAKEAWAYS

Being a training professional and an HR professional are very different pursuits. Many see these two things as the same role, but they require completely different skill-sets.
Taking risks is very important, or we can find ourselves in a state of stagnation. We can never quite know every variable, but unless we try we'll never know.
All HR processes and skills can be learned. The main element we need to develop internally is how we interact with people, and how to be more confident in our abilities.
There will never be a one-size-fits-all solution to every problem. People are complex beings, and arrive at every challenge with emotional and personal baggage that may be invisible from the outside.

BEST MOMENTS

'You're the expert. You know what you're talking about. You just need to portray that'

'There are different skill-sets within that HR banner'

'I do genuinely love the problem-solving part of HR'

'I want to be able to work with small businesses where I know I can make a difference'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Virtual Change Superhero Training
The HR Uprising LinkedIn Group
Change Superhero Resources
- Book: How To Be A Change Superhero - by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
Latest Performance Management Blog

ABOUT THE GUEST

Julia Crawford is a senior HR professional with nearly 20 years’ experience spanning HR consultancy, people management, employee relations, operational HR and change management. Furthermore, Julia has worked for a number of different organisations in a range of industries including the public sector, retail, manufacturing and aviation.

She lives in Kent with her partner, Barrie and her daughter, Niamh. They also have two Boston Terriers, Mimi and Ralph. When Julia manages to get a minute to herself she loves reading and could quite easily lose herself in a book for hours. Indeed, Julia loves reading on holiday even more, especially if you add cheese and wine to the equation! On the flip side, she hates running but has stupidly signed up to the couch to 5k challenge because she likes cheese and wine too much!

Julia Crawford LinkedIn

People Pillar - https://www.peoplepillar.co.uk

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

REAL HR - with Gary Cookson

Mon, 23 Nov 2020 00:00:00 -0000

In the latest edition of the ‘REAL HR’ series, Lucinda talks to Gary Cookson, director of EPIC HR, devoted to leading and directing HR, OD and L&D functions, an expert in workplace performance and a leading expert in the design and delivery of online and virtual training programmes. Gary has also been recognised by HR Most Influential as one of their leading Movers and Shakers 2019.

Gary joins the show to today to discuss his “Real HR” story, from his beginnings as a teacher and how this influenced his career path, the importance of coaches and mentors, and the differences between working for an organisation and working for yourself.

KEY TAKEAWAYS

The roles of coaches and mentors are invaluable, especially in the world of the virtual environment of learning. Being challenged is important, as is a new perspective and the benefit of experienced guidance.
Mergers can present problems in terms of culture variance. Often they are cited as unions, when in fact, the incoming culture seeks to replace the previous. This can lead to a clash of beliefs and values.
We are often faced with decisions about the balance between our working lives and our personal lives, with many choosing to tip the scales in favour of career. But it is important to remember that we work to live, rather than live to work.
When you work for yourself, you have a greater level of control, and when you make errors, they belong to you. This accountability is far easier to accept, and can help us to develop, personally, without feeling a sense of injustice. We own the mistakes.

BEST MOMENTS

‘It was a real struggle to teach people who didn’t want to be there, and who didn’t want you to be in front of them’

‘I couldn’t stay there any longer without sacrificing what I wanted to be as a HR professional’

’There’s a tipping point when it comes to children!’

’You have 168 hours in a week and 40 of those are spent working. When you look at someone’s output on social media, it should be in proportion to what their life looks like’

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Virtual Change Superhero Training
The HR Uprising LinkedIn Group
Change Superhero Resources
- Book: How To Be A Change Superhero - by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
Latest Performance Management Blog
www.epichr.co.uk

ABOUT THE GUEST

Gary Cookson is a father of four, husband of one, and in his spare time runs his own business called EPIC, which helps people and places to Evolve, Perform, Improve and Compete.

Gary is a CIPD Chartered Fellow, a Fellow of the Learning and Performance Institute, a qualified coach and member of the Association for Coaching. Furthermore, he is a Personal Trainer, a teacher, a qualified workplace mediator, a qualified H&S professional, a distance learning tutor. And more besides...

Career-wise, before launching EPIC, Gary was Associate HR Director at the DBS, and HR Director at Trafford College. Prior to that he was responsible for HR/OD integration work at a new housing group. Gary, was also Head of HR & OD at Golden Gates Housing Trust for 11 years, has experience of working in a call centre, a national charity and an international pharmaceuticals company. Prior to working in HR he qualified as a secondary school teacher (teaching History). Gary has also managed and delivered CIPD programmes for many years and delivered face to face and distance learning qualifications for a range of providers and awarding bodies.

Outside work, Gary is a keen sportsman – competing in triathlons regularly but also having led and managed some representative sports teams – a father to four lovely children, and husband of a long-suffering wife. Everything he does is for them.

Gary is active on social media – you can follow him on Twitter, or connect with him on LinkedIn.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Virtual People & Performance Management – Manage Performance

Wed, 18 Nov 2020 00:00:00 -0000

How do we manage performance effectively? During this Virtual People & Performance Management series, we have seen that if we are consistent in following the skills outlined in our PERFORM model then the chances of encountering an instance of underperformance are dramatically reduced. However, we know from our HR Uprising audience that managing underperformance is a persistent concern. Furthermore, for many businesses it is likely increased without the perceived assurance of seeing people physically.

In this week's episode of Virtual People & Performance Management Lucinda explores how best we can manage performance. Indeed, why now is the time for all people managers to develop the skills needed to get the best out of their people and this is largely about clear, courageous conversations.

KEY TAKEAWAYS

Certainly, as soon as we start making judgements about the individual, based on our perception of their behaviour, we run the risk of creating a self-fulfilling prophecy.
Indeed, maintaining rapport and trust throughout the process are essential for an effective diagnosis as well as establishing a foundation of trust for the future.
Without doubt, the most common cause of underperformance is lack of clarity...and guess whose responsibility it is to ensure their staff member has clarity about what is expected?
Provide development opportunities that suit the way that individual learns best whether online or by buddying with others. Furthermore, consider how shared learning activities can be set up virtually and encourage a culture of self and virtual team development.

BEST MOMENTS

'The way we choose to deliver the message on underperformance may be the difference between being perceived as an inspirational leader our a tyrant – our choice!'
'It is far better for everyone if we can gather the courage to meet underperformance head on, but with empathy.'
'It's more effective to turn an underperformer round than it is to start again from scratch. The long-term benefits of such courageous conversations can be far reaching for all.'

VALUABLE RESOURCES

Virtual Management Training Course
Virtual People & Performance Management Podcast Short Series Playlist
Virtual People and Performance Management - Expectations
"How Full is Your Bucket." - Tom Rath
Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resources particularly relevant to this podcast:

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Change Superhero Resources

Training: Virtual Change Superhero Training
Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

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. Certainly, 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.

"When we look up, we rise up”

Contact Method

Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

How Can We Help People To Learn Remotely - with Ross Garner

Mon, 16 Nov 2020 00:00:00 -0000

There’s no hotter topic in business today than how we can benefit from remote working. But we should be asking how remote learning can also be improved.

In this week’s show, Lucinda talks to Ross Garner of Emerald Works, about the ways in which we can improve our remote learning options. Furthermore, why targeted solutions, aimed at solving problems is a far more effective strategy.

KEY TAKEAWAYS

There has been a shift in eLearning. Many do not have the time, while at work, to devote extra time to set courses. Indeed, a viable method is to create short burst content learning that stimulates in a new way.
Certainly, we must not seek to simply impart information to people. We must create a way in which we inspire them to want to take on the learning.
Motivation to learn is not the obstacle. The main reason for people not taking time to learn at work is time. Talking to our teams and seeking to connect with people on an emotional level, will make it possible to make them care about the thing we want them to learn.
Indeed, learning culture is almost like an organisational growth mindset. We must endeavour to make our working environments spaces in which people feel safe enough to challenge, and to ask questions.

BEST MOMENTS

‘Instruction is less important - the learning experience more so’

’There’s a notion that if you tell people stuff they’ll remember it. That’s not really true’

‘People always say they want to learn at work, they just don’t have the time for it’

‘Is a mistake something to be punished, or something to be learned from?'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Good Practice Podcast
The HR Uprising LinkedIn Group
Change Superhero Resources
- Book: How To Be A Change Superhero - by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
Latest Performance Management Blog

ABOUT THE GUEST

Ross Garner is Head of Learning Experience at Emerald Works, where he's responsible for solving client problems and developing digital solutions. He holds a Masters Degree in Digital Education and, in 2019, was named Learning Designer of the Year at the Learning Tech Awards. Since 2016 he has been one of the hosts of The Good Practice Podcast.

Ross Garner - LinkedIn

www.emeraldworks.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Virtual People & Performance Management – Recognise

Wed, 11 Nov 2020 00:00:00 -0000

How do we ensure we recognise people in this hybrid working environment? As we discussed in the episode on feedback, being out of sight really can make identifying the opportunity to provide feedback more difficult. Certainly, the absence of company events like sales conferences and monthly meetings, that previously provided space for formal recognition, has made things more challenging.

In this week's episode of Virtual People & Performance Management Lucinda discusses the importance of regular recognition and praise. Furthermore, how we can recognise our employee’s achievements, whilst working remotely.

KEY TAKEAWAYS

Certainly, finding the opportunity to provide recognition has been negatively affected by remote working with people being 'out of sight, out of mind'.
If we are following the PERFORM model we will know our individual employees well enough to understand their motivations. Indeed, how best to recognise them.
Certainly, it's been proven, that as humans we are preconditioned to focus on the negatives. To counteract we should be aiming for 3 to 5 times as many positive instances of feedback to one developmental.
In a virtual world we can set reminders to implement recognition. However, this is only effective if feedback is sincere.

BEST MOMENTS

‘The most effective recognition is when we understand what type of feedback people need, what is positive to them’
‘Create the habit of catching people doing things right’
‘Recognition is about sincere verbal acknowledgement of the small things’

VALUABLE RESOURCES

Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resources particularly relevant to this podcast:

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Change Superhero Resources

Training: Virtual Change Superhero Training
Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

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. Certainly, 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.

"When we look up, we rise up”

Contact Method

Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Having The Confidence To Shape Your Future - with Rob Kerr

Mon, 09 Nov 2020 00:00:00 -0000

In this week's episode Lucinda is joined by Rob Kerr, the author of the forthcoming book, 'Project Future: 6 Steps to Success as Your Own Boss'. Discussing how to have the confidence to shape your future, Rob talks us through the number of practical models the book contains, and how they can positively impact your existing career, or energise a new direction. Furthermore, how all change begins by instilling a sense of confidence within ourselves.

KEY TAKEAWAYS

The main impact of COVID is that businesses are now working with a wide range of unknowns. Indeed, changes planned for the future are suddenly being rapidly adopted and fast-tracked.
When considering the place in the world that your business will occupy, there are things to consider:

Examine your openness to change, your mind-set in this field, and a self-evaluation of your career to date.
Look at the “impact factor”, the effects that will be felt by those dependent on you both financially and emotionally, such as family or other dependants.

