Empowering HR Leaders: Advocating for Change in the Workplace

Empowering HR Leaders: Advocating for Change in the Workplace

Empowering HR Leaders: Advocating for Change in the Workplace

Colleen McCreary’s recent LinkedIn post caught my attention. It highlighted a recent quote from Jennifer Aniston where she succinctly captured the essence of a pervasive challenge that many individuals, particularly women, face in the professional world: the struggle to assertively ask for what they want and deserve.

Aniston stated, "There was a time in my world, my career, where I realized it's not being aggressive or combative or bitchy or emotional to stand up for what you deserve and what you want. It's a tough muscle to build. And also be loved and respected. It's hard to achieve."

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Leveraging AI in HR: Enhancing Functionality while Embracing Human Expertise
Career, Leadership, Human Resources Susan Nelson Career, Leadership, Human Resources Susan Nelson

Leveraging AI in HR: Enhancing Functionality while Embracing Human Expertise

Everywhere you turn these days, there’s an article on how AI is already transforming the way we live and work. I know I’ve been experimenting with it a bit in my own work, utilizing Chat GPT to help me get started on blog posts like this one. I find it’s a great way to get the creative juices flowing, especially when I’m pressed for time or just stuck.

So, this month, I thought that I would see what Chat GPT had to say on this topic.

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Reimagining the HR/Leadership Partnership
Career, Leadership, Human Resources Susan Nelson Career, Leadership, Human Resources Susan Nelson

Reimagining the HR/Leadership Partnership

Whether you are an HR Leader or Business Leader, listen up! I’m on a quest to revolutionize the role of HR. This means that HR needs to be ready and able to assume the strategic partnership role AND business leaders need to engage HR in ways that they may never have thought of before. Think of this as a sort of “open letter” from HR to their organization’s leaders on how they can work better together today.

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Returning to the Office: Mitigating Your Workplace Violence Risk

Returning to the Office: Mitigating Your Workplace Violence Risk

How’s the return to the office working out for you? I know many companies are easing back into the workplace and taking a measured approach, which is great, as there are so many variables we need to consider to ensure employee safety.

In addition to the obvious precautions against COVID-19 outbreaks, an even less pleasant aspect that experts agree may be an increasing area of risk is that of workplace violence.

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HR Best Practices for New Leader Success

HR Best Practices for New Leader Success

Now that we’ve been working remotely for almost a full year and it seems that we’ll be continuing to do some level of hybrid work going forward, HR leaders have had to adapt so we can continue to move our businesses forward. Performance discussions and promotions continue to part of our normal business cycle. And we continue to fill vacancies with external hires as well. But how is HR adequately preparing new leaders (whether newly promoted, first-time leaders, or new to the organization) to lead their teams?

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5 Keys to Retaining Women in the Workforce

5 Keys to Retaining Women in the Workforce

The statistics are sobering.  In September 2020, 865,000 adult women dropped out of the workforce, more than 4 times the number of men, according to the U.S. Bureau of Labor Statistics. One-quarter of all women are considering leaving the workforce or downshifting their careers, according to a joint study by McKinsey & Co. and LeanIn.org. If we want a diverse work environment, we need to start thinking differently about how we get work done and all the institutions that support our work.

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Reimagining the HR/Leadership Partnership
Career, Leadership, Human Resources Susan Nelson Career, Leadership, Human Resources Susan Nelson

Reimagining the HR/Leadership Partnership

Whether you are an HR Leader or Business Leader, listen up! I’m on a quest to revolutionize the role of HR. This means that HR needs to be ready and able to assume the strategic partnership role AND business leaders need to engage HR in ways that they may never have thought of before. Think of this as a sort of “open letter” from HR to their organization’s leaders on how they can work better together in 2021 and beyond.

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