Before you label someone as an underperformer, first ask yourself the question: ‘Do I have a definite basis supported by evidence that the individual is an underperformer?’.  

There are times that your perception might be rooted in bias or it could just be an inkling. However, it is important that you base everything on the facts and not just your own judgment!  

In this episode of The HR Uprising Podcast, Lucinda provides some real insights into how we can deal with underperformance in the workplace. This has always been a challenging subject for Managers, however, Lucinda provides a concrete and feasible solution in this weeks’ podcast episode. Tune in to discover more!  

KEY TAKEAWAYS 

• Facts are superior to  judgments. For example, how can you say that someone ‘lacks commitment’? A considerable reason could be that they have excessive absences. 
• Use the CISS Model – Clarity, Individual Attitude, Skill, Surroundings. 

• There might also be processes in the company that catalyze such bad performance. For example, in some companies, giving and receiving feedback is not normal and is frowned upon since staff believe that it might cause them to lose their jobs. 
• People need to understand both the metrics for their performance and business strategies, which should be aligned with each other.  
• Your workplace can benefit a lot from effective communication between the employees and the employer. For example, initiate conversations about performance through coaching. 

BEST MOMENTS 

VALUABLE RESOURCES 

• The HR Uprising Podcast | Apple | Spotify | Stitcher

• Join the HR Uprising LinkedIn Group here: https://www.linkedin.com/groups/13714397/ 
• You can access additional free HR Resources via the Actus Software website link below. Lucinda Carney is the founder and CEO of Actus Software: https://actus.co.uk/free-performance-management-resources/ 
• One resource particularly relevant as part of the Actus Software resources is the white paper: https://actus.co.uk/free-performance-management-resources/whitepapers/dealing-with-underperformers/

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. 

“When we look up we rise up” 

CONTACT METHOD 

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/  
• Email: [email protected]  
• LinkedIn: https://www.linkedin.com/in/lucindacarney/  
• Twitter: @lucindacarney 

• Instagram: @hruprising 
• Facebook: @hruprising 
• YouTube: https://www.youtube.com/channel/UCElHrzfM0DVcvS7FuoQtOhw 

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

This week's HR Uprising episode features Lucinda in conversation with Jo Keeler, the Managing Partner at Belbin Team Roles. They explore a wide range of team-related topics and Jo explains the value of understanding our team role preferences and applying this knowledge in the workplace.

KEY TAKEAWAYS

• Do different team roles fit different professions?
• Validity and reliability of Belbin
• How to play to your strengths
• The symphonic C-Suite
• Connecting Teams

BEST MOMENTS

• "We have to value different behaviours, even if it's not our preference - bring me tea, bring me biscuits because I have to be a Completer Finisher here"
• "If we are going to embrace teamwork, it needs to be teamwork up and down the organisation, particularly at the very top"
• "HR can be the connector between these different teams"

VALUABLE RESOURCES

Please find links below to previous podcasts mentioned by Lucinda on this week's episode.

Belbin Articles and Research

• Belbin in a nutshell: https://www.belbin.com/media/1488/team-roles-in-a-nutshell.pdf

EY Report

• 2013: https://www.ey.com/Publication/vwLUAssets/EY-The-power-of-many/$FILE/EY-The-power-of-many.pdf

Deloitte – Human Capital Report

• 2016: https://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2016.html

Gallup – Employee Engagement

• http://news.gallup.com/reports/220313/state-global-workplace-2017.aspx

HBR Articles

• https://hbr.org/2017/03/teams-solve-problems-faster-when-theyre-more-cognitively-diverse
• https://hbr.org/2014/12/getting-virtual-teams-right
• https://hbr.org/2018/10/working-with-people-who-arent-self-aware

Actus Resources

• You can access additional free HR Resources via the Actus Software website link below. Lucinda Carney is the founder and CEO of Actus Software: https://actus.co.uk/free-performance-management-resources/

ABOUT THE GUEST

Jo Keeler leads strategic and operational activities for Belbin world-wide. A long-established and highly respected workplace tool, Belbin enables people to understand their own strengths and weaknesses - and helps organisations bring together the right people to form high performing teams. In addition to shaping Belbin for the next generation, Jo speaks internationally on the subject of teams – the challenges, the importance, and future of, and how to help teams reach their potential.