Certainly, if we wish to think about starting our own independent HR careers now, we must consider the problems we wish to solve, who we are solving them for, and why you are the person to do it.
Laying solid foundations, recognising our areas of expertise, and developing in our current roles whenever possible, will allow us, at any stage in our careers, to shape our own futures and build a better destiny for ourselves.

BEST MOMENTS

’The main issue that HR professionals say is holding them back is a lack of confidence'
’Small steps and improvements are what help us to grow, more than any kind of radical shift'
‘I’m a big believer that change brings opportunity’
‘Being clear on what you want to do, will help convince somebody to say yes'

VALUABLE RESOURCES

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE GUEST

Rob Kerr is a crackerjack at asking questions. His project management career has laid the foundations for asking questions that align to his true purpose – working with aspiring business owners to create businesses that solve the problems they care about.

Rob is the creator of the FUTURE Method, an innovative and contemporary approach to planning and starting a business. The FUTURE Method is presented in his book, ‘Project Future - 6 Steps to Success as Your Own Boss’, to be published on 5th January 2021 and available now for pre-order from all good booksellers.

Rob works with individuals directly and through an employer, offering a range of redundancy outplacement services to empower those interested in starting a business to make the right decision for their future, and if it’s right, use redundancy as a springboard to success as their own boss.

Away from business, Rob loves to run and travel. He is originally from Essex and lives in London with his wife and two children.

Rob Kerr - LinkedIn

Website: www.robkerr.co.uk

Facebook Group: www.facebook.com/groups/projectfutureclub

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Virtual People & Performance Management – Ownership Culture

Wed, 04 Nov 2020 00:00:00 -0000

An Ownership culture is a key differentiator between those businesses that are thriving in these virtual times and those that are struggling. Furthermore, high trust cultures where managers are modelling the PERFORM behaviours that we are discussing in this Virtual People & Performance Management series have a key skill prevalent in managers. The ability to coach rather than direct performance. Indeed, coaching creates accountability and ownership which leads to autonomy, motivation and creativity.

In this week’s episode of Virtual People & Performance Management Lucinda sheds light on Ownership Culture and why it is so imperative now, more than ever.

KEY TAKEAWAYS

Indeed, coaching is not a chat, it has a specific purpose which is to promote the coachee to do the thinking and in most cases come up with the actions or solutions.
In this context of manager as coach to promote ownership, we will refer to the well-known structure of GROW which stands for Goal, Reality, Options and Will.
Certainly, once goals have been established it’s important to clarify the current reality in order to identify key obstacles or priorities that need to be overcome in order to achieve the agreed expectations.
Demonstrate that you believe in the individual and their ability to find solutions through supportive language and tone of voice. Furthermore, and especially in a virtual environment, listen to tonality to determine levels of commitment.

BEST MOMENTS

‘Many managers think they are coaching when they are chatting or directing’
‘Enabling ownership and accountability is key to successful virtual performance management’
‘The GROW model provides a coaching structure to encourage ownership and self-development’

VALUABLE RESOURCES

Virtual Management Training Course
Virtual People & Performance Management Podcast Short Series Playlist
Virtual People and Performance Management - Expectations
Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resources particularly relevant to this podcast:

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Change Superhero Resources

Training: Virtual Change Superhero Training
Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

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. Certainly, 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.

"When we look up, we rise up”

Contact Method

Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

REAL HR with Ruth George

Mon, 02 Nov 2020 00:00:00 -0000

In the latest edition of her ‘REAL HR’ series, Lucinda talks to Ruth George, a professional HR consultant with over 25 years experience, who now operates an independent consulting practice, aiding large and small businesses with their HR requirements.

Ruth discusses her journey in the world of HR and the way the landscape has changed, the challenges she has faced in terms of gender inclusion, and why working as an independent, and with SMEs is so rewarding.

KEY TAKEAWAYS

The hardest challenges we face, especially early in our career, can be tough to get through, but can also provide the most value in terms of learning.
Work should never consume our lives entirely. It’s always wise to remember that we need time out to recharge and gain new perspectives.
Female professionals are often forced to downgrade their careers in exchange for having a family. Work put in over years can be undone, and career regression is often the result.
Working with SMEs can be very rewarding, and in general, the work you do is always very much appreciated. In helps these companies to grow and flourish, as well as be guided by professional wisdom.

BEST MOMENTS

‘I fell into HR completely by accident!’
‘I had a baby and then suddenly my world changed overnight’
‘You’ve got go with your gut instinct and what’s right for you’
’There’s a massive need out there. If they’re growing, they need somebody to guide them'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Virtual Change Superhero Training
The HR Uprising LinkedIn Group
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE GUEST

Ruth George is a Chartered Member of the CIPD (Chartered Institute of Personnel and Development) with over 25 years' experience in senior HR management roles. Previously Head of HR & Training at Gallagher Heath, a leading UK insurance broker, and the HR lead for Head Office at Homebase, Ruth has also worked with household names such as Next, Fujitsu and Travelport.

Furthermore, with a Modern Languages degree and fluency in French, Spanish and Portuguese, Ruth has dealt with a full range of HR issues in the UK and across Europe, including M&A, integration and TUPE work.

For the last eight years she has been providing independent, tailored HR consultancy services to small businesses as well as corporates in Herts, Beds, Bucks and the London area. With experience in a range of sectors from technology to travel, the City to the High Street, she has dealt with everything from recruitment to redundancy, mergers to maternity leave and salary reviews to sickness absence.

Ruth George on LinkedIn

Ruth George Consulting - https://www.ruthgeorge.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Virtual People & Performance Management – Feedback Development

Wed, 28 Oct 2020 00:00:00 -0000

Halfway through our new mini-series, Virtual People & Performance Management, Lucinda discusses the ‘Feedback Development’ element of the PERFORM model. When it comes to managing performance effectively, research consistently shows that goal setting combined with regular feedback are the two most effective ways of maximising individual and organisational performance.

Indeed, the ability to provide good quality feedback is a necessary skill for people managers. In this episode on feedback development you will take away practical advice on what to avoid, how to deliver feedback well and, furthermore, keeping your feedback as specific as possible.

KEY TAKEAWAYS

Good feedback is behavioural and specific as it helps people to understand exactly what they need to do again or differently at a behavioural level. Furthermore, it isn’t judging their capabilities or them as a person.
If we get into the habit of providing regular positive feedback, this forms a foundation of trust when we need to give developmental feedback.
Certainly, by storing up developmental feedback for the annual performance review we could be allowing bad habits to stick. Furthermore, the individual will be left wondering why you didn’t tell them earlier.
Without doubt, regular feedback drives high performance and motivation.

BEST MOMENTS

‘Neuroscience suggests feedback invokes our fight or flight response’
‘Habitual, regular positive feedback builds trust'
‘Feedback helps the individual feel their productivity is valued, thus optimising performance'
‘Ideal feedback is overwhelmingly specific with a balance of positive and developmental pointers.’

VALUABLE RESOURCES

Virtual People and Performance Management - Expectations

Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resources particularly relevant to this podcast:

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Change Superhero Resources

Training: Virtual Change Superhero Training
Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

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. Certainly, 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.

"When we look up, we rise up”

Contact Method

Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

How To Build A Learning Culture

Mon, 26 Oct 2020 00:00:00 -0000

This week, Lucinda talks about developing a learning culture, a task that may be a little more challenging now that so many of us are working in a hybrid environment. How do we create a sense of engagement with our workers remotely? In this week’s show, Lucinda offers some practical ways in which you can ensure that learning remains a vital part of your business culture in the new working landscape.

KEY TAKEAWAYS

Fewer than half of UK employees feel that their job offers them good opportunities to develop their skills. Is it reasonable to assume that a job provides development?
Indeed, a learning culture is defined as an environment where learning is not only embedded, but encouraged across every level of the organisation.
The main block to a learning culture generally tends to be time. Employees do not perceive that they have time away from their tasks in order to develop.
Certainly, at a line manager level, we must examine the “buy-in” quality that they have. Is there lack of enthusiasm for their teams to develop, a product of their own lack of development?

BEST MOMENTS

‘Development is a key aspect of employee engagement and making people feel valued'

‘Learning should be useful - it should be utilised in some way’

’They were learning, they just didn’t recognise it…'

’Step back and evaluate the overall learning environment that exists already'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher
Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resource particularly relevant to this podcast:

Build an L&D Strategy in 5 Easy Steps

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Training: Virtual Change Superhero Training
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising

Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Virtual People & Performance Management – Regular Reviews

Wed, 21 Oct 2020 07:00:00 -0000

Last week, in this new mini-series Virtual People & Performance Management we shared practical advice on the importance of setting clear expectations. Without doubt, we must follow with Regular Reviews. After all, high performance is not accidental. It's a process.

In this episode we focus on Regular Review's through formal or informal 1 to 1’s or check-ins. Indeed, this is proven to be the key to sustained high performance against expectations. Furthermore, we explore how this new, virtual environment could be the catalyst to establish new norms. Thus, overcoming historical weakness in this crucial area.

KEY TAKEAWAYS

Certainly, many Managers and Employees are used to transactional interactions. With no structure applied to routine and regular reviews.
Interestingly, when we conducted a survey in 2019 on the frequency of 1 to 1's there was a disconnect between Managers and Employees. Indeed, only 17% of Employees reported having a pre-diarised schedule of reviews.
The PERFORM Model can be applied as a whole and to each review. Furthermore, creating this structure results in high performance.
Without doubt, we must be more observant in this hybrid, virtual world. Without the day to day interactions we should ensure focus on noticing behaviours. Indeed, we put People First in our interactions.

BEST MOMENTS

‘More so than ever we must take time to 'start with the person’'
‘Follow the pattern for reviews - Supportive, Structured and Predictable’
‘Energise and Motivate Employees with a burst of Management energy!'
‘High Performance isn't accidental, it's a process built on trust’

VALUABLE RESOURCES

Virtual Management Training Course
Virtual People & Performance Management Podcast Short Series Playlist
Virtual People and Performance Management - Expectations
Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resources particularly relevant to this podcast:

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Change Superhero Resources

Training: Virtual Change Superhero Training
Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

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. Certainly, 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.

"When we look up, we rise up”

Contact Method

Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The Employment Law Challenges Of Hybrid Working - with Vicky Roberts of Vista

Sun, 18 Oct 2020 23:00:00 -0000

This week, Lucinda is joined by Vicky Roberts of Vista Employer Services. In this masterclass they discuss the intricacies and complexities of employment law. Furthermore, how it applies to those finding themselves in hybrid working scenarios.

Indeed, as the way in which we work continues to evolve in this brave new world, it’s worth taking time to reflect upon ways in which employment law will affect our working environments. This week’s conversation is a fascinating insight into areas we may not have considered. Certainly a must-listen for professionals in the HR sector and beyond.

