We are so thrilled you are joining our community of sharing networking notes from the latest in Human Resources & Training Notes! Relax and get ready to learn the LATEST NEWS!
DisruptHR as you know, are among one of my favorite Human Resources events (shh don’t tell the others!). This particular one was held in the absolutely stunning venue of McMichael Canadian Art Collection in Toronto, although you would believe you were in Europe with the area influenced by a German Town! The Art Museum is just tremendous, and what a place to host this event! Anyway, let’s get down to business, what were the takeaways?
Mike Lipkin The Potentiator
What an incredibly entertaining and informative speaker he was!
- Be credible every time you talk with anyone!
- Go forth and amaze yourself first and then everyone else!
- The pleasure of anything you do must be better than the pressure of what you do.
- BIG Remembrance (thanks Mike!) Every meeting only happens one time.
Read more about Mike!
Erica Pearson Stop Vacation Shaming your Employees
- Vacation shaming is real! This is the old way!
- The old way is the more hours you work, the more deserving of a vacation or promotion (wrong!)
- 25% of Millennials are feeling nervous requesting time off.
- When vacation isn’t used up, this leads to burnout!
Read more about Erica
Mina Mavaselli How Behaviors at Work are affecting your Personal Life
- Your behavior patterns are going to get picked up by your unconscious mind.
- ABC – Awareness of your values so that you are aligned at both work and home. Boundaries, have them in your conversations, give you back your voice. Culture, in and out of work is incredibly important!
Read more about Mina
Mike Bettley Recruiting Passionate People
- Have a passion for your craft!
- You need employees who want to pick up the tasks!
- Find those who are passionate and happy to give value to the organization.
- Build a set of complimentary “passions” that you want your teams to engage in.
- Great quote from Simon Sinek (see image)
Read more about Mike
Dorien Bouma You don’t have to be in control of everything, be in charge of your life.
- We cant be in control of things but we CAN be in charge of our habits and what we repeat.
- A healthy brain is adaptable and changeable
- Attention – you decide where it goes
- Strengths – Focus all your attention on what you are good at!
Read more about Dorien
Dean Delpeache Do we all ‘just’ want to dance?
- Diversity & Inclusion is a place where people can bring their whole-selves.
- Used a great metaphor about dancing, some people want to run the dance and someone people want to dance. Open up opportunity to showcase their skills.
Read more about Dean
Diliana Popova Creativity is the New Productivity
- She had incredible shoes (just saying!)
- Our educational system, does not prepare us for creativity.
- Creativity is a birthright.
- By the time we hit the workplace, we have lost some resources.
- Leaders can help team members by allowing time and space for creativity,
- How do you feel in your office? Is there anything else to do apart from sit at your desk and work?
- Can you do things with your hands? There is NO app for creativity!
Read more about Dilani
Marc-Anthony Sinogogg Funny is Better
- There is a direct correlation between happiness and success.
- Laughter brings people together. Dissipate the differences and connect people with laughter.
Read more about Marc
Jamie Good Presenting, How to Present
- Have clear language in your slides!
- Story telling is the emotional glue which heightens the emotional experience.
- How can you be the purple cow?
- Skills are cheap! Passion is Priceless (LOVE this Jaime!)
Read more about Jaime
Pam Ross The Danger of Empathy in HR
- Empathy is really connecting with your people.
- Brene Brown talks about ‘me too” – you will feel empathetic distress if you are feeling with them.
- Practice compassion, this give people the ability to move forward.
Read more about Pam
Gene Jamieson Indigenizing HR
- Lets repair the relationship within our organizations.
- Include indigenous practices as well as people.
Read more about Gene
Sharon Ramalha Listen, Learn, Disrupt
“Have a people first mindset. Have a plan to disrupt in 90 days.
- Create a “from – To” exercise with your people.
- Who do you want your HR Team to be described as?
- A people plan is not a HR Plan.
- Listen to your staff.
Read more about Sharon
Rob Catalano Keeping the Employee Voice Alive
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The workplace is changing, yet we aren’t changing practices.
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Engagement surveys were started in the war, a predominant way to amplify the employee voice.
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Are you asking them participative management questions?
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Share your data with leadership who can have an impact and create the change.
Rob, as well as a seasoned speaker in the HR Circuit is the Chief Engagement Officer at Work Tango Read more about Rob
I hope these notes have been valuable for you! Looking forward to sharing from my next networking session! Sign up for alerts for the next notes!
Ella Bates – Master Trainer, Owner of Trainingx3 the patented formula for guaranteed Corporate Training Success, Ella has over 20 years in the Learning Industry within Corporate and Higher Education. If you are looking for Corporate Training with high impact and long lasting results, or to discover the knowledge gaps in your organization, we would love to talk with you. CLICK HERE
Friend of ours Kristen Harcourt, Leadership Coach captured WorkHuman (a fabulous HR Conference) beautifully! Check out her notes
Disrupt HR Ottawa
You know I love to share my learning experiences, Knowledge sharing is a big part of creating a learning culture within your network, so here we go!