• Jo Keeler on Twitter - https://twitter.com/jokeeler

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/

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

This week Lucinda is delving into how to build an HR strategy that’s aligned to your company’s strategy based on the Kaplan and Norton ‘Balanced Scorecard’ system.

Understanding the best way of recognising your strategy is sometimes difficult, but with Lucinda’s practical advice, you’ll not only be able to achieve it but inspire your organisation to follow you there.

KEY TAKEAWAYS

• The Balanced Scorecard is a system devised by Kaplan and Norton in the 1990’s, and provides a relevant range of financial and non-financial information that supports effective business management:
  • Financial 
  • Process
  • Customer
  • Organisation Learning and Growth

• We need to make sure that a) there is a strategy, b) we understand it, and c) that it’s understood throughout the organisation.

• A useful tool in determining your company strategy is to create a strategy map, where you state your chosen strategy, pool all of your resources together and visually mark lines that show which factor is driving what.

• Make sure the data you’re capturing is helpful and purposeful. Are the metrics you’re examining going to help you develop in the long run?

BEST MOMENTS

• ‘All too often businesses are driven by the balance sheet’
• ‘People need to understand how their role contributes toward the strategy’
• ‘It’s about making sure you’re training people up, and encouraging career aspirations’
• ’The key is, those are examples of metrics you can use'

VALUABLE RESOURCES

Join the HR Uprising Linked In Group here:
https://www.linkedin.com/groups/13714397/

You can access additional free HR Resources via the Actus Software
website link below. Lucinda Carney is the founder and CEO of Actus
Software:  https://actus.co.uk/free-performance-management-
resources/

HR Uprising

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/

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

To celebrate the 25th Episode of the HR Uprising Lucinda is proud to welcome a member of the ‘Twitterati’: HR Practitioner, influencer, author and speaker from the US: Steve Browne.  
 
Steve has had almost 30 years of experience in HR and is absolutely passionate about the power of being ‘people-centric’ as an HR professional. He shares personal anecdotes and stories from his best-selling business book ‘HR on Purpose’ and gives an insight into what drives his passion for the profession. 
 
One of Steve’s natural talents is collaboration and building networks and we explore the differences in networking styles on each side of the ‘pond’ and feel encouraged to reach out and encourage others to be part of the #HRUprising.  

Despite his huge social media presence, Steve is the epitome of humility and ‘Keeping it Real’. We hope you enjoy our ‘Silver Jubilee Episode’ with Steve Browne. Don’t forget to link in and connect with him and the rest of the HR network out there, it is a great place to learn and grow. 

KEY TAKEAWAYS 

• It’s obvious, but we must always remember that if we help the team thrive and grow, we help the business grow.. 
• We should stop thinking that the only way of having a voice in the organisation is by climbing the ladder. We all have a voice, let’s use it. 
• HR on Purpose is about being Strategic – it is about being the Chess player rather than the Checkers player. It is also about understanding the business requirements while at all times being human. 
• Go out of your way to encourage others, when we do that, we also fill ourselves up 
• Make time to network – even if on a small scale, remember to be genuine, always follow through and connect people with a purpose. 

• Brits are a bit more reserved on social media than the US but that doesn’t mean we can’t encourage each other. 
• Always be courageous and brave in what you’re doing. 

BEST MOMENTS 

VALUABLE RESOURCES 

• HR on Purpose: Developing Deliberate People Passion by Steve Browne - https://www.Amazon.com/HR-Purpose-Developing-Deliberate-Passion-ebook/dp/B071WMPVLB  
• Join the HR Uprising Linked In Group here: https://www.linkedin.com/groups/13714397/ 

ABOUT THE GUEST 

Steve Browne is the Vice President of Human Resources for LaRosa's, Inc. - a regional Pizzeria restaurant chain in Southwest Ohio with 13 locations and over 1,200 Team Members. 

Steve has been a HR professional for 30+ years and has worked in the Hospitality, Manufacturing, Consumer Products, and Professional Services industries in various HR roles. 

He is currently a member of the Society for Human Resource Management (SHRM) Board of Directors and has been a member of the Membership Advisory Council (MAC) representative for the North Central Region of SHRM and Past Ohio State Council Director.  He facilitates a monthly HR Roundtable as well as a HR internet forum, called the HR Net, which reaches over 12,000+ people globally each week. 