KEY TAKEAWAYS

When lockdown hit, many were asked to work from home, but this relied upon goodwill to an extent. Now that hybrid working is the new normal, we must consider the pressure this puts on people, as well as their rights, as we move towards a “new normal"
Certainly, employment law is made up of three parts: the employment contract, statutory employment law obligations, and the meanings of our policies and procedures.
We must ascertain whether or not it is the worker themselves, or the role that they occupy, that may become home-based. If it is the role itself that requires no on-site presence, then is this a role that, even in the future, can be performed remotely?
Indeed, we have been moving away from manual appraisals, and more towards performance conversations. This is a practice that is due to crystallise as hybrid working becomes more normal.

BEST MOMENTS

‘We’ve bent this out of shape, and is this mismatch okay?’
’It’s a good quality conversation - managers being confident in what they have the right to do, and explaining why that is’
‘It’s a fundamental change, and in which case, how do we recognise that?’
‘You have to make an effort individually with human relationships to get the best out of people’
‘We’re talking about extraordinary management decisions in extraordinary times'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher
Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Virtual Management Training Course
The HR Uprising LinkedIn Group
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE GUEST

Vicky Roberts is an employment lawyer and currently heads up the Learning team at Vista Employer Services Limited. Having worked in both an international law firm and in-house for a large retailer, she draws on plenty of experience of navigating the legal framework when implementing various types of organisation change.

Vicky Roberts on LinkedIn
http://www.vista-employer.co.uk/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Virtual People & Performance Management – Expectations

Tue, 13 Oct 2020 23:00:00 -0000

In last week’s episode of our Virtual People & Performance Management mini-series we talked about putting people first. Indeed, the importance of understanding them as individuals and building trust. Without doubt, trust builds a powerful foundation for performance.

This week Lucinda discusses how imperative it is to set and manage clear expectations. Consequently, giving them the perfect platform for performance. Thus, ensuring that both ourselves and the people that we manage share the same vision for what good or great performance looks like.

KEY TAKEAWAYS

Behavioural psychology demonstrates time and time again, that clear goals or objectives are supported by regular quality feedback. Furthermore, this underpinned by a relationship of trust, leads to high performance.
Certainly, it’s about defining and measuring performance expectations in the workplace. Indeed, without these in place we run the risk of people underperforming, being demotivated, or putting lots of energy in the wrong direction.
Interestingly, when we recently surveyed 110 People Professionals 60% confirmed the their oraganisations must improve the setting of milestones and objectives to make sustained remote working succesful.
Without doubt, SMART objectives are still relevant. What we must do is adjust them to reflect this virtual working environment.

BEST MOMENTS

‘We have to be really clear about expectations, particularly in this increasingly virtualized hybrid world’
‘We need to allow people to make their own decisions about where their priorities lie. It’s not about dictating it, it’s about shared clarity’
‘As Stephen Covey says “You cannot hold people responsible for the results if you supervise their methods.”’
‘Clear expectations are the linchpin that are absolutely vital for successful virtual people management’

VALUABLE RESOURCES

Virtual Management Training Course
Virtual People & Performance Management Podcast Short Series Playlist
Back To Basics With SMART Objectives
Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resources particularly relevant to this podcast:

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Change Superhero Resources

Training: Virtual Change Superhero Training
Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

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. Certainly, 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.

"When we look up, we rise up”

Contact Method

Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

How To Be A Great Interviewee - with Jo Irwin

Sun, 11 Oct 2020 23:00:00 -0000

As HR professionals, we’re adept at conducting great interviews. However, playing the role of a great interviewee is a very different art, and one that seems daunting for many. In this episode, Lucinda talks to Jo Irwin, of i4 Training, about the practical ways in which you can sell yourself at interviews. Indeed, how you can make the most of your chance to score the positions you aspire to!

KEY TAKEAWAYS

Certainly, many people are remarkably adept at their professions, but don’t always have the skills to sell themselves in competency-based interviews. This can be down to preparational structure. Being an interviewee requires us to step into a sales role.
Instead of focusing on volume when applying for jobs, we should strive for quality, including roles specifically targeted at our skills. Furthermore, never discount the value of a well-written, specifically-aimed cover letter.
Remember to focus upon not just the spoken parts of the interview, but also the non-verbal side. Indeed, an interview should be viewed as a presentation, and tailored as such.
Certainly, endeavour to give three key reasons why you are the most suitable candidate for the role. These should be formatted as strap-lines, easily digestible, and attention-catching.

BEST MOMENTS

‘You’ve got to both tailor the cover letter, and tailor the CV using the job description’
‘It’s all about giving them what they are looking for, not what I want to show’
’Think about this as a presentation, not a conversation’
‘3 x 3 is greater than nine - three things said three times will be retained and remembered by the interviewers'

VALUABLE RESOURCES

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Practical Interviewing Techniques - https://hruprising.com/episode-22-practical-interviewing-techniques-for-hr-and-managers/

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE GUEST

Jo Irwin has 18 years’ experience working in the pharmaceutical industry in sales, training and management positions. Since 1997 she has been involved in the delivery of tailored training programs to staff working within a range of industries.

She set up her training company, i4 Training in 2012, and Jo works in both Ireland and the UK where she designs and delivers training specializing within the healthcare environment. Jo has developed a strong reputation in Interview skills, from the perspective of both candidate and panel interviewer member. Besides team building sessions, she regularly runs the following workshops; Staff Engagement, Performance Management, Resilience and Assertiveness Skills. Her most frequently booked workshops is Effective Interview Skills and she regularly coaches candidates preparing interviews. She is delighted that her current success rate is running at 85% for 2019!

Jo Irwin LinkedIn - https://www.linkedin.com/in/joirwin/

i4 Training - http://www.i4trainingservices.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Virtual People & Performance Management – People First

Tue, 06 Oct 2020 23:00:00 -0000

Certainly, when it comes to virtual people performance management, what this year has taught us is we must be human centric, by building trust and understanding what makes people tick. In this week’s episode of our brand-new series on Virtual People & Performance Management Lucinda discusses People First as part of her PERFORM model.

Indeed, Utilising the PERFORM model and applying this to the virtual and non-virtual world will firmly put the focus on people first. This is all about ensuring we are people centric.

KEY TAKEAWAYS

Certainly, building trust generates goodwill, it generates loyalty and high performance. Indeed, in surveys we conducted over the summer more than 80% confirmed that a high trust environment led to high performance.
Without doubt, the old approach of transactional management is not sufficient. Now with remote working we need to be more empathic. Above all, it's about building a workplace based on trust.
Furthermore, if we put people first we are making it safe for people to disclose their personal challenges or achievements. Those things that may have an impact on productivity.
Without doubt, the PERFORM model will be essential as we move to greater prevalence of remote working and the need for virtual people management.

BEST MOMENTS

‘When we think about remote management situations, it's about our level of confidence in somebody'
'As a people manager, one of the first things we must do, is lead with trust'
'In this new hybrid world, transactional based management is not going to work'
'It's about helping people to have a sense of belonging, and a feeling that their contribution matters'

VALUABLE RESOURCES

Virtual Management Training Course
Virtual People & Performance Management Podcast Short Series Playlist
Join the HR Uprising LinkedIn Group
Steve Ballmer - https://bigantvideo.co.uk/
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resources particularly relevant to this podcast:

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Change Superhero Resources

Training: Virtual Change Superhero Training
Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

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. Certainly, 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.

"When we look up, we rise up”

Contact Method

Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

An Apprenticeships Masterclass - with Natasia Hieber

Sun, 04 Oct 2020 23:00:00 -0000

This week, Natasia Hieber joins Lucinda for a masterclass in apprenticeships, focusing specifically upon helping to make them work for our organisations, but also to understand how we can use apprenticeships to further our HR careers.

KEY TAKEAWAYS

HR apprenticeships are a wonderful way to learn, as so often we learn about HR, but are unable to translate these learnings to our organisations. By learning through apprenticeships programmes, we have to learn the specifics that fit our organisations.
In order to gain government funding for apprenticeships, organisations usually need to have more than 50 employees, or be regarded as as sizeable concern.
Apprentice’s payments are funded up to 80% by the government, with 20% being paid by the organisation. Furthermore, the government is able to pay this contribution through a tax reduction for the company.
Indeed, apprenticeships allow for organisations to fully train their professionals to CIPD standards without having to fund the entirety of such development. Another positive is that we see this growth happen in real time.

BEST MOMENTS

‘You’re basically getting free talent for your organisation’
’This is great time to create funded roles’
’This is a great way for organisations to grow, and to develop new talent into the business’
‘Apprenticeships bring creativity out'

VALUABLE RESOURCES

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Virtual Change Superhero Training
For organisations wanting to set up an Apprenticeship scheme please go to: https://www.gov.uk/guidance/manage-apprenticeship-funds
Guidance for small businesses https://smallbusiness.co.uk/set-apprenticeship-scheme-small-business-2539899/
For job seekers looking to get onto an apprenticeship - find and apply for one on these sites:

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE GUEST

Natasia Hieber has been an avid member of the HR community since 2007 She holds a BA (Hons) in Business Communication, an MA in International Human Resource Management and a PGCE in Education.

She has over 13 years’ experience working within Human Resources as a Generalist with a focus on Recruitment and Learning and Development. Furthermore, she has taught on the CIPD and HR Apprenticeship Programme since 2009 as an accredited CIPD Tutor and Internal Verifier she is fortunate to have worked with a number of credible Institutions developing, authoring and Internally Verifying content.

She is currently working for Interserve Learning and Employment within the HR Apprenticeship Team.

Alongside this Natasia has her HR consultancy We-are-HR which assists SME’S with Employee Engagement, Recruitment, Talent Management and Learning and Development Initiatives.

Natasia Hieber on LinkedIn
natasia.hieber@interserve.com
natasia@we-are-hr.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising

Facebook: @hr

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

PERFORM- Virtual People & Performance Management

Tue, 29 Sep 2020 23:00:00 -0000

Certainly, this year we have seen the world suddenly have to switch to remote working. As People Managers, this presented a whole new set of concerns and challenges. Consequently, we must now adopt good virtual people and performance management practices. Not easy!

In light of this, we are introducing a brand-new series on Virtual People & Performance Management. This comes as an 8-part short series every Wednesday in addition to our regular HR Uprising Podcasts.

In this week’s show, Lucinda gives an overview of what you should expect to learn. Indeed, how you can apply these lessons to the virtual and non-virtual world. Furthermore, how this series of short Podcasts will help you by utilising her PERFORM Model. This is your People Management 101!

KEY TAKEAWAYS

The Institute of Learning & Management reported that nearly 70% of businesses felt that their managers were not skilled to manage people effectively. However, only 33% of them invested in training.
How do we basically flip our management style which may have been habitually based on informal communication, often in the office, to a different type of communication of virtual people management style?
Certainly, the day to day people management can force us into quite a transactional way of interacting with people. Crucially, this transactional relationship is not the same as one of trust.
Without doubt, the importance of trust, as a people manager, cannot be underestimated. Indeed, one of our recent webinars on performance and trust proved that 80% of respondents felt that a high trust environment directly corresponded to high productivity.
Furthermore, we must ensure people feel connected in their organisation. Without that feeling of connection, your talent retention strategy is compromised.
Nowadays, in a virtual world, things are moving so quickly. Results from our recent surveys prove that one of the biggest development areas HR rated for their line managers, was the ability to set clear expectations. Consequently, we need the ability to make our expectations agile and easily updated to ensure people remain focused.

