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Leadership News
Askamanager
4w
8
a job candidate tried to give us a presentation we didn’t want
- A manager at a large organization shared an experience where a job candidate unexpectedly attempted to give a 15-20 minute presentation during an interview.
- The manager mentioned that their hiring process typically involves asking all candidates a set of questions and leaving time for candidates' questions, without providing information on the format beforehand.
- The manager decided to stick to the regular question and answer format instead of allowing the candidate to give the presentation, which the candidate handled well.
- The manager reflected on whether allowing such presentations is becoming a common practice among job-seekers and sought advice on handling similar situations.
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Medium
4w
402
Image Credit: Medium
If you can’t pitch it in 30 seconds, you don’t understand it
- Importance of having a concise elevator pitch that captures attention in under 30 seconds.
- Story of Elisha Otis demonstrating his safety brake in 1854 as an example of an impactful short pitch.
- Emphasis on focusing on the problem, user, and results rather than buzzwords and technical details.
- Advice on using a structured approach like CORE + M framework and keeping pitches succinct and engaging.
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Hrdive
4w
165
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Associate professor sues Kansas State University for alleged transgender bias
- An associate professor sued Kansas State University for alleged discrimination based on him being transgender and transsexual.
- The professor was reportedly forced to cut short his medical leave after undergoing a hysterectomy, facing hostility and discrimination at work.
- The lawsuit includes claims of violations of Title VII of the Civil Rights Act and the Kansas Act Against Discrimination.
- Despite recent legal developments, employers are reminded that protection against sex discrimination includes sexual orientation and gender identity.
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Hrdive
4w
13
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Front-line workers say they are stressed about US trade policy changes
- Front-line workers in the U.S. are experiencing anxiety, anger, and stress due to changes in global trade policy, according to a report from UKG.
- More than half of the workers fear possible lay-offs, and a high percentage believe tariffs will impact their future earnings and hurt 'Main Street' more than 'Wall Street.'
- The uncertainty caused by the 90-day tariff pause has made workers more nervous, stressed, and angry about potential job implications.
- Despite the current stability of the labor market, there is a decrease in consumer sentiment and a rise in job insecurity among workers, particularly in the tech industry where layoffs are expected due to outdated skill sets.
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Hrdive
4w
8
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RTO is going poorly. How can HR smooth the process?
- The federal government's chaotic return-to-office effort highlighted the importance of effective office management and employee experience.
- HR professionals need to focus on creating an office space that works for employees' needs and enhances productivity.
- Ensuring basics like badge access, office internet readiness, and workplace audits are essential before mandating a return to the office.
- Assigning regular office attendees a space and providing hoteling options for others are crucial considerations for HR.
- Physical space usage should be optimized to match the work people are doing to avoid underutilization and improve productivity.
- Executive team involvement and support are vital for successful return-to-office planning and implementation.
- Managers need to be empowered to assist their direct reports effectively and provide necessary support in the office.
- Establishing clear office policies, such as core hours and commute considerations, is essential for a smooth return to the office.
- Encouraging meaningful in-person interactions and creating space for conversations can enhance the office experience for employees.
- Organizations must align office policies with their goals and make the return to the office purposeful for employees.
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Askamanager
4w
209
my boss is great, but her business partner is a nightmare
- A reader is struggling with the behavior of their boss's business partner, who exhibits offensive conduct and inappropriate behavior at work.
- The business partner is known for using ableist and homophobic language, making inappropriate physical contact, and threatening job security at the company.
- The reader is contemplating leaving the job due to the uncomfortable work environment created by the boss's business partner and the boss's failure to address the issues adequately.
- The article emphasizes the importance of considering the character of business associates in evaluating one's employer and suggests that the reader should consider leaving the job given the circumstances.
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Hrexecutive
4w
107
The Quantified Impact of Automation on the Time-Off Request Process
- A webinar discussed the potential Total Economic Impact of automating time-off decision-making processes, highlighting a study by Forrester Consulting commissioned by Paycom.
- The automated time-off tech by Paycom could lead to a projected three-year ROI of up to 821%, benefiting organizations in various ways such as improving scheduling accuracy and reducing manual work.
- Automation can enhance the time-off decision process by adding consistency and transparency, reducing bias, and providing a better employee experience.
- The webinar aimed to educate about the benefits of automation with Paycom in optimizing time-off request processes.
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Salesfuel
4w
151
TeamTrait™ Adds Personal AI Readiness to Its Sales Acumen Assessment
- TeamTrait introduces AI Readiness traits to its Sales Acumen assessment to help companies identify sales candidates with the agility to adapt to emerging technologies.
- The upgraded Sales Acumen assessment evaluates mindset traits critical to sales success, including categories such as Leveraging AI in Sales with Emotional Intelligence and AI with Critical Thinking.
- The new capabilities of the assessment categorize individuals as AI effective, AI resistant, or AI dependent, enabling employers to assess candidates' readiness for AI disruption in sales.
- TeamTrait's upgraded assessment combines mindset, motivation, and skills-based testing to provide a comprehensive evaluation of agile and future-ready sales professionals.
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Medium
4w
26
Image Credit: Medium
The Power of Pause: Why Great Leaders Don’t Rush Decisions
- Great leaders understand the power of pausing before making decisions, rather than rushing into them.
- Effective leadership involves taking the time to analyze and understand nuances, asking the right questions, and involving diverse voices in the decision-making process.