Steve is an accomplished speaker who has been featured at local, regional and national Conferences, Chambers of Commerce, HR chapters and businesses.   

He’s very active in Social Media and has a nationally recognised HR blog – Everyday People. (http://sbrownehr.com) He also has authored the bestselling book “HR on Purpose !!” which looks at Human Resources from a fresh, positive and intentional perspective. 

• Steve Browne on Twitter - https://twitter.com/sbrownehr 
• Steve Browne on LinkedIn - https://www.linkedin.com/in/steveb5/  

ABOUT THE HOST 

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. 

“If you look up, you rise up.” 

CONTACT METHOD 

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/  

• Email: [email protected]  
• Linked In: https://www.linkedin.com/in/lucindacarney/  
• Twitter: @lucindacarney 
• Instagram: @hruprising 
• Facebook: @hruprising 

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

Almost everyone knows what the acronym SMART stands for. However, when it comes to understanding a ‘SMART objective’ this can be far more challenging!

In this weeks’ podcast episode, Lucinda talks about SMART objectives and how we as HR specialists can use them to effectively help our managers. She further supplies practical examples of objectives in use, to test whether they adhere to the SMART formula.

KEY TAKEAWAYS

• SMART stands for Specific, Measurable, Achievable, Relevant, Timed.
• SMART is far more than an acronym. It is fully backed by scientific research, and has shown to be effective at motivating high performance, as well as beneficial in goal setting and achievement.
• In an ideal world, the candidate will set their own objectives, and these should be agreed with the line manager. Subsequently, on a regular basis these objectives will be assessed and reviewed.
• Sometimes we measure the things that are easy to measure, rather than the right things. This can directly affect our business performance in the long run.
• Make sure an objective is not only SMART but at the correct level for the person that it pertains to. Make sure it is within their reach to be able to achieve it completely.
• Asking effective questions is key to measuring the success of objectives. A good example of this would be: “If I were your next manager, and didn’t understand your role, would I be able to tell that you have met this objective fully in twelve months time?”

BEST MOMENTS

• ‘I believe realistic is the same as achievable’
• ‘We tend to write objectives that are milestones’
• ‘What is the end goal, or output, that you want to achieve here?’
• ‘If you just set SMART objectives and never review them, you’ll never get the full benefit'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

The HR Uprising Website Resources - https://hruprising.com/other-resources/

You can access additional free HR Resources via the Actus Software website link below. Lucinda Carney is the founder and CEO of Actus Software: https://actus.co.uk/free-performance-management-resources/ 

https://actus.co.uk/free-performance-management-resources/whitepapers/how-to-write-smart-objectives/

https://actus.co.uk/free-performance-management-resources/managers-guides/7-simple-steps-to-setting-objectives/

https://actus.co.uk/free-performance-management-resources/whitepapers/10-tips-for-cascading-objectives/

https://actus.co.uk/how-can-aligning-and-cascading-objectives-aid-your-business/

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/

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

It is important to be careful with employee data and to treat it as sensitively as you would your own. If data gets into the wrong hands or has been misused in anyway then this equates to an employee’s rights as a citizen being trampled on.

GDPR (the General Data Protection Regulation) is set to ensure that everyone’s data is as secure and private as possible. For HR who deal with almost everyone’s personal data, being aware of data privacy rights is a priority.

In this episode of The HR Uprising Podcast, Lucinda talks to Kim Bradford, the principal owner and managing consultant at Sphere HR Ltd. Kim helps organisations implement the GDPR. They discuss how the data privacy law will greatly affect organisations for the better. It isn’t just about  compliance  but about bringing forth consent when any personal data is involved. Tune in to this week’s episode to find out more.

KEY TAKEAWAYS

• GDPR is the EU’s data privacy regulation, which took effect in May 2018. All EU companies must adhere to the new regulation, so every individual’s personal data can be collected, stored, and handled correctly.
• Consent is vital when dealing with personal information of our employees, volunteers, freelancers, etc. Plainly issuing notices to individuals that their data will be used for certain things isn’t They have to be informed and agree before any process regarding their data takes place.
• HR should be mindful about retaining employees personal data. Technology enables us to store large amounts of data for a lengthy period; however, the law only allows the storing of data for a certain period of time.
• HR should have mechanisms in place just in case data breaches happen. Since HR deals with employees’ personal data most of the time, it’s their responsibility to protect them and make the people aware when breaches happen.

