Nine To Thrive HR

Conformity is a productivity killer. In this podcast, Harvard professor and author of Rebel Talent: Why It Pays to Break the Rules at Work and in Life, Francesca Gino, reveals how letting employees rebel is key to creating an authentic, mission-driven organization. And it doesn’t take much – from language to behavior, getting comfortable with discomfort is a critical skill for the future. Learn about real-life examples of non-conformity in action, and how that has translated to efficiency, employee engagement, and company success.

To learn more about the 2017 Learning and Leadership Development Conference please visit: http://www.hci.org/lld-conference/2017

Your company will produce the best business results when it’s learning and talent management processes are top notch. Before development of processes begins, you must know where you stand and which strategies are needed to push maturity forward.

SumTotal, a Skillsoft Company designed five stages for companies to use while advancing your company’s level of maturity. Skillsoft’s research says that the more mature organizations are, the greater the importance, agility and execution of strategy can be. The 5-stage model takes time, and must be followed in Skillsoft’s recommended order. For the most desired business results, remember to stay on path, to never give up and to be patient as transformation takes over your business’s maturity.

In this podcast, Skillsoft’s Senior Director of Business Strategy and Transformation shares the right moves to make if you’re looking to up you level of maturity.

To learn more about this Webcast and future Webcasts please visit: http://www.hci.org/lib/charting-what-s-next-your-learning-talent-strategy

To learn more about the underwriter of this podcast please visit: http://www.sumtotalsystems.com/

Fifteen years after the launch of her first book, Fierce CEO, and founder Susan Scott has revised Fierce Conversations, which is inspired by more than 10,000 hours of talks with CEOs and senior executives. Fierce conversations, Scott believes, help us achieve success professionally and personally. Different than communication, conversations put the most important issues on the plate, perhaps a problem to solve or a decision to make.

From the first book launch to present, Scott’s seen changes in technology, feedback, performance management and employee engagement.

Listen to this podcast for Scott’s advice on doing what works when it comes to conversations – specific exchanges that reveals the real state of issues and problems. Scott also shares the way to overcome barriers to meaningful conversations, and how we must step up the plate. Our approach should help us overcome problems, by saying what is real in a way that will be heard and be helpful to organizations and their teams.

To learn more about this Webcast and future Webcasts please visit: http://www.hci.org/lib/get-curious-3-leadership-techniques-foster-diversity-thought

To learn more about the underwriter of this podcast please visit: http://www.fierceinc.com/

What do General Motors and the Titanic have in common? We won’t give the riddle’s solution away, but we’ll tell you that it has to do with speaking up when you know potential problems lurk. Unfortunately, too many companies operate with a risky ‘Culture of Silence’ – a phenomenon in which employees willfully withhold information. The silence sets companies up for problems, crises and even danger. If people don’t speak up, companies are more susceptible to penalties and violations.

The quick fix? Become a ‘Culture of Voice’ and be open to those employees who want to be heard. Encourage conversations. Reach higher levels of innovation and favorable stats in compliance, safety and operations – all needed to keep your company…ahem, running and staying afloat.

Dr. Rob Bogosian, founder and principal consultant of RVB Associates, shares how a progressive mindset shift shines new light on speaking up, and how it can influence positive change and improvement in the workplace.

To learn more about the 2017 Employee Engagement Conference please visit: http://www.hci.org/ee-conference/2017

Gender equity is something most leaders say they want at their company. But achieving it can be frustrating and elusive. Jodi Detjen, Managing Partner, Orange Grove Consulting presents a 3-tiered strategic approach to overcoming assumptions on all levels of an organization. She outlines key examples of assumptions about the way business is done that need to be addressed if a company wants to truly achieve gender equity.

Neuroscience, which deals with the function of the nervous system and the brain, has certainly become the next big thing in human resources and employee productivity. But don’t worry, if you quite didn’t pay attention in your high school science and chemistry classes, you can still use neuroscience to maximize engagement among your employees.

Basically, neuroscience gives leaders information about various aspects of the workplace and their impacts on the brain. From there, management can use that data to motivate employees and show them that they’re appreciated.

Neuroscience is making waves in the work world, and illustrating how a new look at incentives and enthusiasm can help businesses reach goals.

Culture drives performance. If leaders can use neuroscience to determine ‘the why’ behind hard work, they can guarantee hard work from their teams.

In this podcast featuring Lindsay McGregor and Neel Doshi, learn how to identify mistakes and avoid distractions that hinder performance, and how leaders can create an ideal work culture that incorporates business goals gets employees on board to strive for success.

To learn more about the 2017 Employee Engagement Conference please visit: http://www.hci.org/ee-conference/2017

Harnessing the power of data is a heavily debated topic for the future, but we’ve moved a long way in the last six months. Data from Nov. 2016 showed that of participants asked, 72 percent said capturing data is a priority, and 46 percent said they’re unhappy with the amount of people data in their organization.

Organizations face challenges from not having enough data and employees not providing responses needed. Leaders have to look beyond employee surveys for relevant data. Companies are becoming creative and daring with their use of data internally. New conversations are becoming accepted within companies and ambitious programs can do exciting things with multiple data sources.

With lack of employee data being such a big problem, we now have new ways of getting data by inference instead of guessing.

In this podcast with ProFinda’s Ant Cousins, learn how to organize a goldmine of people data in order to learn more about employee activities and actions.

"Recruitment is Sales, Recruitment is Marketing." For some time now, we've been saying that the talent acquisition playbook isn't so different from that of a company's revenue-generating teams. But the field of Marketing, in particular, continues to evolve at a breakneck pace. What can recruiting leaders learn from their marketing counterparts? We'll explore a few concrete ideas with Lever CMO Leela Srinivasan.

For better or for worse, teams are here to stay. Across industries and organizations – in both professional and personal capacities - tasks are increasingly put on teams of individuals. Positive drivers of increased diversity and inclusion, and shared responsibility have helped grow these innumerous “social ecosystems,” but what can we do to make them more effective? What are the questions we need to ask, and the elements we need to consider as we build and participate in teams? In this Nine to Thrive HR: Deep Dive podcast, we put these questions and more to thought leader and practitioner, Bennett Bratt, the principal and founder of The Team Effectiveness Project. Listen as Bennett shares some critical insights on teams today, and offers some concrete ways to help organizations, leaders, and team members become more successful.

The most important factor in keeping millennials engaged at work is authenticity. They want to be in an atmosphere where they can comfortably be who they actually are and celebrate their unique aspects and abilities.

As leaders, managers are now tasked with making millennials and all generations feel that being a part of their team is special. Each day they report to work, millennials need to know that their work matters and that they contribute to larger organizational goals. They’ll work harder understanding why objectives are assigned, and how their responsibilities align to the organization’s goals as a whole. The millennial mindset believes what they do today will contribute to who they become tomorrow. It’s the feeling of connection that fires up the millennial workforce. Some people are better connectors than others, but over time, all generations in the office will become more comfortable and benefit from the deep sense of collaboration.

More than title and compensation, millennials want autonomy, and they value deep social bonds through time with peers and developed relationships. If people understand and embrace their differences rather than control perspectives and foster uniformity, the millennial generation becomes most effective.

In this podcast, learn how to enable a connected community within the office, how to connect the dots between connection and high performance, how to hire for empathy rather than competition and bring people closer together – a positive shift in organization performance is sure to prevail.