Speakers for Schools’ Post

I had a fantastic time at my first DisruptHR event last night at the Deloitte office. The bite-sized format and high-impact approach made the content incredibly engaging and memorable. Some key takeaways that resonated with me: ➡️ Ask better questions to unearth the human you’re talking to (a stranger, colleague or even a friend) ➡️ Peer coaching: rethink traditional mentor-coaching programs for a more mutually beneficial peer-coaching approach ➡️ Learn for the sake of learning and not just for compliance and checking mandatory boxes ➡️ Intentional acts are good for DEI business. It further generates an I D E A! ➡️ Human sustainability: the degree to which the organization creates value for people as human beings. I will leave this one just here for you to Google further. Massive idea in the future of all thing’s technology! ➡️ What is a mission statement? Those evolve with time and could become irrelevant. We should all build VISION statements! ➡️ Personal first favorite that I am a forever advocate for: shorter work week = less time = high productivity. With several studies done across the globe, this approach has PROVEN results for high-impact work delivered by employees in shorter time. Also, corelates to the employee’s well-being. Why would no organization want that? ➡️ My second favorite: motivate employees by emotions. Experience should be at the heart of the purpose. This proves results and delivers on the greater impact to ROI. It was amazing to meet new people and reconnect with industry friends. 🙂 #DisruptHR #HRInsights #EmployeeExperience #DEI #Productivity #Vision #LearningAndDevelopment #Toronto #Humanization

We would like to invite you to join our EY conference to explore key insights from the EY 2024 Mobility Reimagined Survey of more than 1,000 global mobility professionals, leaders and recently posted employees.   Through interactive sessions, attendees will explore the findings of the EY 2024 Mobility Reimagined Survey, revealing insights from mobility professionals, leaders and mobile employees illustrating trends, practices, tools and strategic priorities for new ways of working. To excel in the race for talent, organizations need to broaden their global talent strategy with a renewed sense of purpose. Workforce mobility is a way to create life-changing experiences for cross-border employees and their families while building skills vital to the business. But with the opportunities also come cross-border risks which organizations and individuals are sometimes not aware of, including in tax, immigration, cybersecurity and compliance. The conference will include strategic and operational sessions on: Mobility strategy, Integrating with talent, Sustainable and inclusive mobility, Mobility operating models, AI and mobility, Hybrid mobility, Employee experience and Managing risks. Register with the link here: https://lnkd.in/g5-4pwbt

Which macro trends might be affecting your talent strategy? Watch the replay of EY 2023 Mobility Reimagined Conference to learn more about the key developments contributing to a change in work practices and expectations: https://ow.ly/IglG30syTBF #EYCanada #BetterWorkingWorld

The global talent landscape has opened new opportunities for finding highly skilled employees and building diverse teams that can excel across borders. Check out the EY 2024 Mobility Reimagined Conference on May 7-9 to learn more. The conference explores key insights from the EY2024 Mobility Reimagined Survey of more than 1,000 global mobility professionals, leaders and recently posted employees. Through interactive sessions, attendees will explore insights from mobility professionals, leaders and mobile employees illustrating trends, practices, tools and strategic priorities for new ways of working. To excel in the race for talent, organizations need to broaden their global talent strategy with a renewed sense of purpose. Workforce mobility is a way to create life-changing experiences for cross-border employees and their families while building skills vital to the business. But with the opportunities also come cross-border risks which organizations and individuals are sometimes not aware of, including in tax, immigration, cybersecurity and compliance. Register today: https://lnkd.in/eB3EiD5y #MobilityReimagined #EY #Globalimmigration

How do you describe what you do to your relatives? 🗣 "I want to be able to get across what I do to some of my closest people–family and friends who I feel are not always on board with my direction." It's not every day that a client lists this as the motivation to dive in their story. It moved me. Because to some extend it's true for everyone who forges their own path. It's not that we need validation to start a business, quit a venture, or leave a 9-5. But I think it makes us human that we still crave it. 🔑 I find that trowing in a universally understood keyword or label helps: 👩🏾 "I've worked with people at Deloitte, and walked them through change as a part of the HR team. Now I do it independently, as a coach." Curious: 🤔 ❓How do you describe what you do to your relatives? Has it changed since you started? Let's have more good people talk about what they're building. 🚀