BEST MOMENTS

• “You would process far more data about your 50 employees than you would about your 10,000 clients.”
• “Using your in-box as a second database is always risky.”
• “Because you can, it doesn’t mean you should.”
• “HR should map and account for whatever data they process for an organisation.”

VALUABLE RESOURCES

• EU General Data Protection Regulation (GDPR) - https://eugdpr.org

ABOUT THE GUEST

Kim Bradford is a professional CIPD qualified Consultant and GDPR Practitioner. She is currently the Managing Director of Equidistant Consulting Limited, and consults under both the Sphere HR brand and Sphere Data Protection brand.  Her consulting firm helps businesses and organisations with their HR and data protection issues, and Kim’s skills and knowledge have helped businesses of all sizes better understand and align their business operations with the GDPR.

• Kim’s LinkedIn:https://www.linkedin.com/in/spherehr-spheredp

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/

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

Of course, you want to hire the most talented candidates. Some people believe that having line managers present as part of the interview process could help with finding the best fit for the role. However, know that interviews are more than this.  It’s not about who and who isn’t present during the interview. We must think about the actual interview process and the decisions that will be made. 

In this episode of The HR Uprising Podcast, Lucinda talks to Jo Irwin from i4 Training on how companies can improve their interview process. Interviews are a good introduction for both parties—the interviewer and the interviewee. Therefore it is just as important for the panel to present themselves in a good light as it is for the candidate.  
 

In this podcast episode, Jo provides us with some great tips on how to achieve an effective interviewing process, from prepping the interview room to scoring candidates. 

KEY TAKEAWAYS 

• Competency-based interviewing is the most common strategy for companies. This is a good technique to use if you want to gain insight into how they’ll behave and how skilled they are in certain situations. However, sometimes if HR don’t ask the right questions or aren’t willing to dive deep, we miss the small details that are more important in hiring an aspirant. Probe as much as possible. 
• Interviews are a great avenue for introductions for both the company and the future employee. Interviewers are most likely prepared and well-researched before they enter an interview room. As interviewers, it’s also nice if we’ve known the role you’re aiming to be filled by heart, and we’re putting our best foot forward (communicating and interacting well). This also makes sure that you ask the right question so you don’t lose that best candidate because of a wrong impression. 
• Tip: Make sure that the interviewee is comfortable during the interviewer. Check if the seat is comfortable, the room is well-ventilated, the distance between him/her and you (the panel) is enough to hear each party properly. 
• Tip: Have a good starting question ready. Don’t ask them about the details that won’t apply to the job—better yet, ask them about 3 specific projects/activities that can highlight what skills and knowledge can help them be valuable in the role. 

• Tip: Give the interviewee a head’s up that you might interrupt on some occasions when they speak. This is to make sure that you can probe better and that they don’t perceive it to be rude. 
• Tip: Practice reflective listening. Interviewees give more information when they see that you’re listening and being empathic. 
• Tip: Leave enough time for the scoring and the discussions. 
• Tip: Review how the panel performed. Did we ask the right questions? What question really hit the spot? 

BEST MOMENTS 

VALUABLE RESOURCES 

• I4 Training Services - www.i4trainingservices.com 
• Join the HR Uprising Linked In Group here: https://www.linkedin.com/groups/13714397/ 

ABOUT THE GUEST 

Jo 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!  

ABOUT THE HOST 

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. 

“If you look up, you rise up” 

CONTACT METHOD 

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/  
• Email: [email protected]  
• Linked In: https://www.linkedin.com/in/lucindacarney/  
• Twitter: @lucindacarney 
• Instagram: @hruprising 

• Facebook: @hruprising 

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

To rate or not to rate, that is the question!  

Are performance ratings still beneficial to companies? In this episode of The HR Uprising Podcast, Lucinda shares the pros and cons of using performance ratings. There are many things to consider first—the profile of your team, the work environment, and the work culture matter in deciding how you rate a team’s performance. You can’t just base it on another company’s scoresheet. 

According to Lucinda, performance ratings are necessary if you want to achieve meritocracy. These aren’t just numbers; we should aim that these will have a positive consequence. Therefore, we must also level up on how we converse about the ratings to our team. Lucinda’s got some great advice for you on how you can harness the benefits of having performance ratings, so tune in to learn more. 