We look forward to the Disrupt HR Events, its all in the Title #DisruptHR. Time to disrupt thinking, innovate and inspire! Ottawa was held in a held at the innovative, modernized collaboration space for entrepreneurs at the Collab Space in Napean. over 400 HR Professionals being energized, informed and empowered by speakers from the HR field.
Here are the top takeaways from each expert speaker.
John Fleischauer Big Foot, The Loch Ness Monster & Your Organizational Values
- .HR pros like to view themselves as “strategic leaders of the business”, but often, employees don’t see HR like that at all – they see them as traffic cops that make the rules. Rules that they don’t enforce.
- In order to help change that perception, it’s important for HR to realize that focusing on subjective nonsense like an organization’s values (which they don’t have, people have values, orgs are legal entities incapable of feeling human emotion), they should focus on driving desired behaviors in their leadership and employees, and build 1:1 credibility with their employees as people.
John, as well as a dynamic speaker is the Chief Talent Officer for Pivot Edge, read more about John
Ella Bates Throwing Manure at Flowers, Doesn’t Make them Grow
- Each part of your organization has different conditions in which thrive – the key? – Training Needs Analysis. Fill the gaps with the right skills, attitudes and behaviors to have the highest impact.
- Massive shift in demand for human expertise – Growth Culture – MUST be an integral part of your plans for Talent Management.
- 50% of workforce being Gen Y’s & Millennial – they expect solid and demonstrated commitment to professional development. Real growth opportunities.
- Have your leaders support the process to really create speed and momentum
- PROVE your commitment to growth in your organizational culture with a Training Needs Analysis.
Ella, as well as a energetic speaker and Master Trainer is the CEO and Founder of TrainingX3, the guaranteed Corporate Training Success Formulat. Read more about Ella
Lydia Di Franesco Grey Zone Mindset/Embrace Your Imperfections
- What’s the Grey Zone Mindset? It’s switching from the all-or-nothing cycle to embracing consistency and imperfection.
- Grey Zone Mindset Principles:
- Choose consistency over perfection
- Healthy living as a lifestyle
- Setting realistic expectations
- No guilt
Lydia, as well as a Mindset expert is a Wellness Expert Read more about Lydia
Rob Catalano Keeping the Employee Voice Alive
-
The workplace is changing, yet we aren’t changing practices.
-
Engagement surveys were started in the war, a predominant way to amplify the employee voice.
-
Are you asking them participative management questions?
-
Share your data with leadership who can have an impact and create the change.
Rob, as well as a seasoned speaker in the HR Circuit is the Chief Engagement Officer at Work Tango Read more about Rob
Ken Evraire Creating Space for the Authentic Warrior
- It’s been said that “it’s just business…it’s nothing personal”. Nothing could be further from the truth. We spend 23% of our time at work. That is a significant investment.
- When you factor in “life”, the importance of providing a healthy work/life balance is priority #1.
- Creating an environment that celebrates the mere possibility of what an individual can contribute to a group of like-minded individuals is a powerful, empowering gift.
- The old school coach is wrong. There is an “i” in Team. An invested, inspired, intuitive, integral and influential individual is the game changer every leader is looking for. We are all warriors! When you marry that warrior spirit with an ethos, a mission that one believes in and can rely on…you have created an authentic warrior.
- Authenticity fulfills us. It tells us we have found our right place and our right time. When you are in that space, even the bad days are not that bad.
Ken, as well as a Team Builder, is Chief Storyteller for his business Read more about Ken
Sam Laprade Taking the lid off Workplace Bullying
- Bullying needs to be recognized as a real issue in the workplace. This is not just happening on the soccer field or the playground. Adults are bullying each other in the office, on the job site and in the board room.
- 26% of people who are bullied in the workplace end up quitting their jobs. Over 50% of employees have either been bullied or witnessed bullying in the workplace.
- Bullying is not always yelling or public insults, sometimes bullying is quiet. Bullying can occur through isolating a fellow staff member, passive aggressive behavior and sabotage.
- Bullying takes place in Non-Profits too. Many people think non-profits are immune to this type of harassment. This is not true. It is very prevalent.
- Bullying changes someone. It affects their work productivity, their home life, their mental and physical health.
Sam, as well as a Radio Presenter is a strategist Read more about Sam
Jamelle Lindo The Emotionally Intelligent Leader in Industry 4.0
- Today’s digital landscape demands more from leaders
- Leaders must enhance their EQ to meet the demand
- EQ, unlike IQ can be developed & everyone is capable
Jamelle, as well as an expert in Emotional Intelligence, is a coach with Forbes Coaches Council Read more about Jamelle
Jeff Lucier Deadwood or Driver?