BEST MOMENTS

‘Managing people is one of the most rewarding and most challenging jobs you can do’
‘The world is now a hybrid virtual working environment. Conserquently, as People Managers we are challenged more than ever before’
‘Prioritise people first, by being human centric, building trust with your people and knowing them as individuals’
‘We must focus on how we can help people to grow and develop in a virtual world’

VALUABLE RESOURCES

Virtual Management Training Course
Virtual People & Performance Management Podcast Short Series Playlist
Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Actus Software resources particularly relevant to this podcast:

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Change Superhero Resources

Training: Virtual Change Superhero Training
Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

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. Certainly, 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.

"When we look up we rise up”

Contact Method

Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

The Joy Of Work - with Bruce Daisley

Sun, 27 Sep 2020 23:00:00 -0000

To mark the milestone of reaching The HR Uprising Podcast Episode 75 and over 50,000 downloads, Lucinda is in conversation with a very special guest to discuss HR & The Joy of Work.

Bruce Daisley is the former VP of Twitter (Europe), and a best-selling author and technology leader, who has dedicated himself to improving workplace culture. Bruce discusses his outlook upon culture and why it matters. Furthermore, he talks about his incredible book, 'The Joy Of Work: 30 Ways To Fall In Love With Your Job Again'

KEY TAKEAWAYS

Certainly, we can create good workplaces for ourselves, and we can all be part of this solution. The power to effect change is in our hands.
HR is a vital method of remaining in touch with the heartbeat of any organisation. Indeed, it allows us to understand the pulse and psychology of the force that keeps our organisations thriving.
The best organisations thrive on decisions that affect change. Furthermore, they create culture intentionally, and the end result is that they become more profitable, and the people there want to do more.
The great leaders are the ones who allow us to be honest - who provide that level of “psychological safety”. Without doubt, this is a critical component in learning, providing an instant feedback loop.
Tough decisions have to be made for each business, from time to time. Certainly, the best HR professionals allow us to make these decisions and execute them in more empathetic ways. In this way, they are invaluable.

BEST MOMENTS

‘HR is the most important function in an organisation. Without exception it should always be a top-table part’
’The best organisations think about every decision and have a policy on it’
‘Hybrid working is a chance to be more people-centric and really change things up’
‘When you can speak honestly, it makes things so much quicker’
’We have to be candid about what we can do and what we can’t do'

VALUABLE RESOURCES

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources:

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Eat Sleep Work Repeat - https://eatsleepworkrepeat.com
The Joy Of Work (Amazon)
Latest Performance Management Blog

ABOUT THE GUEST

Bruce Daisley is a bestselling author and technology leader from the UK. He spent 8 years as EMEA Vice President for Twitter having joined the company in 2012. Prior to this, Daisley ran YouTube UK at Google and he has also worked at Emap/Bauer and Capital Radio.

Daisley frequently speaks about the importance of laughter in the workplace. Indeed, he highlights the benefits of reducing the number of interruptions from emails, the importance of striking the right work-life balance, and the contribution which digital social media is making to our lives. His 2019 book on improving work culture, “The Joy of Work”, was the Sunday Times number one business bestseller in spring 2019 which also went on to be named The Financial Times made it Book of the Month. Professor Sir Cary Cooper described it as ‘a joy to read’ and bestselling business author Dan Pink said it ‘can help transform your work experience’.

Highlighting the importance for improving work culture, his book, “Eat Sleep, Work Repeat”, is a compelling manifesto for an era overwhelmed with work pressures. It was commissioned as a follow-up to his Apple number one business chart topping podcast.

Bruce Daisley grew up on a council estate in Birmingham. He started his working career in fast food restaurants to help him pay his way to become the first member of his family to ever go to university. After dozens of rejections, Bruce landed his first career role by taking a risk and drawing a cartoon CV of his life. Twenty years on, having worked in radio and magazines, he’s made his way to work in technology firms like YouTube, Google and Twitter.

Bruce Daisley on LinkedIn
Bruce Daisley on Twitter

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Introducing The HR Independents Professional Membership Organisation

Sun, 20 Sep 2020 23:00:00 -0000

There’s change afoot in the HR world, with the founding of the HRi, the HR Independents is a community of predominantly self employed HR professionals working together to provide innovative, professional and quality HR services to businesses across the UK.

In this week’s show, Lucinda talks to the co-founders of the HRi, Ruth Cornish and Katy McMinn, about the aims of the group and the reasons behind it. Furthermore, how it may be able to help you!

KEY TAKEAWAYS

Until now there hasn’t been a wealth of support for independent HR professionals. Often we are relied upon to tread the path alone, making mistakes along the way, but learning our way to success.
The HRi offers support through helping with all the practical support needed as an independent, and by offering a voice on behalf of the many thousands of workers not registered with the CIPD.
The membership does not aim to regulate so much as it aims to install a set of standards that are attainable, and desirable across the industry.
Advice offered and accepted on forums is helpful and plentiful, but we must remember that it is subjective advice. The HRi provides a clearing house for information, and always remains non-subjective.
Furthermore, through this body, access may now be more easily granted between independent and employed professionals with the aim of providing collaboration and development.

BEST MOMENTS

‘You can do anything if you set your mind to it’
‘If you work for an organisation, someone has your back. When you’re an independent, that’s less the case’
‘It’s the independent, the entrepreneurial side, the innovative side - that’s what we want to drive forward’
’Bring all that great knowledge together and raise up the profession'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

The HR Uprising LinkedIn Group
How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com
Latest Performance Management Blog
HRi - https://www.hrindependents.co.uk
HRi launch eventbrite
Ruth Cornish LinkedIn
Katy McMinn LinkedIn

ABOUT THE GUESTS

HRi - HR Independents is an exciting new business due to launch on 30th September 2020. It is a membership organisation for HR and People professionals (working independently or stand alone) and a marketplace for businesses to find experienced HR and People Professionals to give them expert advice and competitive advantage.

HRi on LinkedIn
HRi on Twitter
Press:

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

How To Design An Appraisal Process

Sun, 13 Sep 2020 23:00:00 -0000

Inspired by discussion on one of our forums, this week's HR Uprising Podcast episode is all about how to design an appraisal process.

Lucinda shares easily-actionable, practical steps - from pre-planning considerations to execution. Thus, giving you the best ways to design an appraisal process that works for you and your organisation.

KEY TAKEAWAYS

Consider what the current situation is, and think about why you want to change it. Do you already have some kind of appraisal process in place, and if so, what is the problem that are trying to fix?
Look at the environment and culture that currently makes up your organisation. Certainly, this will have an impact on how open and responsive people are to complexity and process.
Furthermore, we must consider the basic need for appraisal in the first place. What purpose does it serve? Are we looking to improve strategic positions, or simply to increase engagement?
In terms of designing the appraisal form, give consideration to the language being used. Is it a backward-looking form, or something more progressive and forward-looking. Indeed, we must give feedback on past achievements as well as provide clear goals for the future.

BEST MOMENTS

‘Just because you’re very familiar with something, doesn’t mean that other people are familiar with it’
’Simplify rather than complicate'
’Simply changing a form or process isn’t going to fix the problem’
‘Managing people does require us to talk to them more than once a year'

VALUABLE RESOURCES

Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Training: Virtual Change Superhero Training
Free Change Toolkit: www.changesuperhero.com

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resource s/
Actus Software resource particularly relevant to this podcast:

Whitepaper: How to Design an Appraisal Process
Appraisal Template
Appraisal Checklist

The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

How To Manage Future Leaders - Masterclass with Greg Kinnaird

Sun, 06 Sep 2020 23:00:00 -0000

This week's HR Uprising Podcast episode is a Masterclass with Greg Kinnaird of Corporate Learning Solutions, who discusses the future of the workplace, and how best we can manage and empower our future leaders.

Among the topics covered are how leaders must adapt and change in order to empower their organisations remotely, the importance of technology in a future workplace landscape, and why the environment is just as important as the work itself.

KEY TAKEAWAYS

The COVID situation has created a “pressure cooker” situation, in which all organisations are being forced to examine every layer of their business in order to see what’s working, and what isn’t.
Certainly, the role of leaders has changed. We are not only trying our best to work remotely, but also to empower our teams and build the trust required in order to let them work without direct sight.
Indeed, emotional intelligence is all about self-awareness. Leaders can often be unaware of the impact they leave on others due to their unconscious bias, or their lack of security in trusting others to operate.
As leaders, the environment itself should be foremost in the mind when assembling our workforce. Productivity can increase exponentially by making sure our teams can work to their strengths due to environmental planning.

BEST MOMENTS

‘COVID has simply crashed the timeline of 2020’

‘It’s not about where you’ve been. It’s about how we’re going to do things in the future’

‘Forget about hierarchies - it’s more about open-source collaborative environments’

‘We need to have flexibility, and work with other people who have those strengths’

‘We close the gaps between bits and bytes'

VALUABLE RESOURCES

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Virtual Change Superhero Training
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Change Superhero Resources
- Book: How To Be A Change Superhero - by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
Latest Performance Management Blog
PWC – Future of Work (2030)
- https://www.pwc.com.au/pdf/workforce-of-the-future-the-competing-forces-shaping-2030.pdf
- https://www.youtube.com/watch?v=JFqge1rvcp4

Deloittes – Human Capital Survey https://www2.deloitte.com/au/en/pages/human-capital/articles/human-capital-trends.html

ABOUT THE GUEST

Greg Kinnaird is the Manager of Corporate Learning Solutions which was founded in 2000 to educate high potential leaders and teams to champion change and innovation. Greg holds a Masters in Business Administration and a degree in Training and Development.

Furthermore, he has over 20 years of experience in Organisational Development, Talent Management and Learning / Leadership Development, specialising in the areas of developing high potential leaders to effectively manage teams and tasks.

Greg Kinnaird on LinkedIn
www.corplearn.com.au

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Real HR Professionals - Implement And Grow Your Skills - with Anette Nance

Sun, 30 Aug 2020 23:00:00 -0000

In this, the third episode in a new series for The HR Uprising – REAL HR, Lucinda chats to real-life HR professionals about their career and lessons learned. Thus discovering the many ways we can raise each other up through shared experiences.

Anette Nance is not only a great example of an HR professional, but also has an incredible backstory, including a former career in the military, a specialism in career coaching, and a degree in psychology. Anette joins Lucinda to discuss her professional journey, the similarities between HR roles in civilian life and the military, and the many lessons she’s learned along the way.

KEY TAKEAWAYS

HR work in the military is surprisingly similar to HR work anywhere. Proper protocols and procedures must be adhered to, and administration is abundant.
Certainly, the problem for veterans who have served in an administration capacity, is the translation of the skills acquired to the civilian landscape of business.
Indeed, making sure we connect and spend time with family and friends helps to keep us focused on why we work the way we do. Furthermore, contextualising our efforts allows us to remain complete in terms of aspirations.
When we take on a role at any company, we must also assume the responsibility of becoming that company’s ambassador, and exhibiting its values in our professional life. It’s important to choose wisely, for this reason.

