Aecho’s Post

People leaders become transformational by collaborating with best in class HR Tech providers. And utilising ethical Ai and robust people science. Thomas has over 40 years of science as our foundation. We are excitedly crafting solutions that not only meet, but anticipate the dynamic needs of transformational people leaders. We have recently launched our new Science Advisory and Innovation Board (SAIB) and handpicked 11 members for their profound expertise, to address complex talent management challenges and support people leaders to evolve their HR function. The SAIB’s collective knowledge, spans fields such as #psychology, #artificialintelligence, #virtualreality, #neuroscience, #diversityandinclusion, and the #futureofwork and offers insights into the latest breakthroughs. Are you curious to see how Thomas is disrupting talent management? Thomas’ SAIB: 🌟 John N Cooper 🌟 Dr Sharon Munyaka 🌟 Adrian Furnham 🌟 Jean Martin 🌟 Stephen Woods 🌟 Beth Weesner 🌟 Dr Michael J. Proulx 🌟 John Weiner 🌟 Natasha Chetiyawardana 🌟Jodie Hill 🌟 Dan Honeywell #talent #humanresources #people

🚨Beyond the Great Resignation - Building An Action Plan for People Engagement to Retain Top Talent: https://lnkd.in/eXuFJDza 🚀A dynamic two day workshop (in person, or virtual) to help you build an effective approach to retain your top talent during the Great Resignation. Based on Tim's award winning books, he gives you proven solutions, using case studies, digital exercises, tools and templates. You will leave with a fully developed case for change to take back to your organization.💯 📍 Find @TimRingo: https://linktr.ee/TimRingo #digital #technology #ai #futureofwork #productivity #leadership #digitaltransformation #talentstrategy #aistrategy

Feedback isn't just a buzzword. Or to be used as ammunition for an exit. It's there to help people grow, and should be part of culture. Real-time, actionable feedback helps employees to: - Adjust and improve quickly - Stay aligned with your goals - Boost confidence and morale: Our solutions: 🚀 Real-Time Feedback Platforms: Empower your team with tools that facilitate immediate and constructive feedback, fostering a culture of continuous improvement. 🚀 Training Programs: Build your leaders with the skills to deliver feedback that motivates and inspires, designed to create impactful communicators. 🚀 Analytics and Insights: Leverage data-driven insights to understand feedback trends and make informed decisions that enhance employee experience and performance. How do you view feedback at your business? If you dont have a culture of feedback, let's chat and explore how we can help you build a thriving, engaged, and high-performing team together. ------------------------------ ps, last week I was a podcast guest where we spoke about seeing feedback as a gift, but can you guess who for? #agency #hrconsultant #hr #people #tech

🚨Beyond the Great Resignation - Building An Action Plan for People Engagement to Retain Top Talent: https://lnkd.in/ecmeCBwu 🚀A dynamic two day workshop (in person, or virtual) to help you build an effective approach to retain your top talent during the Great Resignation. Based on Tim's award winning books, he gives you proven solutions, using case studies, digital exercises, tools and templates. You will leave with a fully developed case for change to take back to your organization.💯 📍 Find @TimRingo: https://linktr.ee/TimRingo #digital #technology #ai #futureofwork #productivity #leadership #digitaltransformation #talentstrategy #aistrategy

