CIPD South West London Branch’s Post

Having just completed my 2024 stint as a Mentor with the hugely successful program expertly organised by Mentor Her, some thoughts on seeking guidance in a Mentor or Career Coach: ⭐️ Don't be afraid to ask for help or support. It is a sign of strength, not of weakness ⭐️ Empowering yourself with expert advice will get you places quicker than you could imagine ⭐️ If you're stuck in the weeds, having an objective perspective from someone who doesn't know you personally will provide an unbiased viewpoint you won't get from a partner, family or friends ⭐️ A #mentor or #coach will provide a level of accountability that you might not otherwise have - staying focused on your strategy timelines until you have reached those goals Professional coaching and mentoring will accelerate your career success, enhance your sense of fulfillment at work, and empower you to make the right decisions to live the life you deserve. If you want to have a chat about how I can help you, DM me with the words "Career Success 2024" for your Free Discovery Call. #careercoachireland #careercoaching #executivecoach #executivecoaching #onlinecoach #onlinecoaching #coachforsuccess #successmindset #positivemindset #successfulcareer #careersuccess #dreamjob #dreamjoboffer #mentoring #coachlife #coaching #happinessatwork #achieveyourgoals #bigpromotion #highersalary #salarynegotiation #payrise #payincrease #promotion #expertadvice #expertguidance #careeradvice #careerguidance

#HR Professionals: Why should you volunteer with SHRM locally with a chapter, statewide, or nationally? We asked Wisconsin State Council SHRM SHRM Foundation Director Sheree Yates, SHRM- SCP, PHR, why she volunteers in her role. #SHRM #WISHRM #VolunteerLeadership #WISHRMCouncilSpotlight

Unpopular opinion: Busy workers aren't more effective. Nor do they have great impact on the organization. I know so many HR professionals, especially HR DOOers (Dept of One) who are always busy but not getting ahead at work. If you are constantly adding to your TODO list, volunteering to help, being voluntold to organize something, you may be spinning your wheels too much and unable to get ahead. You could be wasting your time being busy and not strategically active. Let's cut through all the noise of being busy-focus and LET GO of all the rest. Follow me here for practical tips to creating an HR Department with impact.

To ensure equity in your organization, you need to begin with your foundation—your jobs. Through Birches Group’s Community™ Jobs, our straightforward approach to job evaluation ensures clarity for HR, managers, and staff. By establishing equivalent worth across jobs in the market, we promote proper alignment and cohesion that extend into every function of HR—from developing purpose-driven job descriptions to setting and managing compensation, and to measuring staff’s skills, learning and development, and performance management. Promote transparency and fairness in your workplace today.   See what Community™ Jobs can do for your organization: https://lnkd.in/gesA7yT #BGCommunity #equity #transparency

An *update*: I have been informed that "the decision about hybrid events was driven by the need to make good decisions about how members' fees are invested - not about reducing investment in members.....but based on previous experience, hybrid events can be difficult and costly to run and they are not always great in terms of experience. For that reason we have decided to stick to either online or f2f." I am even more shocked for these reasons: 1. we are in the 21st century - tech is readily available, most venues have screens that connect with laptops that connect to virtual meeting platforms and are easy to manage. 2. CIPD is a membership organisation that champions inclusion and advocates best practice using the best tools to meet the need. 3. a one size all approach leads to exclusion when regions cover more than 3 counties making it impossible to attend in person and the subject may only be repeated sometime in the new year. The challenge of transport and mobility seems to have been overlooked 4. where is the regional voice empowered so that they can make the best decisions for their membership 5. I would like to decide whether to attend a hybrid event knowing that it may not be a great experience but that it might help me to keep my professional practice at a high standard. #inclusionworks #21stcenturyengagement #hearmembervoices CIPD Peter Cheese Let's show folk how it can be done!

I'm proud to work for a company (Brixey & Meyer) where giving back is in our DNA. This topic is becoming more important to employees as many want to see their organizations do good in the communities where they live and work. What are ways your organization "gives back" to the community? #hr #hrinflowofbusiness #hrinsights #giveback #businessleaders #hrleaders

HR should be the most approachable person in the organization - the friend everyone trusts, the guide everyone needs. It takes time to build this image, but trust me, it works wonders in bringing people together. #HumanResources #EmpathyAtWork #LeadershipMatters #WorkplaceCulture #BuildingTrust #PeopleFirst #EmployeeEngagement #TeamSupport #HRLeadership #OrganizationalSuccess Xavier Institute of Social Service

Too Many Ants fighting over Too few Crumbs Working in corporate Jamaica can often feel like too many ants fighting over too few crumbs. There’s an oversupply of talent, yet opportunities for growth, fair pay, and recognition are scarce. The competition is fierce, but the rewards often fall short. It’s time we shift focus to creating environments that value and invest in employees—because when people thrive, companies do too. Let’s change the narrative and build spaces where talent is nurtured, not squandered. #CorporateJamaica #EmployeeWellBeing #RedefineSuccess #TalentRetention

Interesting read from The Caterer's People Summit!

It was a delight to be in front of HR personnels at the conference organised by Public Affairs Ireland for Public Sector professional. The theme was HR Unconference - Putting the Human back into Human Resources. In the panel conversation facilitated by Síle O'Donnell (FCIPD), we looked at how to build inclusive workplaces. I drew attention to the following: 1) The importance of taking an intersectionality approach to how we do HR 2) that HR is key to changing who accessses the employment ladder. They need cooperation from senior management to be fully effective. I provided a few suggestions. 3) the impact of our decisions does not just affect the one CV, but it can have a generational impact. 4) I addressed the need for belonging as a goal in the workplace compared to making acceptance the target. If belonging is the focus, then we make the new staff the problem but if acceptance is the focus, then the organisation becomes the one that can put things in place to make their organisations more accepting of difference. Think about it. Minorities never ask to belong. They ask that they want to be accepted. Acceptance is actually a pathway to belonging. When people are accepted, they will have a sense of belonging. Read my book on racial stratification. I have a chapter on acceptance, how it operates and how it’s what we need. Thanks to my co panellist Katy Lumsden. It was lovely meeting you. Thanks to Emma McBride for inviting me and for a great conference.