BEST MOMENTS

‘A lot of the work we did centred around the person’
‘If you do not implement the skills then you will not grow the skills’
‘My inheritance for my children, and my children’s children, is the work that I’m doing now’
‘I want to learn, and continue to talk in a way that is not deficit based'

VALUABLE RESOURCES

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Virtual Change Superhero Training
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE GUEST

Anette Nance is a dynamic professional who is a servant minded leader. She is an Operation Enduring Freedom Marine veteran and served 8 years, honorably. She is currently a Masters of Social Work candidate at the University of Pittsburgh and received her undergraduate degree from Ashford University in Psychology. She has done advocacy work in the veteran space locally and regionally. Through her work she was one of 10 student veterans nominated for the 2020 Student Veteran of the Year finalist in the nation for Student Veterans of America, headquartered in Washington D.C. Her career coaching skills have been instrumental within many professionals' career path. Anette aspires to continue advocacy work and utilize her social work lens in various industries to focus on the importance of people.

Anette Nance LinkedIn - https://www.linkedin.com/in/anette-nance-msw-4402a899/

Anette Nance - https://anettenance.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

REAL HR - with Daniel Bailey

Sun, 23 Aug 2020 23:00:00 -0000

In this, the second episode in a new series for The HR Uprising – REAL HR, Lucinda chats to real-life HR professionals about their career and lessons learned. Thus discovering the many ways we can raise each other up through shared experiences.

This week’s HR Professional is Daniel Bailey, Group Reward Manager at Imperial Tobacco. Daniel is a proven HR professional with specialist skills in reward and recognition in both the public and private sectors.

KEY TAKEAWAYS

It’s important, when creating HR solutions, to consider both sides of the equation. We must consider the human component as well as the health of the business itself.
Much time has been saved during COVD through remote working. But we have also lost countless opportunities by not having offices and workplaces open, as they are a breeding ground for ideas and concepts through social interaction.
Reward people must always understand that a business has the right to counter any suggestion in order to keep the interests of the business in the forefront. It is our job to do the work, but it can not always be followed through upon.
Furthermore, organisations should attempt to back to the fundamentals of pay transparency. The market will always dictate the value of a role, but not always the value of a person and the skill base they bring.

BEST MOMENTS

‘I’m a geek with character!’

‘I’ve been a subject matter expert in reward’

‘Reward people do need to understand that sometimes businesses have to make a commercial decision that doesn’t match with their benchmarking’

‘You could be a rocket scientists driving a bus, but you’re not necessarily going to pay rocket scientists rates’

‘HR is all about that collaboration of ideas'

VALUABLE RESOURCES

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Virtual Change Superhero Training
The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Change Superhero Resources
- Book: How To Be A Change Superhero - by Lucinda Carney
- Free Change Toolkit: www.changesuperhero.com
Latest Performance Management Blog
A Day In The Life Of A Reward Analyst - https://www.cipd.co.uk/careers/career-options/reward-roles/day-in-reward-analyst

ABOUT THE GUEST

Daniel Bailey is Group Reward Manager at Imperial Tobacco. A unique and proven HR professional with strong foundations in Compensation & Benefits and Employee Relations with over 13 years’ experience in large employers in the public and private sectors. Furthermore, Daniel is highly proficient with common software packages and quick to adapt to new and unknown systems.

Daniel Bailey on LinkedIn

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Diagnosing And Influencing Culture

Sun, 16 Aug 2020 23:00:00 -0000

The culture of our businesses is a topic that everyone seems to be fascinated by, but how can we make sure that we are accurately diagnosing the culture that’s already there so that we can influence it for the future? Certainly diagnosing our organisation's culture is key to influencing long-lasting change.

In this week’s episode, Lucinda discusses three models, including the “cultural web” concept, and how it may be necessary for you to also look at the style of the culture in our organisation in order to get the best results.

Valuable Resources

Join the HR Uprising LinkedIn Group
The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'.
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Training: Virtual Change Superhero Training
Free Change Toolkit: www.changesuperhero.com

Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/
Actus Software resource particularly relevant to this podcast:

Infographic: Influence Change

Schemings Model Of Organisational Culture
Understanding The Cultural Web
The HR Uprising Podcast | Apple | Spotify | Stitcher
Latest Performance Management Blog

Key Takeaways

Certainly, culture often operates on a subliminal level. Therefore, we are not always aware of it, and yet it influences us greatly in all areas of life. This is what makes it so powerful.
Furthermore, the deepest levels of culture are the basic underlying assumptions. These are often invisible to us as they are so deep-rooted, but new starters and outsiders often pick up on them immediately.
A culture can be so ingrained that it can hold back our company’s plans for growth. As a result, the best leaders are the ones who recognise that stepping back can benefit the organisation.
Above all, to make a lasting change upon our culture, we need to look at the primary leadership embedding activities. Focus on the people as well as the product of our company.

Best Moments

‘Culture is the collective programming of the mind, distinguishing one group, or category, from another’
‘The function of leadership is the creation and management of culture’
‘They need to recognise that they’re the problem, and make that change or step away’
‘If you carry on reacting in the old way, you’re not going to effective in making a change’

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
YouTube: Channel

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

REAL HR – with Paula Jones

Sun, 09 Aug 2020 23:00:00 -0000

In this, the first episode in a new series for The HR Uprising – REAL HR, Lucinda chats to real-life HR professionals about their career and lessons learned. Thus discovering the many ways we can raise each other up through shared experiences.

This week’s guest is HR professional Paula Jones, Head of People at tech firm, Leighton, who discusses the challenges she enjoys, the benefits of smaller HR teams, and the outlook and mission that drives her own innovative thinking there.

KEY TAKEAWAYS

The key to driving change is to establish good relationships, and getting to know individuals on a bespoke basis. Only then can we ascertain the best and most direct route through conversations.
Working as part of a larger team of HR professionals can have its benefits, such as the ability to communicate and discuss various issues with likeminded professionals. But the larger the team, the less agency we personally find ourselves with.
Change agents work best in smaller teams as it allows them the freedom to implement new measures and communicate more freely with higher levels of management.
Depending on the area in which you work, the talent pool can be smaller. It is therefore even more important to attract and then retain the best that we can find.

BEST MOMENTS

‘I like to see the things that we can put in place that are aligned to our business strategy, and which will make a real difference to people’
‘I embrace change. It’s what makes the world go round’
‘You’re always a smaller cog in bigger organisations’
‘One of the biggest things I’ve found in HR is just having that real belief in yourself'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
The HR Uprising LinkedIn Group
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE GUEST

Paula Jones is head of people at Leighton. Having worked in HR for 25 years she enjoys the full variety of what HR can bring on a day to day basis. Paula is responsible for creating and overseeing the full people agenda, whilst continuing the develop Leighton’s culture, engagement and people focus through what has been a very difficult time due to Covid-19. Furthermore, Paula is in a standalone role and this provides her with a lot of variety.

Paula says that it is important for HR Professionals to support the creation of a great place to work for all colleagues by focussing on the experience they have through the employee life cycle. It’s particularly important as it is such a competitive market.

Paula Jones on LinkedIn

Leighton

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

How To Build Trust

Sun, 02 Aug 2020 23:00:00 -0000

Trust has become an even more vital component in our organisations, now that many companies are trusting their workforce to operate remotely. In this HR Uprising Podcast episode, Lucinda talks about the importance of trust on both sides of the equation, and how we can do our part to build healthy relationships built upon this crucial foundation.

KEY TAKEAWAYS

Trust is the foundation of all successful relationships, and so the level of trust we have in each other depends on our levels of confidence in that person.
Furthermore, trust is founded upon the consistency of actions. By having our standards met, and in some cases exceeded, time and again, we come to rely upon those around us, therefore establishing trust.
Above all, if we wish to develop trust, we must start with ourselves. Therefore, we must have confidence enough to set and achieve small goals.
Certainly, most performance issues are the result of a lack of clarity. If we empower people more by being clear on the goals we hope to achieve, then we build trust on both sides.

BEST MOMENTS

’Trust is that slightly intangible element that’s so vital for healthy relationships and high performing organisations’

‘If we start with trust, then we get the best out of ourselves and others’

’Trust is an output of character and confidence’

‘Empower but don’t abdicate - and definitely don’t micro-manage'

VALUABLE RESOURCES

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Actus Software resources particularly relevant to this podcast:

Infographic: Building Trust as a Remote Manager
White Paper: Managing Underperformance in a virtual world
Blog: The critical link between trust and high performance

The 7 Habits of Highly Effective People by Stephen Covey
The HR Uprising Podcast | Apple | Spotify | Stitcher
Join the HR Uprising LinkedIn Group
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Training: Virtual Change Superhero Training
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Avoiding Burnout - with Robert Bogue

Sun, 26 Jul 2020 23:00:00 -0000

This week’s HR Uprising Podcast episode is a very special masterclass on the topic of burnout and how you can avoid it. Expertly delivered by the CEO of Thor Projects, Robert Bogue, who’s also the author of ‘Extinguish Burnout’, a collection of solutions designed to help everyone identify the root causes, and avoid the “depletion of personal agency” that leads to burnout.

KEY TAKEAWAYS

Certainly, burnout can occur in any aspect of life; home, community or work. Inefficacy, the feeling of not being able to do anything, is what drives burnout, and occurs when we experience the feeling of loss of control or influence.
Stress comes in two parts: the stressor (the thing in your environment that you are reacting to), and the assessment (the impact of the stressor, and your resources for working around it).
Indeed, as HR professionals, we must seek to avoid viewing our workforce as a commodity, or we fail to engage effectively.
We can avoid burnout by focussing on the parts of our lives in which we do excel. Furthermore, if we feel that we are effective at one area, it can reinforce the belief we have in ourselves that we can excel in others.
Our personal agency is topped up three factors:
- The results we achieve
- The support we receive
- The care we take of ourselves

BEST MOMENTS

‘Cynicism is what happens when you no longer feel you can control or influence a situation’
’Stress is a payday loan!’
‘You don’t have to like a behaviour, but you don’t have to let it affect how you view yourself’
’The way that we truly evaluate and end up in burnout, is that we look at the past'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Extinguish Burnout by Rob and Terri Bogue
www.extinguishburnout.com
Actus Software resources particularly relevant to this podcast:

The HR Uprising Podcast | Apple | Spotify | Stitcher
The HR Uprising LinkedIn Group
Change Superhero Resources

Book: How To Be A Change Superhero - by Lucinda Carney
Free Change Toolkit: www.changesuperhero.com

Latest Performance Management Blog

ABOUT THE GUEST

Robert Bogue has a driving passion for delivering solutions through both teaching and learning. His drive for resolving problems is fuelled by his creativity and innovation to find solutions that others cannot. A business owner and community leader for over 10 years and 17-time Microsoft MVP, he has authored 27 books and edited over 100 additional books. He knows how to ignite engagement, stop from burning out, and freeze a snowballing conflict in its tracks.

