CTM Unlimited’s Post

Super valuable insights. It seems to be becoming very obvious that as we try to improve workforce opportunities for all we need to get middle manager buy in and support.

In today’s market, having an effective HR strategy isn't just a nice-to-have—it's an essential... And thats where an experienced People Director comes in! They can help your business with its growth goals by: 1️⃣ Leading strategic talent management: A People Director goes beyond basic hiring; they build a talent pipeline, create development programs, and shape a culture that attracts and retains top talent. 2️⃣ Championing compliance and risk management: From labor laws to diversity and inclusion policies, People Directors bring essential expertise that protects your business and fosters an inclusive work environment. 3️⃣ Aiding with leadership development: Great companies grow through great leaders. People Directors understand the importance of leadership development, helping current and future leaders thrive. Investing in a People Director is an investment in the future success of your business. 🎤 #people #HR #talent

In the ever-changing landscape of today's business world, finding and retaining top talent can be a daunting task. Join us Wed. 6/26 at 12PM ET for "Optimizing Talent Acquisition and Management in Turbulent Times: Strategies for Success", a comprehensive webinar designed to equip TA and HR professionals, Managers, and Business Leaders with the tools and insights needed to navigate these challenges effectively. Register here: https://hubs.ly/Q02zJQKk0 Our guest speaker will be Danelle DiLibero of Augury. As an experienced People and Culture executive, Danelle drives optimization of business operations to recruit and retain a high-performing, global and diverse workforce equipped to carry out a company’s mission – and she’s committed to safeguarding the health and well-being of such a workforce. As member of multiple Advisory Boards, Danelle has cultivated relationships as trusted advisor to Founders, CEOs and Boards of Directors on talent acquisition and engagement strategy. #TalentAcquistion #HumanResources #NewWorldOfWork #Webinar #Management #Recruiting #EmployeeRelations #Leadership #Business #Careers #PeopleOps #PeopleOperations

In the ever-changing landscape of today's business world, finding and retaining top talent can be a daunting task. Join us Wed. 6/26 at 12PM ET for "Optimizing Talent Acquisition and Management in Turbulent Times: Strategies for Success", a comprehensive webinar designed to equip TA and HR professionals, Managers, and Business Leaders with the tools and insights needed to navigate these challenges effectively. Register here: https://hubs.ly/Q02zJQVs0 Our guest speaker will be Danelle DiLibero of Augury. As an experienced People and Culture executive, Danelle drives optimization of business operations to recruit and retain a high-performing, global and diverse workforce equipped to carry out a company’s mission – and she’s committed to safeguarding the health and well-being of such a workforce. As member of multiple Advisory Boards, Danelle has cultivated relationships as trusted advisor to Founders, CEOs and Boards of Directors on talent acquisition and engagement strategy. #TalentAcquistion #HumanResources #NewWorldOfWork #Webinar #Management #Recruiting #EmployeeRelations #Leadership #Business #Careers #PeopleOps #PeopleOperations

I was chatting with a few leaders about an upcoming reorg, which has raised questions about a lack of succession planning. I heard their frustrations and also hesitation to ‘put pen to paper’ when it comes to potential successors.  Yes, there are dozens of questions up in the air – but start by taking a stand with manageable steps. I think part of the hesitation is that it all sounds overwhelming and cumbersome. That said, the alternative, as I mentioned to them, is leadership uncertainty, disruption to business and employee morale issues.  Start with the most senior critical roles (C-Suite and maybe 1 level below)  List the capabilities needed for success in these roles  Determine potential suitors internally  Have a search firm look at external talent if needed  Have honest quarterly C-Suite discussions to assess gaps and develop talent in-house Many businesses may not have the HR capacity or capability to thoroughly manage this; but being proactive is key. So start with a clear focus on why this is needed, determine current state vs future state, and how best to manage the gaps. There will be lessons learned along the way; and the needle will move when important ‘talent’ decisions are made. #SuccessionPlanning #LeadershipDevelopment #TalentManagement #BusinessStrategy

