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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]   
Email address: [email protected]
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: [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/

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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]   
Scoutr Main Site:

https://www.scoutr.team/

Scoutr for Employers Only:

https://www.scoutrmarketplace.com/

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: [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/

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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]   

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: [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/

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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]  

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

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/

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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]  

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.linkedin.com/in/victoria-lewis-stephens-70277720/

https://www.unitedcultureco.com/

ABOUT THE HOST

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

“If you look up, you rise up”

CONTACT METHOD

• 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/

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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]  

Nick Rion - https://www.nicolasrion.com/

ABOUT THE HOST

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

“If you look up, you rise up”

CONTACT METHOD

• 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/

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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]  

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

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/

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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]

ABOUT THE HOST

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

“If you look up, you rise up”

CONTACT METHOD

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

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

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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]

ABOUT THE HOST

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

“If you look up, you rise up”

CONTACT METHOD

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

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

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  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

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

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]

Teresa Rose - https://www.learningtechnologies.co.uk/speakers/teresa-rose

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/