Thor Projects - https://thorprojects.com
Robert Bogue on LinkedIn

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Practical Persuasion Strategies

Sun, 19 Jul 2020 23:00:00 -0000

In this episode, Lucinda continues on the topic of communication, through analysing the ways in which we can be more persuasive and therefore able to channel our “inner sales person”. Indeed, by doing so, we can make positive, necessary changes to our workplaces and teams. Let's discover the practical persuasion strategies to influence change in our organisations.

KEY TAKEAWAYS

Certainly, people who are more successful in persuasion, are the ones who understand what motivates us. It is by tapping into these motivations, as well as through the use of selected language, that we can gently focus others onto new objectives.
Authority must always be seen as credible, but not overbearing. Indeed, human beings do not like feeling as though change is being forced upon them by a higher power.
We are growing ever more influenced by our peers, as well as being influenced by the opinions of those we consider to be similar to ourselves. Certainly, utilising social persuasion is an incredibly powerful tool.
Above all, rapport must be authentic. We cannot hope to create a relationship through the use of artificial means. By doing so, we appear as manipulative. Furthermore, people instinctually react against this feeling.

BEST MOMENTS

’This is really about the colour of our communication, in terms of language’
‘We should be choosing an authority that is relevant to that audience’
‘You need to explore what “good” looks like for both parties’
‘Manipulation has the opposite effect’

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

The HR Uprising LinkedIn Group
Actus Software resources particularly relevant to this podcast:

Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/
Free Change Superhero Toolkit: www.changesuperhero.com
Lucinda's Book: How To Be A Change Superhero - by Lucinda Carney
The HR Uprising Podcast | Apple | Spotify | Stitcher
You may also be interested in this HR Uprising Podcast: Practical Wellbeing Strategies

The Principles Of Persuasion by Dr Cialdini - https://www.influenceatwork.com/principles-of-persuasion/

Patrick Lencioni on motivation - https://www.thegrowthfaculty.com/blog/crisisleadershiptipspatlencioni

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Breaking The Stigma Of Mental Health - with Andy Salkeld

Sun, 12 Jul 2020 23:00:00 -0000

This week’s special guest is Andy Salkeld, the author of ‘Life Is A Four Letter Word’, a mental health survival guide for professionals, who joins Lucinda to talk about his own journey through mental health challenges and how we should be breaking the stigma of mental health. Furthermore, Andy shares how he used those experiences to write his highly insightful book, and how we can take those lessons and translate them to our own workplaces.

KEY TAKEAWAYS

We always seem to introduce ourselves as what we do, instead of who we really are. Indeed, we often find the truth about people to be overwhelming, and yet the truth reveals the person.
Certainly, in the workplace, success is often based around competitiveness. We are gently urged to be the best and most accessible version of ourselves. But this can come at a price: the loss of identity.
Often, mental health issues are kept hidden because those with issues do not perceive that the workplace will be friendly to these concerns. It’s about changing that perception, and making everyone feel as though these challenges will not count against them.
White label solutions will not repair the damage of stigmatisation. We need to act with integrity, and create holistic solutions that alter the culture in the workplace, along with the perception that speaking out will not stigmatise.

BEST MOMENTS

‘Life is one of two halves - so here’s the other half…'
‘You have to stand out in the ways that the business wants you to stand out - not necessarily in the ways that you want to stand out’
‘It’s a pressure-cooker of competition’
‘People are the most valuable asset in the business'

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
www.changesuperhero.com
HR Uprising Mastermind - https://hruprising.com/mastermind/
Andy Salkeld - https://andysalkeld.com/our-team/andy/ Life Is A Four Letter Word by Andy Salkeld
Latest Performance Management Blog
Additional resources here:

ABOUT THE GUEST

Andy Salkeld describes himself as living a life of two halves. At least he did until he almost ended them both.

Andrew Salkeld is a Chartered Accountant and member of the ICAEW. He trained at PwC specialising in Corporate. Following his move into industry he focused on business intelligence and analytics. Now, after numerous industry positions he is a Finance Director at a Leeds based tech business with ambitions of helping the high-street fight back.

Sounds pretty good doesn't it? Sounds like he has it all figured out!

But there's two halves to this story.

Andy was diagnosed with depression a number of years ago. Following various events, he became suicidal and wanted to end everything. His life now has an almost end. He is medicated and regularly speaks to a therapist. Indeed, he does what he can to survive and now shares his story and experience with people all over the world in the hope that those that might be struggling and are too afraid to talk about it, like he once was, know that they are not alone. Andy first shared his story in Breaking the Stigma and has since gone on to publish it in Life is a Four-Letter Word.

Andy describes himself as a geek. He loves board games, pop punk and ska music, enjoys cooking and being creative. He lives with his cat Pika and tries to enjoy life in the present, rather than worrying about the past and the future. Still everything from that first introduction. It just isn't what defines him anymore.

Andy Salkeld on LinkedIn
Andy Salkeld on Twitter

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Practical Wellbeing Strategies

Sun, 05 Jul 2020 23:00:00 -0000

Practical Wellbeing Strategies are essential now, more than ever. In this HR Uprising Podcast Episode, Lucinda shares several of her most effective strategies for managing the wellbeing of our team, and ourselves.

Certainly, effective wellbeing management is likely to be one of the main responsibilities for all HR professionals. Empower yourself with this set of tools and strategies, to be one step ahead as we navigate this new corporate landscape.

KEY TAKEAWAYS

We should seek to de-stigmatise mental health issues as soon as we can. Furthermore, great organisations know that businesses perform better when our staff are healthy, motivated and focussed.
Always be prepared and willing to ask for help if needed. Indeed, asking for help is not a sign of weakness. Allowing another to help you empowers them, and passes along permission for them to do the same if they need to.
Certainly, keeping active is an important element in reducing stress lifting spirits. As leaders, encourage your teams to be more active, and more than once a day.

BEST MOMENTS

‘Mental health issues are very much falling into a black hole’
‘We must help staff to feel that they are valued and supported’
‘If we’re focussed and energised, we can often achieve a lot more'
‘Ask how people feel, and most importantly listen to the answer'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Getting Comfortable Talking About Race With Umar Zamman

Sun, 28 Jun 2020 23:00:00 -0000

This week, Lucinda talks to Umar Zamman about the fundamental need to get comfortable talking about race. Umar is the Director Of Human Resources and Organisational Development at Sheffield Hallam University, and a Board Member of the ACU International HR Committee. Sharing his wealth of knowledge, he discusses the all-important subject of inclusion and diversity in the workplace. Furthermore, how companies can empower and fortify themselves by being progressive enough to begin the most valuable of conversations about race.

KEY TAKEAWAYS

Certainly, many companies don’t feel comfortable enough about holding conversations about racial equality and diversity. But by not doing so, they dilute their potential through non-inclusivity.
Emotional intelligence can play a huge part in diversity recognition. Indeed, it is not discrimination at the heart of conflict, but poor judgment and ineffective leadership.
Indeed, inclusive leadership is not restricted to management positions. It is a task and responsibility that we should all adopt. Only by widespread acceptance and deployment can we hope to effect lasting change.
Diversity in any organisation is nothing but beneficial. Furthermore, by increasing the life experience in any given decision, we increase the richness of the decisions being made.
Without doubt, as HR professionals, it is incumbent upon us to acknowledge and educate ourselves about the many different cultures around us. Furthermore, we must challenge behaviours that seek to discriminate against them.

BEST MOMENTS

‘Organisations sleepwalk into major problems’

‘Getting great leadership shouldn’t be dependant on the colour of your skin’

‘People are saying the right things, but they’re not doing the right things’

‘I see diversity as a business benefit’

‘Don’t paper over the cracks of racial equality'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Latest Performance Management Blog

ABOUT THE GUEST

Umar Zamman is the Director of Human Resources & Organisational Development at Sheffield Hallam University, responsible for the HR, OD, Leadership Development, Payroll, Pensions and EDI agenda for over 5500 staff and is part of the senior leadership group. Furthermore, he has experience of working in a numbers of sectors and has held senior executive roles in Higher Education, NHS, Fire & Rescue Service, Policing and the Civil Service where he was an advisor in private office to the Home Secretary and senior civil servants. He has led national and international projects on culture change, leadership and EDI and is focussed on integrating EDI into all HR and OD practices.

Umar is also a accomplished conference speaker at an national and international level. He has keynoted at conferences in UK, Turkey, USA, Canada, Jamaica, Denmark and India. He has also held non- executive director positions on a number of Boards, including the national executive of Universities HR (UHR) and is currently on the UK representative on the Board for the Association of Commonwealth Universities International HR Steering Committee.

Umar Zamman on LinkedIn
Umar Zamman on Twitter

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Jennifer McLure - Being The Spark

Sun, 21 Jun 2020 23:00:00 -0000

Jennifer McClure is one of the most recognised names in the world when it comes to People Professionals. She joins Lucinda in this episode of The HR Uprising to discuss the value of 'being the spark' to effect change.

As a corporate HR leader, an executive, an executive search consultant, and a coach, Jennifer’s experience and wealth of knowledge is widely recognised. Indeed, it has seen her named by The Science of Digital Marketing as one of the Top 50 Keynote Speakers with The Most Online Influence. Jennifer shares her experiences with Lucinda whilst they explore the incredible opportunities and advantages we have as people leaders in our ability to effect change. Furthermore, they discuss the value of 'being the spark' behind impactful progress within organisations.

KEY TAKEAWAYS

Certainly, HR professionals and people leaders have the most incredible opportunities to make impactful change. They are often involved in every department, and on a personal basis with every member of the workforce.
A main goal should always be to help others to understand the meaning of thinking strategically. Indeed, to think strategically is to always prioritise the needs of the business first.
HR leaders will assess and evaluate the prospects of business in every key area, then collect that data and interpret it for a leadership team, along with recommendations for action.
For anyone in a leadership or coaching position, there is always a huge component owed to personal experience, thus shaping and defining the leaders we have become.

BEST MOMENTS

‘I believe that HR and people leaders have the best position in the organisation to make that impact’

‘We have to really understand what being strategic means’

‘I have to be aware of what’s going on around me. I have to look into the future’

’Not only am I able to share my experience. I’m able to learn from others'

‘There are too many people out there telling us what we’re doing wrong’

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Jennifer McClure - htt ps://jennifermcclure.net/about/

Learn more about DisruptHR -> https://disrupthr.co/about/

Prepare for Impact -> https ://jennifermcclure.net/prepareforimpact

ABOUT THE GUEST

Jennifer McClure is CEO of Unbridled Talent LLC & DisruptHR LLC.

Jennifer is a speaker and coach who works with leaders to leverage their influence, increase their impact, and accelerate results. Frequently recognized as a global influencer and expert on the future of work, strategic leadership and innovative people strategies, Jennifer has decades of in-the-trenches leadership and executive experience working in a variety of industries.