Research shows that middle managers are the most burned-out job level across organizations. “They’ve got a meteor shower of external events happening, and they’re being asked to do more with less,” says my colleague Emily Field in a recent Digiday Worklife article. Find out why organizations should rethink how managers spend their time and help them accomplish more in their roles as people leaders: https://lnkd.in/ghz7jfSD #MiddleManagers #Talent #EmployeeExperience

The Hidden Power of Middle Managers"It’s Time to Rethink the Role of the Middle Manager: They’re Your Secret Weapon!" In today’s fast-paced business landscape, middle managers are often seen as mere conduits between upper management and frontline employees. But what if I told you they hold the key to unlocking your organization’s potential? Here’s why we need to rethink their role: Cultural Architects: Middle managers shape the company culture. Their ability to foster a positive work environment can enhance employee engagement and retention. Change Agents: They are uniquely positioned to drive change initiatives. By connecting with both leadership and employees, they can facilitate smoother transitions and encourage buy-in. Talent Development: Middle managers play a crucial role in mentoring and developing talent. They can identify high-potential employees and help them grow.

Why L&D and Talent Management Matter Now More Than Ever? In today’s unpredictable business landscape, where economic shifts and global events continually challenge organizations, HR’s role is pivotal. It’s no longer just about managing processes—it’s about driving strategic growth and ensuring long-term success by investing in your people. Here’s why organizations must prioritize Talent Development and L&D: ▶️ Driving Performance: Aligning people strategies with business goals boosts engagement and results. I’ve led global L&D, Performance and Talent Management initiatives that delivered measurable business outcomes. ▶️ Leadership Development: Preparing leaders at all levels is essential. I’ve designed tailored programs that have developed leadership skills across diverse markets and cultures, ensuring resilience and business continuity. ▶️ Retention & Engagement: High-impact onboarding, development programs, and tailored engagement strategies improve retention and satisfaction. Have you assessed your current retention risks and what’s driving turnover? ▶️ Continuous Learning: I’ve built global learning paths that equipped employees with the right skills to adapt and thrive. Are your teams ready for the challenges of AI and emerging technologies? ▶️ Succession Planning: Organisations need to plan for tomorrow’s leaders today. I’ve created robust talent pipelines that reduced attrition risks and ensure leadership continuity. Have you recently lost key talents, and was it easy to replace them? If nothing changes, nothing changes. Investing in L&D and Talent Management isn’t just a nice-to-have; it’s vital for staying ahead in a continous changing market. Are you ready to elevate your people strategy? #HRLeadership #BusinessImpact #LeadershipDevelopment #TalentManagement #DataDrivenHR #ContinuousLearning

Reflecting on a successful month, I’m reminded of the support, advice, and honest conversations that got me here. To give back, I want to pay it forward by opening up my calendar for November and December to any CEOs, founders, or execs who want to dig into HR strategy or grab a virtual coffee chat and connect. For those who don’t know me: I bring fractional HR expertise in key areas that drive growth and culture, including: - Executive Coaching: Guiding leaders toward impactful, people-centered decision-making. - Leadership Development: Building resilient, high-performing leadership teams prepared for growth and change. - Culture Transformation: Shaping cultures that enhance performance, engagement, and retention. - Talent Acquisition & Retention Strategies: Ensuring teams are not only built with the right talent but stay motivated to grow with the organization. - Change Management: Helping teams navigate transitions smoothly while maintaining productivity and morale. - And so much more! I’m here to share insights that are practical, straightforward, and, yes, a little blunt when they need to be. If you’re a Founder, CEO, or Executive looking for a sounding board or want to chat about real challenges in HR or leadership, book some time with me on my Calendly link: https://lnkd.in/g2bNFwe2.

Research shows that middle managers are the most burned-out job level across organizations. “They’ve got a meteor shower of external events happening, and they’re being asked to do more with less,” says my colleague Emily Field in a recent Digiday Worklife article. Find out why organizations should rethink how managers spend their time and help them accomplish more in their roles as people leaders: https://lnkd.in/eESN8qJC #MiddleManagers #Talent #EmployeeExperience