- Drivers will quickly become deadwood when they misunderstand the ecosystem, they’re part of.
- Those familiar with the ecosystem must openly teach it – who governs it, what steers it, and how people can best navigate it.
- Drivers’ success relies upon identifying and building constructive relationships with the right people, knowing and aligning to the true priorities, and delivering in a way the organization expects.
- While the ecosystem can be taught, information is often hoarded, or opportunities missed. This is both wrong and ineffective.
- Instead, executives and HR pros should reduce the likelihood of drivers becoming deadwood by openly sharing more about the who, what and how of their ecosystems.
Jeff, as well as an Executive Coach, is a Leadership Consultant at Aspirant. Read more about Jeff
Andrew Montague A Call for Non-Birth Parental Leave Rights
- Everyone who has the opportunity should take parental leave
- Employers should take active steps to let parents know they can and should take leave.
Andrew is an associate lawyer with Nelligan O’Brien Payne LLP. Read more about Andrew
Katrina Moss Busy is Overrated
- Being mindlessly busy is a default we have all fallen into.
- It leads to serious consequences like burnout (real life experience talking!) and we don’t have to live like this.
- Reverse this by self-reflecting on habits and behaviors that are mindless and don’t align with your values
- Calm your lizard brain with deep breathing to create choice
- Learn to say no to things that don’t align with your values which will allow you to have fulfilling days versus just busy!
Katrina, as well as a Career Mentor, is a Learning Acceleration Lead with Shopify Read more about Katrina
Joel Silverstone Your Acting Sucks
- You’re giving feedback or in a difficult conversation, and it’s not going well, it may be because your tone, body language and choice of words are giving you away- You’re not such a great actor!
- How can we be more genuine to build trust and get to dialogue? Do what good actors do– these 3 things must be aligned: Mindset, Breath, Body
- Mindset is about your INTENTION (what do you want from this relationship?) vs. your OBJECTIVE (what can’t you change!!)
- Breath, your brain needs 20% of your oxygen, if it doesn’t get enough it affects your mood, thought and voice.
- Body- relax your forehead, drop your shoulders, stop clenching your buttocks
Joel is a Speaker and Coach with Silverstone Productions. Read more about Joel
Jennifer Vuckojevic The Future of Making Remote Work, Work
- Remote working is on the rise and it is time we all embrace this global trend!
- Create a Culture of Belonging When you work remotely, it often can feel like out of sight out of mind. Stop that from happening by providing opportunities for your teams to connect in person and give plenty of recognition.
- Build Psychological Safety The top trait of high performing teams at google is psychological safety which means creating an environment where your employees feel they can be vulnerable with each other.
- Share Stories By providing remote and in office employees opportunities to share their stories with each other, we enhance our sense of empathy towards one another
Jennifer is a Organizational Development & Communications Specialist at Pythian. Read more about Jennifer
Omer Aziz Trigger Flow/Boost Performance
- Under what circumstances do you perform at your best and how much better is your best as compared to your average.
- Studies in medicine and psychology show that your performance is strongly correlated to your <state>
- Typically, the focus has been on negative performance related to negative states such as pain and injury
- Sports psychologists started looking at peak performance. The more you study peak performance, the more it peaks.
Omer is a Corporate Performance Coach at Peak Performance Engineering. Read more about Omer
I hope these notes have been valuable for you! Looking forward to sharing from my next networking session! Sign up for alerts for the next notes!
Ella Bates – Master Trainer, Owner of Trainingx3 the patented formula for guaranteed Corporate Training Success, Ella has over 20 years in the Learning Industry within Corporate and Higher Education. If you are looking for Corporate Training with high impact and long lasting results, or to discover the knowledge gaps in your organization, we would love to talk with you. CLICK HERE
Disrupt HR Toronto
You know I love to share my learning experiences, Knowledge sharing is a big part of creating a learning culture within your network, so here we go!
We look forward to these HR Events, its all in the Title #DisruptHR. Time to disrupt thinking, innovate and inspire! Held at the beautiful space in Toronto Public Library. What an atmosphere…music playing, great food and drink and hundreds of like minded individuals ready to networking, share and learn!
Aaron Barth said that there was no such thing as the average person and we shouldn’t be measuring and taking action from the “average”. Sharing the history of 1950’s CockPits proving the flaw of averages. From a HR perspective, he meant that there is no such thing as the average employee, yet we use this data from employee surveys. We need to close the empathy gap and be radically person centered. Great points Aaron, if your organization is using the “average” employee…what is happening to your high performers, the low motivated, poorly skilled employees that are still in your talent pool? Individual focus is key here.