She is also the Chief Excitement Officer of DisruptHR, a global community moving the collective thinking forward when it comes to talent in the workplace, and the host of Impact Makers with Jennifer McClure – a podcast designed to help leaders change the world while building careers that they love, and lives that matter.

Impact Makers with Jennifer McClure - https://jennifermcclure.net/category/podcast
Jennifer McClure on LinkedIn
Jennifer McClure on Twitter

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

2020 HR Challenges

Sun, 14 Jun 2020 23:00:00 -0000

In this weeks HR Uprising Podcast, Lucinda addresses the key challenges HR are facing in 2020. Following a webinar on the subject, Lucinda saw the need to further explore the HR Challenges that have evolved over the past 12 months. Furthermore, she focuses on the most pressing concerns in the industry now (based on the interest in past episodes), and why the months ahead will prove that there has never been a more important time to be an HR professional.

KEY TAKEAWAYS

Certainly, by developing the knowledge and skills we need to take our businesses forward, we as professionals will attain the respect that our profession has always deserved.
Unsurprisingly, one of the most contentious topics for most professionals right now, are the many ways that we can manage home workers, the correct procedures for furlough, and how to grapple with such widespread change.
Without doubt, it’s a complicated world right now, and the best that any of us can do is to reach out and collaborate more. Together we can rise up, and take the profession up with us.

BEST MOMENTS

‘It’s about demystifying jargon and sharing knowledge’

’HR has never been more important in business’

‘During this period of reflection, we should be reviewing our mission and values’

’The more we understand the mentality of the people we work with, the better value we’re able to provide’

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Addressing the Challenges of a 2020 People Professional - CIPD Festival of Work 2020

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

How Empathy Can Help Organisations to Thrive

Sun, 07 Jun 2020 23:00:00 -0000

This week, Lucinda is joined by Chris Yates and Linda Jingfang Cai, the co-authors of the incredible ’Share: How Organisations Can Thrive In An Age Of Networked Knowledge, Power and Relationships’ to discuss the importance of empathy, and how it can help us to successfully diagnose and enhance the culture within our businesses.

KEY TAKEAWAYS

There has been a recent tensions between the human-centric approach and the rise of technology in the workplace.
Human beings are naturally wired to be empathic creatures. And yet the need for higher levels of productivity has caused the implementation of processes designed to strip away that element of ourselves.
By reclassifying our workforce as co-citizens, we can slowly recalibrate the hierarchy that seems to set senior level management apart from the people who drive our success.
Your approach to change should never be through a single channel. Implementing change is a multi-faceted project and will require many different ways of thinking.

BEST MOMENTS

‘We’ve seen amazing stories about how people connect on a human level’

’There is empathy everywhere. People bond naturally’

‘Instead of thinking about employee satisfaction, what if we thought about it as citizenship?’

‘It’s about discovering, defining, developing and deploying'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Chris Yates LinkedIn - https://www.linkedin.com/in/christopher-yates-5932226/

Linda Jingfang Cai LinkedIn - https://www.linkedin.com/in/linda-jingfang-cai-61b0582/

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE GUESTS

Chris Yates is the General Manager of Learning & Development at Microsoft and is the co-author of Share: How Organizations Can Thrive in an Age of Networked Knowledge, Power and Relationships (Bloomsbury, 2020). Previously he was the Chief Learning Officer and Head of People and Organizational Development for Caterpillar Inc. and has served in senior roles at HSBC and American Express. He specializes in organizational design, leadership development and the management of large-scale change initiatives. Along with Pooja Sachdev, he was the co-author of Rewire.

Linda Jingfang Cai is the Global Head of Learning and Talent Development at Aon, and is the co-author of Share: How Organizations Can Thrive in an Age of Networked Knowledge, Power and Relationships (Bloomsbury, 2020). She has decades of experience in HR strategy, organizational development and change management through a range of roles in the UK (HSBC and Diageo), US (State Farm) and Asia (Hay Group and McKinsey). Born in Shanghai and a Chinese native, Jingfang completed an MBA at London Business School and is now based in Chicago.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Influential Communication With 4MAT - solo episode with Lucinda

Sun, 31 May 2020 23:00:00 -0000

As many of us are now working remotely, the need for clarity and influence in our communications has never been more important. Indeed, how can we ensure that we are able to successfully communicate with our remote teams? The answer may lie in the use of a system known as 4-MAT.

In this weeks HR Uprising Podcast Episode, Lucinda discusses how, in the absence of face-to-face communication, we can ensure that we are able to maintain sensitivity and empathy when communicating with an anxious workforce on delicate subjects. Furthermore, how using a system like 4-MAT can help us to avoid incomplete and confusing messages.

KEY TAKEAWAYS

Certainly, individuals tend to fill in the gaps when it comes to incomplete communication. Unfortunately this can result in a spread of misinformation, and raise further questions.
The four questions we tend to ask ourselves when presented with change are:
- Why is change occurring?
- What exactly are we going to do?
- How will these changes take place?
- What if we do this, and what if we don’t do this?
Communications often come in the form of “What” and “How”, but fail to deliver the “Why” and “What If” sections, meaning that much can be left to interpretation.

BEST MOMENTS

‘We as individuals, ask four questions whenever we receive a piece of information’

‘“Why" is such a critical motivator of behaviour’

‘If you communicate effectively, new information becomes much more palatable’

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

To book your place on the CIPD Virtual Festival Of Work, go to https://www.festivalofwork.com/book/

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Questions For Recovery – with Rebecca Ray of The Conference Board

Sun, 24 May 2020 23:00:00 -0000

This week, Lucinda talks to Dr Rebecca Ray, Executive Vice-President of Human Capital at The Conference Board. The Conference Board is a non-profit international research body focussing on helping leaders address societal challenges.

Asking the questions for recovery, after the COVID-19 crisis, Dr Ray discusses the challenges she faces as a people professional. Furthermore, how we must reshape the workplace in the wake of lockdown. Indeed how we must explore wellbeing, culture, and the tools that can help us to think more holistically about organisational support.

KEY TAKEAWAYS

Instead of asking if we can return to normal, we should be considering whether returning to “normal” is even a viable option.
Indeed, as people professionals, we need to be incredibly vigilant about the available resources regarding wellbeing and mental health, but also to encourage our people to talk about the way they are feeling.
Without doubt, it is incumbent upon us to remind leaders where possible, that vulnerability and humanity are vital skills going forward. Certainly this will lead to a greater trust and empathic connection.
Recruitment is now an opportunity to reshape the areas of the business that may have weakened, and simultaneously strengthen the areas in the most demand.
On-boarding and continual support, are essential elements in ensuring that, especially with new digital employees who work from home, culture is communicated and embraced.

BEST MOMENTS

‘On-boarding now has to be completely re-thought'

‘If you’ve mastered the core skill of empathy, that’s really going to come to the forefront right now’

‘We’ve never been more important, or more relevant, than we are right now’

‘I’m a big fan of getting the culture right’

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher
COVID-19 Human Capital Resource Hub - https://www.conference-board.org/topics/covid-19-human-capital-responses
https://www.conference-board.org/publications/reset-and-recovery-planner
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
changesuperhero.com
HR Uprising Mastermind - https://hruprising.com/mastermind/

ABOUT THE GUEST

Rebecca Ray, Ph.D., Executive Vice President, Human Capital, is responsible for member engagement and the quality of all Human Capital offerings including research. Additionally peer learning networks (Councils), digital media, conferences and events. Formerly an award-winning practitioner for several Fortune 50 companies, Rebecca contributes to Forbes and is often featured in business/trade media (Wall Street Journal, South China Morning Post, Harvard Business Review, The Economist, Chief Learning Officer, HR People + Strategy (HRPS) and Talent Management).

Dr Rebecca Ray at The Conference Board - https://www.conference-board.org/bio/rebecca-ray
Dr Rebecca Ray LinkedIn - htt ps://www.linkedin.com/in/rebeccalearay/

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Catalysts of Culture - Masterclass with best selling author Julie Ann Sullivan

Sun, 17 May 2020 23:00:00 -0000

In this weeks HR Uprising Episode, Lucinda is joined by special guest Julie Ann Sullivan. This Catalysts of Culture Masterclass explores the power of culture, and how we can be more engaging as leaders and change agents.

Julie Ann has a background in psychology, and has devoted her life to discovering all she can about human behaviour. Consequently, she has been sought after by such organisations as McDonalds, Duquesne University and Bayer US. Today, Julie Ann brings her considerable knowledge to The HR Uprising Podcast!

This HR Uprising Masterclass was recorded before Lockdown.

KEY TAKEAWAYS

The number one superpower that any professional can have is communication. Not just talking and projecting, but also active listening. It is an art in itself.
Indeed, leaders are engaging in a much more effective way by humanising themselves, and presenting a vulnerable, humble side to their workforce. Furthermore, by showing that we can’t possible know it all, we create a greater sense of engagement.
The four tenets that make up the Power Of More are:

Mastery
Open-mindedness
Reconnection
Environment

Values are best instilled through consistency and repetition. Furthermore, incentivising the adoption of your values can lead to remarkable gains in terms of culture.
Certainly, deepening self-knowledge is a lifetime pursuit that allows us to look past the container of knowledge. Thus allowing us to see the knowledge itself without judgment.

BEST MOMENTS

’The power of more needs to be built into the fabric of our culture'

‘Change is like a dirty word to people, but it doesn’t have to be that way'

‘Culture is not a one-and-done’

’The new sexy word for leadership is “vulnerability”’

‘You can’t change anything until you recognise it'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Julie Ann Sullivan LinkedIn - https://www.linkedin.com/in/julieannsullivan/

Julie Ann Sullivan - https://julieannsullivan.com

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

To attend the virtual book launch, and to take advantage of the book's special offer price, please visit https://hruprising.com

ABOUT THE GUEST

Julie Ann Sullivan, The Queen of Culture, is the founder of Learning Never Ends, whose mission is to change the world to better communicate, collaborate and cooperate, one person at a time. Indeed, her diverse background gives her a unique perspective as a business culture expert. She earned a BA in Psychology and an MBA in Accounting, earning the designation of CPA. Furthermore, Julie Ann is an international best-selling author. and her current book is titled, Catalysts of Culture – How Visionary Leaders Activate the Employee Experience. She also is host to Mere Mortals Unite and Businesses that Care podcasts. When Julie Ann is not speaking, training, coaching or podcasting, she lives in Pittsburgh with her wonder dog, Joy.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Supporting Individuals Through Change

Sun, 10 May 2020 23:00:00 -0000

By entering the period of COVID-19 lockdown, we all experienced an intense and sometimes stressful period of change. Indeed, many haven’t seemed to consider that we are also headed for another period of change as we transition back to normal life

In this week’s episode, Lucinda discusses her own experience on the change curve. Furthermore, she explores the key points of change and how we go through it. Additionally looking at the possibilities of what the “new normal” could mean.