KEY TAKEAWAYS 

• What is the purpose of the appraisal where you will use the ratings? Is it about increasing talent engagement, talent retention and encouraging good quality conversation? Or is it about increasing productivity, performance, and distributing rewards? Or all of these? 

The Pros of Performance Ratings 

• It differentiates between high and low performers. 
• It allows distributing of rewards. 

• It’s a quantitative sign of performance. 
• It motivates an individual to improve. 

The Cons of Performance Ratings 

• Some managers don’t have the courage to have conversations with their team about their performance. 
• There can still be bias. 

• One manager’s view about performance might differ from another manager’s. 
• ‘The performance becomes the focus rather than the discussion.’ 

Some advice from Lucinda Carney when dealing with performance ratings: 

• Define the terminologies. 
• Use a 4-point scale system instead of 5-point scale system so people know where they stand in terms of their performance. People have the tendency to stick to the center/middle (3 out of 5) and that makes performance even harder to assess. 

• Use calibration in how everyone rates performances. 
• Use a more positive language. 

BEST MOMENTS 

VALUABLE RESOURCES 

• To Rate or Not To Rate White Paper - https://actus.co.uk/free-performance-management-resources/whitepapers/to-rate-or-not-to-rate-performance-ratings/  

• Join the HR Uprising Linked In Group here: https://www.linkedin.com/groups/13714397/ 

ABOUT THE HOST 

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. 

“If you look up, you rise up” 

CONTACT METHOD 

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/  
• Email: [email protected]  
• Linked In: https://www.linkedin.com/in/lucindacarney/  
• Twitter: @lucindacarney 

• Instagram: @hruprising 
• Facebook: @hruprising 

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

To understand and deal with HR challenges better, we must first understand what we are dealing with in the general scale—what are the overall business challenges? No matter on what level it is, external or internal, it will still affect the performance of the team.

It’s always better to know the root cause before we build any plans in HR Management. So, in this episode of The HR Uprising Podcast, Nick Holley, the Associate Director of the Corporate Research Forum, dives deep about strategies on how to improve our HR, without removing the traditional ones, and opening our eyes to the unnoticed ones. Discover also the concept of systemic thinking, which can help every OD professional. Other topics that were discussed involve building credibility, determining every individual’s drive, maintaining a business’ sustainability and many more.

KEY TAKEAWAYS

• “Value is not created to be operationally efficient in the here and now, but it’s really understanding the future trends in your market and developing a strategy to respond to it. ”
• To ensure that we improve our HR, we must know the challenges the business is facing. Determine the external and internal factors that affect them.
• If HR professionals want to establish their credibility, then it’s easiest when they bring actionable solutions inside the business. Make changes not just in the HR space, but also for the entire company/industry.
• Stand your ground. Don’t get over your head on building your image. Let’s act on what the business needs and not on what the line managers want.
• D. professionals are systemic thinkers—meaning, they know and understand that every element is interconnected with each other and with that information, they’re able to drive improvements and prevent complications.
• Systemic thinking – understanding that there are several elements in each system that are connected and impact each other
• ‘What drives performance and what can we do?’ This is the most basic question we shall ask in HR. It’s not going to start with planning HR management, but to understand what motivates every individual.

BEST MOMENTS

• “HR is not about HR; HR is about the business.”
• “The world is full of solutions looking for problems.”
• “The questions you need to start with: Why is our business in trouble? How are we going to get out of trouble? And, what is HR going to do in that journey?”
• “We are not accountable to line managers; we are accountable to the long term sustainability of the business.”

VALUABLE RESOURCES

• Join the HR Uprising Linked In Group here: https://www.linkedin.com/groups/13714397/

ABOUT THE GUEST

Nick Holley has extensive experience not only in researching key trends in HR (he was voted the fifth most influential thinker in HR) and working with major global businesses, but he also has a background in senior HR roles as a partner at Arthur Andersen and Director of Global People Development at Vodafone.  This gives him a highly focused commercial and practical outlook on HR.

Nick has worked as a coach and facilitator for HR leadership teams and helped them develop their people and organisational strategies and plans in Allianz, BAT (London and Kiev), BSkyB, Centrica, CERN (Geneva), Danske Bank (Copenhagen), Heineken (Lisbon), HSBC, Imperial, ING (Amsterdam), KAUST (Jeddah), Legal and General, Mercedes Benz, Nationwide, Nordea (Copenhagen), Qatar National Bank (Doha), Salesforce, Saudi Aramco (Dhahran), the Serbian Government (Belgrade), Serco and the United Nations (Copenhagen).