John Fleibschauer talked about the fact that HR was not designed for innovation (so true), it was designed to mitigate risks. HR is now set to evolve hugely in the next few years and HR sucks at their marketing! I’d go as far to say that a majority of HR departments DON’T market themselves at all, they stay in the corner and the old feeling of they are there to hire and fire will stay. Time to change this! They speak their own language, we need to re-evaluate he culture of HR.
Pauline James questioned if we thought that our managers were choosing friendship over being supportive. There is a cost to being nice and prioritizing harmony as this can distract from the purpose of people management. We need to tackle the problem not the person, get purpose orientated conversations going on. How are we communicating the purpose? Great points Pauline, non-harmonization can create innovation and creative thought and new disruptive patterns which lead to growth!
Michelle Chan explained that there is a user experience design problem, LMS is competing with Google. You cannot capture the need for learning, are you building values into your learning. Learning needs to be re-branded completely. A woman after my own heart! Learners are more likely to web search the answer than go to your organizations LMS system. Is that being looked at, how often to you review your LMS system and how your employees are utilizing/learning and evaluate its effectiveness?
Michelle Chan explained that there is a user experience design problem, LMS is competing with Google. You cannot capture the need for learning, are you building values into your learning. Learning needs to be re-branded completely. A woman after my own heart! Learners are more likely to web search the answer than go to your organizations LMS system. Is that being looked at, how often to you review your LMS system and how your employees are utilizing/learning and evaluate its effectiveness?
Jodi Tingling showed us the glassdoor statistics that 22-44% of workers are experiencing burnout. Burnout has become an official diagnosis! Chronic stress, detached, reduce performance, (see photo above) Time to put the human back in Human Resources, use more EI and understand why people are doing. Its time to reassess the hiring cycle, there is sill a gap in replacing your team members. Focus on employee check-ins. Its time to normalize mental health days, lets reduce the stigma of talking about it. More and more articles on employee Burn-out are spread across our social media accounts, what is your organization doing to take action?
As Joshua Siegal reminded us, once upon a time, there was a need for the unions to fill the gaps. Now, in a generation of knowledge workers – the employees have the power. We are wired for connection with other humans, due to complexities, employees are lonely. Star Trek failed us as we have no teleportation yet, its time to get your team together, there is strong ROI in the connectedness of your team. Let’s take time to teach and you guide your people, this requires more thoughtfulness. I teach this factor alot, in fact in most of my leadership sessions. Simple coaching, connection can be a walking meeting for 5 minutes to get a coffee, how are things going? What do we need to Start, Stop and Continue doing? Let’s start to bring back the group conversations and stop the silohs. Lets focus on hiring dynamic thoughtful leaders to be the people connectors. 60% of people would choose to stay in a company if they felt they had more connectedness.
“The word ‘turnover’ creates a tension in the air when talked about” said Heather Bellingham. Are you aware that 2-3 years is the average time in companies right now, its time to build those relationships. Adopt the same principles that you have for customers to your own employees (powerful). Customers outgrow companies just as employees do. Focus on their growth plan, ask your team members do they want to renew their ‘employee subscription’ with you.(love this concept)
People are putting out fires and saying yes to frequently according to Kristen Harcourt. HR leaders are burnout as this method is just not sustainable. Start to have courageous conversations, start saying yes to the right things and align with the valuable work.
Alex Meers discussed the huge consumer demand for organizations to provide social change for brand benefits and it will change the way we think of attraction and retention. Start to unleash the full potential of your talent.
The changing environment known as industry 4.0 according to Jamelle Lindo. Advancement in technology. What skills do leaders need to have. Our definition of smart has to change. EQ can be scientifically measured, can be developed, everyone can do it, its down to the choice of the individual. I personally predict that EI and Agility will be the focus on most of the organizations I have worked with so far this year and will get even more traction in 2020.
Melanie Dellapietra talked about our internal block of failure, People feel stuck. People leave because they aren’t fulfilling their purpose and using their unique talents. There are exclusionary programs only available to the high potentials….time for a change. Who is offered learning in your organizations? Those who you want to fill the gap for or those who you are preparing for succession?
AI is disrupting HR Kelly Smyth believes that Half of Canadian jobs will be automated soon and more human skills will be needed Its already begun!. Design thinking will keep us to be relevant at he workplace. Let;s start to Zone in on employee personas. Its really important that we need to get out of our desks and observe them in the workplace. Look at empathy map, need to get back to basics and understand the basics.
We can get what we want when we want it, recruitment is like uber. Ryan Atkinson believes that all recruiters sound the same I agree Ryan! Time to innovate and use tools to broaden the horizons of talent acquisition.
A FABULOUS event, with so many gold nuggets of information! Looking forward to the next one already!
I hope these notes have been valuable, I look forward to sharing my notes from the next event with you! Sign up for alerts for the next notes!