Genius Minds, Wrong Turns: Deciphering High IQ and Unfortunate Choices! Why do the brightest minds sometimes venture down dark paths? Now, let's delve into reality with Suchana Seth, CEO of The Mindful AI Lab, whose alleged involvement in a heartbreaking incident adds a sobering layer to our conversation. The collision of personal battles, professional responsibilities, and the consequences of brilliance becomes starkly evident. As HR leaders, we're continually sculpting environments that nurture diverse talents. Let's ride the waves of Oleson's game-changing study on high-IQ offenders, blending it with a recent real-world case, urging us to reimagine our approaches. Oleson's work disrupts the myth that intelligence shields against missteps. 465 high-IQ adults, averaging 149, confessed to higher crime rates in 50 of 72 categories. This forces us to ponder the isolating impact of genius, with social maladjustment emerging as a trigger for unconventional choices. The Big Question: How Can HR Leaders Catalyze Positive Change? 1. Select Talent with Emotional Intelligence (E.Q): - Handpick talents based on emotional intelligence rather than academic achievements alone. - Prioritize E.Q, especially at leadership levels. 2. Promote Ethical Leadership: - Instill ethical decision-making through leadership development programs. - Encourage open discussions on the influence of personal values on professional conduct. 3. Cultivate Inclusive Environments: - Celebrate diversity, recognizing and addressing challenges faced by intellectually gifted individuals. - Introduce mentorship programs, breaking down the walls of isolation. 4. Revamp Talent Management: - Tailor training to nurture the social and emotional needs of high-IQ employees, emphasizing communication skills. - Allow unconventional yet productive career paths. 5. Enhance Employee Well-Being Programs: - Integrate mental health initiatives, destigmatizing conversations. - Provide resources and counseling tailored to the challenges faced by high intelligence. 6. Establish Robust Crisis Support Systems: - Develop comprehensive crisis plans with mental health support. - Train HR teams to identify signs of distress and respond proactively. In navigating this dynamic terrain, let's not just recognize the brilliance in our workforce but embrace the responsibility to support them through both professional and personal intricacies. What are your reflections on these strategies, and how can we collectively evolve as HR leaders? #hrinsights #GeniusInWorkplace #EvolvingLeadership

can't get these thoughts off my mind for 2 weeks here's what Katie Burke, Gianna Driver, David Hanrahan and Jessica Z. shared what stands out to you? (and if you were at The Modern People Leader Live would love to hear what you'd add) 6️⃣ Surprising Truths for HR 1. Generations? It’s a Myth: Stop labeling people by age. Focus on what actually aligns expectations. (aka WFH frustrations aren't unique to GenZ) 2. ERGs Drive DEI ROI: ERGs are driving retention and engagement—higher eNPS, lower churn. Are you investing smartly? 3. AI Won’t Save You – Yet: Start messy. Experiment Now. You can't wait for later 4. Hybrid Chaos, Safety isn't Optional: Managers must create safe spaces. That’s the job. Do they know how? 5. Performance Management Sucks: Separate feedback from evaluation. Ask employees what really drives them. Hint: it’s not always money. 6. Navigating Political Discourse: Inclusive Convos start with strong psych safety + giving people tools to navigate it. Have you done this?

Anchor bias is the tendency to rely on initial information as a reference point for future decision-making. For example, if a movie receives negative reviews, viewers may decide to skip it based on those first opinions. In performance reviews, anchor bias can occur when managers use employees' self-reviews as a basis for evaluation. This can lead to inequity since not everyone is equally comfortable highlighting their own achievements. A more powerful approach is using AI-driven feedback, which is unbiased and constructive. It provides real-time, data-driven insights from multiple perspectives, ensuring consistent and comprehensive evaluations without bias. #anchor #bias #performance #feedback #artificialintelligence

Our #TalenttoValue Approach can be disruptive without causing a disruption. Business leaders today are managing more risk and disruptions than ever. Even without black swan events like the pandemic, there is growing geopolitical unrest, supply chain shortages, #AI, climate change and more. Can you drive growth with precise changes that don’t distract or upend the whole organization? Yes, with Talent to Value. Listen to Kristen Baldwin explain how she’s implemented Talent to Value by focusing on select roles without revamping the company’s entire compensation and benefit policies. CEO.works #HR #Transformation #growth

At ML Talent Strategies, we recognize an undeniable truth: true success in life extends beyond individual talent. It lies in our ability to serve others, whether as leaders guiding our teams or as caregivers nurturing our families. Service takes various forms for each of us, but its impact remains profound. Within our organization, we embody the spirit of service by partnering with our clients to help them achieve their talent and HR goals. We dedicate ourselves to serving our teammates through unwavering support and fostering a culture of accountability. By pouring our energy into serving others, we not only fill their cups but also fill our own. Serve with us at ML Talent Strategies. #Talent #Strategy #Service #HRGoals #Accountability