He has also developed and delivered HR capability programmes for the Abu Dhabi Government (Abu Dhabi), Avanade (Frankfurt, London, Seattle and Singapore), Celtel (Lagos), Cisco, Credit Suisse, Danone (UK, Amsterdam, Berlin, Brussels, Jakarta, Mexico City and Paris), Ecobank (Accra), Egmont (Copenhagen), Health Education England, HRNorge (Oslo), HSBC (Birmingham, Dubai, Hong Kong, London, Mexico City, New York and Vancouver), ING (Kuala Lumpur), ITV, Johnson Matthey, Kier, KPMG, Ladbrokes Coral (UK and Gibraltar) , Marston’s, Mitsubishi UFJ, Morgan Stanley, NATS, NetJets (London, Lisbon and Zurich), NHS, Oracle, Oxfam, PZCussons, Rolls Royce, Rosneft (Moscow), SABMiller, Saudi Telecom (Riyadh), Shell, Spirax Sarco, Statoil Hydro (Stavanger), Thomson Reuters, UBS (Hong Kong, London, New Jersey, Stamford and Zurich), Whitbread, Yahoo and Zebra Technologies.

He is an internationally recognised speaker at HR events in Barclays, BT, California Strategic HR Partnership, Dansk HR (Copenhagen) , EPIC, Flora (Icelandic HR Association), GSK, Henley Business School, Hovis, HR Forum, HRNEurope, HRNorge (Oslo), HRTech, Kone, Lloyds TSB, Mercedes Benz, Nestle, NHS, Prudential, Royal Mail, SABMiller, SDWorx, Shell, Siemens, Sony Ericsson and Willmott Dixon.

He is an Executive Fellow at Henley Business School and was a professor and for ten years head of the Centre for HR Excellence.  Nick is Associate Director of Learning for the Corporate Research Forum.

• @Nick_Holley
• https://uk.linkedin.com/in/nickholley
• https://www.linkedin.com/pulse/disrupt-die-nick-holley/
• https://diginomica.com/performance-management-the-soul-sucking-monster-of-hr

Corporate Research Forum

• https://www.crforum.co.uk/
• https://www.crforum.co.uk/events/crfs-organisation-development-manifesto-a-road-map-for-progress/

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/

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

Making change within a company is not as successful as it should be. In fact, studies show that on average seventy percent of change initiatives fail due to ‘people’ issues.

As the custodians of people-related change, those in HR are often looked to for answers when this happens. In today’s episode, Lucinda looks at a well-cited model of change implementation that may well offer a solution.

KEY TAKEAWAYS

• Seventy percent of change initiatives fail, and they do so because of people issues. This is according to a Kinsey report from almost twenty years ago, but is still holding true for many.

• People need to understand why change is happening. They need to understand the steps they need to take in order to effect it. The change may need to be debated. It’s never as simple as sending out an edict and waiting for the change to happen.

• Kurt Lewin’s 3 Step Change Method is visualised as a U shape. We begin at the left with “unfreezing", then move to the bottom of the U with “changing”, before ending at the other end of the U with “refreezing”.

• Kotter’s Eight Step Change Methodology:
  • Establish a sense of urgency
  • Establish a powerful guiding coalition
  • Create a compelling vision
  • Communicate the change
  • Remove obstacles
  • Create short-term wins
  • Consolidate improvements
  • Institutionalise the change

• We need to consider the best way of ensuring that people realise the urgency of change, but in an appealing way, such as rewards.

• Establishing a ‘why’ and ‘how’ is important, but so is the question of “what if?”. By offering consequences of inaction, we provide further impetus for change.

• People who are great at change are often good at starting things. However, this can mean that they’re not so good at finishing things. Consolidating requires a certain kind of person or team in order to see it through.

BEST MOMENTS

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher

Kotter’s Eight-Step Change Methodology - https://www.mindtools.com/pages/article/newPPM_82.htm

Kurt Lewin’s ‘Three-Step’ Change Method - https://www.mindtools.com/pages/article/newPPM_94.htm

4Mat by Bernice McCarthy - https://www.toolshero.com/effectiveness/4mat-learning-cycle-model/

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/

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