- The Pause, Probe, Push model emphasizes the importance of slowing down initial reactions, asking insightful questions, and then moving forward decisively.
- Thoughtful and calculated decisions, even if they take more time, lead to better outcomes and create momentum in the long run.
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Thought Leadership Leverage
4w
13
Leading with Data, Scaling with Purpose | Aaron Marcum
- Aaron Marcum discusses how thought leadership can evolve strategically, emphasizing data storytelling and positive psychology for brand growth and lasting impact beyond business.
- Starting as a consumer of thought leadership, Aaron leveraged data analytics in the home care industry, shifting from CEO to industry voice through intentional thought leadership.
- By combining data and storytelling, Aaron boosted brand visibility, customer engagement, and exit valuation, establishing a leading position in the industry.
- Post-exit, Aaron pursued a Master's in Positive Psychology, focusing on coaching entrepreneurs to overcome burnout and achieve purpose-driven success.
- Aaron's commitment to thought leadership stems from his innate passion and calling, driving him to share insights and enable other entrepreneurs to thrive.
- In the future, Aaron envisions coaching thought leaders to have a wider impact and aspires to continue building a legacy of travel and experiences with his family.
- One lesson learned by Aaron is the importance of delegation and team-building for thought leaders to free up energy, gain experience, and guide others on the path to success.
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Hrexecutive
4w
370
The power of partnership: How CEOs and HR leaders can lead transformation together
- The relationship between CEOs and HR leaders is crucial for business success, but it is often portrayed with conflict, as seen in 'The Office' between Michael Scott and Toby Flenderson.
- Changing the perception of HR is essential, as the department is sometimes viewed as a hindrance rather than a business partner.
- Developing a strong partnership between CEOs and HR leaders requires time, collaboration, and a deep understanding of the business.
- Strategies for building a successful partnership include understanding the business, empowering the workforce, regular communication with the CEO, and thoughtful decision-making.
- HR leaders should focus on becoming business partners by aligning HR strategies with overall company goals and fostering a culture of teamwork.
- Empowering the workforce and ensuring employees have the right benefits are key responsibilities of HR leaders to support business growth.
- Regular and open communication with the CEO is vital to building trust and demonstrating HR's value as a strategic partner.
- Prioritizing people and inclusivity is crucial for HR leaders, as highlighted by the practice at Brighton Health Plan Solutions of meeting new hires together to foster a supportive culture.
- Successful partnerships between CEOs and HR leaders involve transparency, communication, and a shared commitment to the company's growth and success.
- Aligning visions with executives can expedite the process of becoming a strategic partner and driving business transformation for long-term success.
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Hrexecutive
4w
125
Ethics, burnout and vendor trust: An honest conversation about AI in HR
- The 2025 Global AI Summit discussed the integration of AI in HR with a focus on ethics, burnout, and vendor trust.
- Panelists explored AI’s impact on attention spans, emphasizing the need for intentional design in creating supportive systems.
- The discussion highlighted concerns about burnout and wellbeing as AI reshapes work experiences, emphasizing the need for careful implementation.
- Ethics played a central role, emphasizing the importance of building fairness and transparency into AI deployment.
- AI's influence on talent development and internal mobility was discussed, with an emphasis on the need for upskilling in AI-native generations.
- Vendor relationships were explored, stressing the importance of understanding client challenges and prioritizing values and flexibility in partnerships.
- The parallel between HR and healthcare in integrating AI without losing the human touch was noted.
- The importance of strategic, intentional AI implementation tailored to each industry was emphasized.
- The next HR Tech Meetup is in San Diego on June 30, 2025, and the Future Talent Council Global AI Summit event is in Stockholm on June 17-18, 2025.
- Register for the events to continue the conversation on AI in HR.
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Hrexecutive
4w
174
Why this CHRO says it’s time to ‘destroy’ traditional workplace culture
- Agata Zasada, senior vice president of people and culture at ZayZoon, believes that traditional workplace culture of rewarding based on hierarchy is outdated and needs to be redesigned.
- Zasada suggests empowering employees to drive their own growth by allowing them autonomy in learning and development.
- She emphasizes the need for HR to democratize rewards and recognition to create a culture of everyday impact instead of relying on traditional methods.
- Zasada advocates for a collective approach to performance management, focusing on department accomplishments over individual performance reviews to enhance team cohesion and support organizational missions.
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Evilhrlady
4w
320
Image Credit: Evilhrlady
How Google’s Tough New Performance Evaluations Could Help Your Company
- Several tech companies including Intel, Block, and Google have been transparent about their internal performance expectations.
- Google has introduced a new evaluation model where top performers will be rewarded more, while maintaining a budget-neutral approach.
- This pay-for-performance model is aimed at rewarding top performers with higher rates, which might lead to lower pay for lower performers.
- Businesses can learn from Google's approach to performance evaluations and consider implementing similar strategies.
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Medium
4w
22
Image Credit: Medium
It’s Not Personal. It’s Product: Learning to Say No
- As a new Product Manager, the individual used to say yes to every request to feel helpful and productive.
- Saying 'yes' to everything out of fear of being seen as a blocker or disappointing others led to a lack of focus and roadmap clarity.
- The realization that every 'yes' is a silent 'no' to something else helped the individual understand the importance of learning to say no to maintain product vision and direction.
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