In today's vlog post I speak with Harry LaRosiliere, SVP of Wealth Management at UBS and the current Mayor of Plano, to learn what "more normal" will look like.

COVID has shifted the landscape of businesses and Harry shares with us a central, upside and downside scenarios and what indicators to look for to determine which scenario to plan against.

Harry shares how to take advantage of market volatility, major technology shifts and how economies are investing in sustainability.

Finally, we discussed how retaining talent is a big focus for HR leaders and Harry shares a creative executive perk that 2/3 of the S&P provide for their C-Suite and how it keeps senior execs focused and your company competitive for executive talent.

Tune in to listen to what "more normal" looks like and useful strategies for HR Leaders.

Enjoy! 

Cindy Lu

ps.  Ladies: If you are interested in attending a Women's event UBS is hosting a  around financial empowerment  for women, the next webcast will featur...

Hello! It's Cindy Lu, founder CHRO Partners.  Hosting the DEI&B BigHR Event this year required months of research, courses, books, and talking with CDOs & CHROs. 

It's been eye-opening to see how many HR leaders are frustrated with the lack of progress in areas like ...

...consistently attracting diverse slates of candidates

... retention of underrepresented talent and lack of talent pipeline

...the lack of diversity in the "C" suite and on Boards

_{HR Leaders want to do things differently this time...}

HR Leaders Know "Programmatic" DEI&B Investments Won’t Bring Sustainable Change

Here's the REAL change needed...

DEI&B must be built into the entire talent life cycle

 It's that simple (not easy)!

We have to do the work to ensure the foundational HR Centers of Excellence are in place while weaving in DEI&B into the entire employee life cycle.

That’s why we are proud to introduce...

I was listening to the WSJ last week and heard that Starbucks has made a pledge that by 2025 30% of their manager level and above leader will be people of color (it was 15% in 2019 and about 46% of their overall workforce identified as a minority).

Last year Starbucks hired their first CI&DO. They are focused on mentor-ship programs, I&D is now tied to executive compensation and they are starting and executive council to integrate I&D throughout the company.

Like Starbucks, many organizations hope these efforts will produce enough ‘ready now’ and ‘ready next’ leaders but when you find they aren’t ready yet or…

...maybe your organization has made a change in your thinking that promoting only from within is NO longer the preferred practice because in order to accelerate diversity at sr. levels we have to go to external candidates.

Whatever the case, this is when HR leaders need to ensure internal TA teams or search firm partners will serve up a diverse slate of highly qualified candidate...

 https://www.amazon.com/Stand-Out-Build-Leadership-Presence/dp/1789665817/ref=sr_1_1?dchild=1&keywords=carol+kinsey+goman&qid=1600282545&sr=8-1

Enjoy!

Cindy Lu

ps. Make sure you white list my email as we will be announcing our Members only Special Interest Pop-up (SIP) Groups shortly. The first g...

In today's vlog post we speak to Kim Sullivan, Chief People Officer of Concentrix and learn about the two areas of focus new CHRO/CPOs must work in parallel or risk loosing the opportunity to drive change.

Don't just look for quick wins but look for BIG wins quickly and leverage that win to influence areas you need to make changes.

 She shares that while focus on business acumen and transformation skills are critical to leading a strategic people function, building a network of peers you can count on to help you find answers quickly in our fast moving world is something you need to do all the time not just when you need something.

Enjoy! 

Cindy Lu

ps. If you are interested in learning more about how to join the conversation with HR leaders across the country, sign up for an HR Circle Zoom call where we explore strategic HR challenges in a safe vendor free setting.

1. Sign up here.

2. Watch short orientation in the LMS (learning management system)

3. Join the conversation wit...

There are so many HR leaders starting or refreshing their organization's diversity and inclusion journey but without a dedicated in-house D&I experts or budgets for external consultants, many are finding this work to be like a 3rd job and unsure where to start.

We hope this vlog will help save you time and bring clarity to your company's D&I journey.

Tune in to hear how Chris Sinclair, VP People & Culture/HR for a PMG Digital Agency. outlines a simple framework to refresh and restart D&I.

He shares the challenges they experienced and the three-pronged approach they are taking as well as the simple (but not easy) steps they took related to talent practices.

Lastly, the organization shows their corporate courage when they share their findings publicly front and center on the website. This is a template you'll want to see.

Not only is it smart business to have a diverse and inclusive culture, but Chris feels these are just table stakes for companies related to employee attraction and...

I heard from one of our members how their organization did an amazing job responding during the social and cultural inflection point we are currently experiencing. So, I knew we needed to interview the force behind this experience - Ronnie Dickerson Stewart, U.S. Chief Diversity Officer at Publicis Groupe.

Tune in to hear her advice on starting or revamping your DIEBJ program even if you don’t have a big budget or staff. Here are some key takeaways: 

• Ronnie begins with defining and acknowledging the current climate as a cultural inflection point in order to help us understand how to start, move forward, and co-conspire for change. 
• Explore a variety of maturity models to recognize what your starting point is
• ID your Gaps
• If you don't know what to do next, start by capturing the emotions and listening to your employees 
• Leverage your ecosystem, whether it’s peers or consultants. Look for helpers inside your organization who want to help. 
• It’s a marathon, not a sprint, and spee
...

Feeling stuck? Wondering what it takes to get to the top HR role? Join us to hear about Bala’s journey from an engineer to CHRO after working at world-class companies like HP and Coca-Cola. 

Bala Sathyanarayanan, CHRO of Greif, joins us to discuss his three career pivot points to CHRO and gives critical advice on what it takes to get to the CHRO role - that has nothing to do with HR skills. 

Born and raised in India, Bala shares how he transformed from working in engineering to HR, his move to the US, and finding the ambition to aim higher. 

Lastly, he gives a few simple yet crucial pieces of advice to help get the experience you want on your career path to CHRO.

This is a perfect opportunity to rethink how you are prioritizing your time and energy. Being heads down isn’t the path to get you there.

If you don't have time to watch the vlog post, here is the machine generated transcript.

https://www.chropartners.com/connectionsconnections 

Enjoy! Cindy Lu

If you haven't yet signe...

Now more than ever, Corporate Courage is a muscle HR leaders need more than ever.  If you are a HR leader who is dealing with everything from the pandemic, inclusion challenges to difficult senior executives, you will want to watch this 27 minute video by Tiffany Haynes, CPO and GM of Jack Henry & Associates and learn...

• How you can have more impact on your organization if you can conquer courage even if you aren’t already in the “C” suite 
• Four techniques to help you shift towards a more courageous position as an HR professional that will make you standout with grace
• Getting your mind right so that you can be strong for those you serve

Come meet Tiffany in person at the virtual BigHR event during the Speed Mentoring program!

Conquer courage today!

If you don't have time to watch the video, you can downloading the transcript here.

Summary by Emma Lokar

Today we share the career journey of Dana Beckton, Chief Diversity Officer of Sentara Healthcare and how she went from city bus driver to a Chief Diversity Officer of one of the largest healthcare networks in the country.

Whether you're just starting this journey or need a reset in DIEB, you'll want to hear her story and recommendations.

She shared with us the three legged stool in diversity, inclusion, equity and belonging and how to build authentic relationships of trust to drive change without having all the answers.

Finally, you'll hear how she created safe space conversation sessions that had over 90% engagement at leadership & executive levels and two books you will find very helpful in this journey.

If you don't have time to watch the vlog post, here is the machine generated transcript.

https://www.chropartners.com/DIcareerpath

Enjoy! Cindy Lu

ps. Dana will be joining us at the BigHR event so make sure you say hello during the open networking time in the afternoon. If you...