KEY TAKEAWAYS

Certainly in the HR sector, change has been drastic and widespread. New laws, methodologies and guidelines have swept in. Consequently, this has caused us to completely re-evaluate our working lives going forward.
Never mistake silent denial for silent commitment. For example, don’t assume that someone has bought into something merely because they have not voiced an objection or opinion.
Concerns raised in the workplace must always be at least acknowledged and heard. Indeed, activating a conversation will cause the person to self-regulate through the change curve.
A different future requires a different vision. Certainly, we cannot hope to rush out to a new normality with no changes in place. Look for personal benefits to the many.

BEST MOMENTS

‘Change is something that’s always been with us, but never so strongly as in 2020’

’This is a great opportunity to be a “change superhero” in your own right’

‘Dismissal leads to denial’

‘We have found ways of being effective. The paradigm has been blown'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR Uprising Mastermind - https://hruprising.com/mastermind/

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

To attend the virtual book launch, and to take advantage of the book's special offer price, please visit https://hruprising.com

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Managing Returners Masterclass with Lisa Carver

Sun, 03 May 2020 23:00:00 -0000

After conducting extensive studies into the effects of workers returning after long absences, executive coach Lisa Carver has become one of the foremost authorities on managing returners effectively.

This Episode: Managing Returners Masterclass – with Lisa Carver

In this week’s show, Lisa joins Lucinda to deliver a masterclass on how to best reintegrate workers who have been away from business for some time. They discuss the effects on both worker and company. Furthermore, it is a conversation that’ll ensure you’ll be better equipped to deal with the return of furloughed workers in the wake of the COVID-19 quarantine period. Indeed, managing returners for any period of absence.

KEY TAKEAWAYS

Studies have shown that over 50% of workers who leave a company within two years of taking maternity leave. Interestingly they did so because of the lack of support they were shown during their leave.
Certainly, the psychological implications of going on leave are very rarely considered. We go from spending half our lives in a working environment, and then having that social factor removed entirely for a length of time.
Identity is a crucial factor in re-integrating staff. Often, the roles we once considered vital can become redundant when left empty for a time. We need to ensure we separate the person from the role.
Without a doubt, communication is key through prolonged absence. Furthermore, we need to make sure we do not create a void where the sense of routine and the feeling of an open channel slowly disintegrates.
The quarantine has highlighted many areas in which our companies have failed, but also how they can operate more efficiently. Certainly, flexible working will be widely adopted, going forwards.

BEST MOMENTS

‘It’s like suddenly transitioning to a long-distance relationship’

‘Absence can lead to a loss of identity’

‘Communication gives them something to hold on to’

‘Be mindful of what your employees are going through'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

HR Uprising Mastermind - https://hruprising.com/mastermind/

Lisa Carver LinkedIn - https://www.linkedin.com/in/lisa-carver/?originalSubdomain=uk

Carver Coaching - www.carvercoaching.co.uk

Carver Resources - https://www.carvercoaching.co.uk/resources

ABOUT THE GUEST

Lisa Carver is a leadership coach who supports people to excel at work, whilst they navigate change and turbulence. Skilled in coaching individuals and teams, Lisa has a passion for people. Indeed, she has a talent for understanding what motivates and drives them to be happy and successful.

Certainly, Lisa is driven to help organisations to support employees through personal or professional change. Whether that might be supporting returners, or those in highly pressured leadership roles during organisational change. Furthermore, she conducted research to establish ‘best practice for maternity returners’ between 2018 and 2020. This helps organisations’ develop their support, ensuring success and retainment of staff.

Her last ‘employed’ role was the UK MD of a Bertlesmann company (Gruner & Jahr UK). Prior to this she was at H.Bauer, BBC Worldwide and Dennis Publishing. She launched Carver Coaching in 2017. Lisa has 3 children and lives in West Byfleet, Surrey. She splits her time between her clients in Surrey and the rest of the UK.

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Neuro-Linguistic Programming Masterclass with Fran Trousdale

Sun, 26 Apr 2020 23:00:00 -0000

Neuro-Linguistic programming (NLP) is the practice where users can connect neurological processes to linguistic processes through behaviour, and subsequently use this “programming" to achieve specific goals.

Fran Trousdale is one of the finest practitioners of Neuro-Linguistic programming (NLP) in the HR industry. Furthermore, by using her knowledge of the system, she has been able to revolutionise her approach to create effective, and long-lasting HR systems.

In this episode, Fran certainly delivers a powerful, practical masterclass in NLP, and demonstrates the many ways in which it can revitalise and empower your workforce.

KEY TAKEAWAYS

Without doubt, the use of NLP techniques in every moment of life can help to subconsciously and consciously develop our communication and interaction skills. In HR, it can serve to provide certainty across many outcomes.
Above all, the basis for NLP in HR is to always begin by examining the intent behind the purpose. We need to visualise the positive result, or the win-win. Apply the techniques of NLP to achieve it!
Certainly, too many HR professionals seek to cure the symptoms of a problem. However, we should focus on the root cause. This creates lasting change that will prevent future symptoms from appearing.
Simple alterations such as the word “and” instead of “but” during feedback, can charge your comments with positivity instead of negativity.
Reframing is the process of taking your subject outside of their current perspective and allowing them to see the many positive outcomes without remaining emotionally involved.

BEST MOMENTS

‘It’s good to remember that there’s always a person at the end of the process’

’NLP is how we use the mind’s own language to create more consistent, positive results’

‘If everyone sees the bigger picture, then it allows everybody to engage with the process’

‘You’re either someone who makes life happen, or you’re somebody that life happens to'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

HR Uprising Mastermind - https://hruprising.com/mastermind/

ABOUT THE GUEST

Fran Trousdale works at both strategic and operational levels. She provides coaching and support to senior and middle management to apply the right solution, at the right time whilst ensuring consistency and objectivity. In addition, Fran offers commercial verses legal compliance-based solutions depending on the employer’s appetite and value system.

Experienced in managing change projects of up to £18m, Fran is certainly output-driven and results orientated. Moreover, Fran applies realistic and pragmatic solutions whilst allowing individuals to feel supported and listened to. She can positively wrap the most difficult of messages without undermining the employment relationship as well as assisting managers and employees to understand how they can remove any impasse; all whilst encouraging individuals to learn and laugh.

Furthermore, Fran has over 20 years’ experience of working within public, private, manufacturing, medical & service sectors. The past 15 years has involved working at HR and senior management level. Her no-nonsense and proactive approach is described as refreshing and innovative by managers, employees, and union representatives with whom she engages.

Connect with Fran Trousdale on LinkedIn
Integral HR

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Engagement Surveys Masterclass with Rhiannon Stafford

Sun, 19 Apr 2020 23:00:00 -0000

Surveys can only give us the briefest of glimpses into the current thinking of an employee. The results can depend on how they feel at that moment in time, rather than a true reflection of their entire experience..

Please note that this episode was recorded prior to the Coronavirus quarantine

In this HR Uprising Masterclass, Rhiannon Stafford from Blue Grape Talent joins Lucinda to deliver an invaluable masterclass on the subject of engagement surveys.

When answering “What’s wrong with Engagement Surveys?” They explore questions like “Is employee engagement the same as an employee survey?” and “How do we measure employee experience?”

Rhiannon is a specialist in people development through culture improvement and improving human relationships using fresh ideas.

With people at the heart of her mission, Rhiannon is well-placed to give advice on the best ways for any organisation to engage proactively with their workforce, and by the end of this week’s podcast episode, there’s every chance that your thinking around the subject will be revolutionised.

KEY TAKEAWAYS

Being engaged is the output, it is the expression of our experience. The experience is the sum total of all thoughts and interactions with the employer.
Surveys can only give us the briefest of glimpses into the current thinking of an employee. The results can depend on how they feel at that moment in time, and does not necessarily encapsulate their entire experience.
Small transactional changes can never truly address the issues surrounding employee engagement. They are only ever short-term fixes.
Successful surveying is based around the individual. It can never be one-size-fits-all. We must ensure, as HR professionals, that we never become to overwhelmed by the survey itself, to focus on the individual.
Instead of spending budgets on employee surveys, are there any other areas, such as management development, that could benefit employees even more?

BEST MOMENTS

“Engagement and experience are really at the heart of what we believe in”

“Let’s pull back the layers of engagement”

“A big part of engagement is motivation”

“Engagement comes in shades. It’s never good or bad, or black and white”

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

HR Uprising Mastermind - https://hruprising.com/mastermind/

Blue Grape - https://bluegrapetalent.co.uk/about-us/

rhiannon@bluegrapetalent.co.uk

Rhiannon Stafford LinkedIn - https://www.linkedin.com/in/rhiannonstafford-bluegrape/?originalSubdomain=uk

ABOUT THE GUEST

Rhiannon Stafford is an Organisational Development Consultant running her own business Blue Grape Talent. She helps organisations improve their business performance by developing their leadership, engagement and talent. Looking at things differently, she likes to find new and innovative ways of doing things, and getting the most out of people.

Connect with Rhiannon Stafford on Linkedin
Blue Grape Talent

ABOUT THE HOST

“If you look up, you rise up”

CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Diversity & Inclusion Takeaways From Covid-19 - Conversation With Baljit Kaur

Sun, 12 Apr 2020 23:00:00 -0000

In this HR Uprising Podcast episode, joining Lucinda is Baljit Kaur, a highly successful business consultant. She also aides organisations in increasing and strengthening diversity in the workplace. Baljit Kaur leads this masterclass on diversity and inclusion, as well as discussing how the current climate created by Covid-19 has affected this topic.

Fortunately, in response to the crisis, we have certainly seen an outpouring of humanity and benevolence in all areas of life. The question now becomes, how do we maintain this new spirit when work resumes? And above all, why weren’t these values more visible all along?

KEY TAKEAWAYS

Many of us are social animals. Therefore, a hidden risk among the new “homeworking" model being adopted by companies is that isolation may be having a detrimental effect on mental health.
Men taking time off from work is regrettably frowned upon, despite gender equality being a huge cause in modern society. Certainly, quarantine is giving fathers a much-needed chance to reconnect with their home life.
Above all, communication channels must be engendered within the framework of every company. Only through non-judgmental inclusivity and understanding can this generation of business be made more diverse.
During this current crisis, the guidance for people of a certain age may result in reinforcing ageism as a form of discrimination/With the current guidance regarding people of a certain age, we may be in danger of reinforcing ageism as a form of discrimination. Ageism is currently one of the only remaining discriminatory acts left to breed in the workplace.
We must encourage intrinsic self-motivation, reflection and thought, in order to encourage attitudes to change. And as a result, a shift in workplace culture.
In order to measure successful inclusion, decide first on the goals you wish to achieve in terms of diversity. After that, understand the root causes of the problems, and then convert these causes into key objectives for your organisation.

BEST MOMENTS

‘Organisations have a responsibility to think about how they can effect change’
‘Ageism seems to be the most acceptable form of discrimination in the workplace’
‘In all that we do, feedback and challenge is really important’
‘We’re mis-recognising talent based on the biases that we hold’
‘Look to take this opportunity to refocus on diversity and inclusion'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher