If you missed the  Q&A session about the HR TED Talk Group Coaching program, here's a short video. The FAQs starts at around minute 9:08.

The only question that was asked at the live Q&A that we don't cover in this video is...

Q: "What are the types of topic we should be thinking about for our talk?"

A:  The coach will teach you how to find your BIG idea in the first session - HINT: think about what you are passionate about.

If you prefer to read about the program, full info page with FAQ here.

https://www.chropartners.com/lp-tedtalkgroup_oto_NM

 
Here's to Re-energizing by Inspiring Others!
 
Cindy Lu

ps. First session starts next Tuesday and we only have 27 spots left as of 3/9/21 so sign up today.

Don't hesitate to reach out if you have additional questions:

[email protected]

Whether you are early in your CHRO role, aspiring to become the Senior HR leader, or you are the CHRO looking to revitalize role, you will want to tune in for this lesson with Heather Hellebusch the Chief Human Resources, Risk and Safety Officer for Cinepolis U.S.A. on 5 lessons for a first time CHRO.

 So often being a corporate HR leader can feel like:

      ...Business leaders don’t see the value or know how to leverage HR?

      ...You have a seat at the table but it is an up-hill battle to convince senior leaders of the minimum viable HR infrastructure

      ..There are so many priorities and needs, and don't know where to start

      ...There days where you wonder “why am I doing this? It is just too hard.”

 To learn how to prioritize as an HR leader and what you should anchor to so you get...

As HR professionals we know leaders can dread performance reviews and employees can feel like it’s just a “check-the-box” exercise, so this month’s lesson is with Bonnie Endicott the Director of Talent Management at Southwest Airlines. 

She shares her insights on how Southwest Airlines simplified their performance review process for business results and how it has taken off! As a company known for taking care of their employees they know that performance management can: 

• Help employees bring their best to work everyday

• Assist leaders in connecting with employees

• Facilitate the continuous cycle of feedback and support 

In this 40-minute lesson Bonnie explains:

• 3 Tips for performance management 

• How Southwest prioritized their process roll-out and challenges they faced

• The value to...

Today we hear from Harry LaRosiliere on how influence is the result of leadership and his 4 tips on successfully influencing your constituents without feeling pushy.

With a track record of bringing some large organizations like Toyota, Boeing Global Services, JP Morgan Chase and Liberty Mutual to Plano TX, you don't want to miss this 20 minute interview with Harry LaRosiliere, Mayor of Plano and SVP, Wealth Management at UBS.

Connect with Harry on LinkedIn and let him know how you plan to implement some of his suggestions: https://www.linkedin.com/in/harrylarosiliere/

Here is his email in case you need to enter it: [email protected]

ps. Interested in elevating your career by building a trusted network of Sr. HR Leaders?  Consider joining our HR Inner Circle Group for monthly small group meetings, DE&I time saving resources and HUGE discounts on other products and services:

Join our vendor free group here: https://www.chropartners.com/
 

Last year our HR Mastermind Group had the privilege of meeting Greg Creed, (retired) CEO of YUM! Brands to hear his "TED" like talk on How Inspiring Leaders Fuel Results.

I am pleased we are able to share this amazing talk with you now.

With 1.7 million employees and thousands of leaders globally, Greg has data that shows how extraordinary leaders drive for results and inspire.

If a leader is great at driving for results, but not great at motivating and inspiring, what do you think the probability of being an extraordinary leader is? Watch the video above to find out.

Greg shares his five keys to creating inspiring leaders even if they aren't Winston Churchill in this 28-minute Ted like Talk!

Enjoy!

Cindy Lu

ps. Interested in creating an inspiring narrative to help executives better understand the value of Strategic HR? Check out how our HR TED* Talk Group Coaching can help - even if you aren't ready for the Big Stage Yet!          ...

HR can often feel more like an “administrative resource" rather than the strategic Human Resources role that impacts the business by driving growth. If you are a corporate HR leader that feels like:

• There’s not enough time, staff, or resources to focus on strategic initiatives
• Your strategic skills are being under-utilized
• Everyday is like playing a game of whack-a-mole
• The HR team is doing more administrative work than they should

In this sixty+ minute lesson with Billy Parsons, VP of HR for U.S. Dermatology Partners, you will learn how to streamline HR processes to free up HR from tactical tasks, so that you can focus on talent strategies that drive growth for your organization. Billy shares:

• 4 key phases to streamlining HR, and how to get buy-in from your team 
• A template for ensuring the work of process improvement yields an optimal employee experience
• Best practices on process improvement modification for the most impact and least amount of effort
...

Masterclass for Corporate HR Leaders:

5 Step Framework for building an in-house Talent Acquisition Function

…to save recruiting fees, improve candidate quality and be a TRUE strategic HR partner

In this 45-minute masterclass (on demand), you will learn:

• The EXACT habits of highly effective Corporate Talent Acquisition functions
• Why spending thousands of dollars on expensive external search firms is a waste of resources and won’t build a scale-able TA process and what to do instead
• How to make sure your organization doesn’t hire the “BEST of the WORST” and what you can do instead to make sure you get “A” players in your pipeline
• How to market to hiring mgrs./leaders to get a pilot program off the ground even if you don’t have a budget
• Why the “POST and PRAY” approach won’t get you the next Rock Star and how to help your hiring mgrs. see that the good candidates are worth the wait
• How to structure a search process to...

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...

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...