What do employees REALLY want in 2024? 👀 Deloitte's latest #EmployeeInsightsReport2024 made one thing crystal clear: Values matter. A LOT. In fact, 73% of employees say it's important their company's values align with their own. And a whopping 63% wouldn't even work for a company that doesn't share their values! This is exactly why Caleer is designed to empower YOU. Our platform helps you find opportunities that align with your unique values and career goals. We're not just about finding a job; we're about building a fulfilling career that's authentically YOU. Because when your values are aligned, everyone wins. ✨ #caleer #employeevalues #careergoals #valuesmatter #jobsearch

Why is the mobility function critical in winning the race for talent and skills? Our EY 2024 Mobility Reimagined Survey showcases the benefits of evolved mobility. Learn more:

Why is the mobility function critical in winning the race for talent and skills? Our EY 2024 Mobility Reimagined Survey showcases the benefits of evolved mobility. Learn more:

Thank you, Deloitte 2024 Global Human Capital Trends, for stressing the critical importance of #imagination for organizations! Here are 5 key action items suggested, with a focus on emphasizing imagination: 🚀 Invest in Imagination Development: Provide resources and support for the development of imagination skills. Offer training programs, mentorship opportunities, and access to tools and technologies that stimulate creative thinking and problem-solving. 🚀Prioritize Cultivating Imagination: Recognize and prioritize the cultivation of imagination as a core competency within the organization. Invest in initiatives that encourage imaginative thinking,  brainstorming, and cross-functional collaboration. 🚀Empower Imagination at all Levels: Create a culture that empowers employees at all levels to unleash their imagination. Encourage them to explore new ideas, challenge assumptions, and take calculated risks in pursuit of innovative solutions. 🚀Integrate Imagination into Strategy: Embed imagination into the organization's strategic planning processes  - future scenarios, exploring alternative perspectives, and encouraging bold thinking when setting goals and objectives. 🚀Celebrate Imagination and Innovation: Recognize and celebrate imaginative thinking and innovative solutions. Highlight success stories, reward creativity, and foster a culture where experimentation is encouraged and failures are viewed as learning opportunities. By emphasizing imagination as a core competency and integrating it into all aspects of the organization, businesses can unlock new opportunities, drive innovation, and thrive in an increasingly dynamic and uncertain world. In short, as founder of IMAGYM and passionate advocate of imagination, I LOVE IT! 💜 👏 Appreciate your work on this report: David Mallon Nicole Scoble-Williams GAICD Mike Griffiths, Susan Cantrell and Matteo Zanza #imagination #humanresources #hr #deloitte #innovation #companyculture #personaldevelopment #Management

Here’s my Origin Story for Athena Consultants: “I looked around the IT consulting firm where I worked and realized that there were a handful of people who were not only good at what they did, but also empowered those around them while they did it. I wondered what would happen if you took people with this natural inclination and gave them on-boarding training to enhance this skill, turning empowerment into a company culture. Hence Athena Consultants was born!” What this doesn’t include is WHY I wanted to start my own company. I believe that everyone who owns their own business has a larger purpose for taking this risky, uncertain, sometimes lonely, often scary journey. Here’s mine: “My boss had her first child and wanted to come back to work part-time. She was told “no”, her choices were to bill 40 hours a week (so work at least 45), or she could resign. I saw female developers being ignored in meetings and overlooked for promotion. I saw female business analysts blamed repeatedly when projects went south and saw several unfairly fired until the handful of business analysts that remained were all men. I saw an almost entirely white company make no efforts to diversify their staff.” I decided I wanted to do better, to create an IT company which: • Allowed women to stay in the workforce during the different phases of their lives. • Allowed women and people of color to have leadership roles. These two purposes are at the heart of every decision I make as I build my company. If you’re a business owner, what’s your Origin Story? And, what’s your greater purpose for being in business? Until next week … have a brilliant week and stay safe. https://lnkd.in/gdqATYPP #ITConsulting, #Technology, #ApplicationDevelopment, #AgileConsulting, #WorkflowAutomation, #CultureofEmpowerment, #WorkplaceCulture, #GS10K