Podcasts about agile hr

I veckans avsnitt gästas jag av Lovisa Ehrenborg som är aktuell med boken "Handbok för ledarhjältar – motivationsforskning som superkraft". Tillsammans pratar vi om hur förståelsen för självbestämmande motivation kan förändra sättet vi rekryterar, leder och onboardar medarbetare. Vi utforskar hur man kan identifiera motivation i intervjuer, hur det kopplas till kompetensbaserade rekryteringsmetoder och hur man samtidigt säkerställer en rättvis bedömning. Dessutom diskuterar vi hur motivation påverkar prestation och engagemang,  och hur organisationer kan skapa en arbetsmiljö där människor både trivs och utvecklas på ett hållabrt sätt. Tack snälla för att du lyssnar! Frida

How can you embrace an Agile HR mindset?Why is Agile HR a better approach to delivering value than our traditional methodologies?My guest on this episode is Riina Hellström, Founder, Agile HR CommunityDuring our conversation Riina and I discuss:How Agile HR can revolutionizing HR's approach to value deliveryHow small-scale pilots before full rollouts leads to better HR solutions that actually stick.Why cross-functional teams are the secret sauce for transforming everything from onboarding to performance management.How co-creating HR programs with employees dramatically boosts both buy-in and results.How HR can shift from traditional metrics to product-focused KPIs that showcase real impact.Connecting with Riina:Connect with Riina Hellström on LinkedInEpisode Sponsor:Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersElevate 2025 - Learn more about this a flexible 3-week virtual program focused on taking your strategic capabilities and business impact to the next level with 16 interactive sessions led by 18 HR thought leaders.

I en tid där transparens och trovärdighet blir allt viktigare för att attrahera rätt medarbetare, är autenticitet en avgörande faktor i employer branding arbetet. Men hur många företag lyckas leva upp till det? I det här avsnittet pratar jag med Fabian Åhlin om hur arbetsgivare kan bygga ett genuint varumärke, rekrytera rätt personer och skapa en bättre kandidat- och medarbetarupplevelse. Vi diskuterar också hur energibranschens ökade komplexitet påverkar efterfrågade förmågor och hur balansen mellan hårda och mjuka kompetenser kan forma framtidens arbetsliv.

I veckans avsnitt gästas jag av Michael Göthe, Agil organisations coach. Vi pratar om vad som krävs för att leda i en värld där förändring är det enda som är säkert. Vad innebär det att arbeta i en oförutsägbar miljö? Vad är egentligen komplexitet, och hur kan vi möta den? Vi utforskar strategier för självledarskap, kollektiv intelligens och hur vi organiserar oss smartare. Dessutom funderar vi på hur man hittar balansen mellan individens, teamets och organisationens ansvar – och varför både struktur och inre reflektion är avgörande för att lyckas. Avsnittet presenteras i samarbete med Cegid, systemet som hanterar alla dina HR-processer.

In der Podcast-Folge #119 von Klartext HR spricht Stefan Scheller mit Anke Wolf zum Thema „Agile HR - so muss sich Personalarbeit verändern“. Agilität hat längst Einzug gehalten in deutschen Unternehmen. Aber wie steht es dabei und die Personalabteilungen? Ist der Anspruch eines „agile HR“ sinnvoll, realistisch oder etwas überzogen? Als Transformationsberaterin hat Anke Wolf einen sehr praxisnahen - und überraschend pragmatischen - Blick auf das Thema. Mit Anke diskutiere ich unter anderem darüber, * was genau Agilität mit Blick auf agile HR bedeutet * warum auch und gerade HR sich mit Agilität beschäftigen sollte * wie weit HR tatsächlich agil werden muss * welche Ansatzpunkte und Praxisbeispiele sie für agile HR hat * welche Tipps sie geben kann, um HR in Richtung Agilität zu entwickeln Ein spannender Talk als 15-Minuten-Impuls.
Klartext HR - Informieren. Inspirieren. Lernen.
Viel Spaß damit! Anke Wolf ist HR-Beraterin und Interim Managerin mit 25 Jahren strategischer und operativer HR-Erfahrung in multinationalen Unternehmen. Ihre Wirkungsfelder sind Agiles HR, HR-Transformation, HR-Prozessoptimierung und Diversity & Inclusion. Sie leitet ihre Boutiqueberatung seit Januar 20216 und arbeitet mit international agierende Kunden, meist DAX-Unternehmen oder großer Mittelstand zusammen. Zuvor war sie 15 Jahre als HR-Führungskraft und Expertin mit globalen Verantwortlichkeiten in Konzernen im In- und Ausland tätig. Professionelle und innovative HR-Arbeit liegt Anke am Herzen. Deshalb hat sie 2021 das Buch "Agiles Human Resources: Kundenorientiertes Denken und Handeln im Personalbereich" im Springer Verlag herausgegeben und ist seit 2022 Host des HR Supper Clubs (Podcast für innovative HR-Themen und Praxisbeispiele). >> LinkedIn-Profil von Anke Wolf: https://www.linkedin.com/in/anke-wolf-a747202 >> Website von Anke Wolf: https://www.ankewolf.net >> Buch von Anke Wolf und Anja Karlshaus: https://amzn.to/4hh98fB >> weitere Folgen Klartext HR: https://persoblogger.de/klartext-hr Werden Sie und Ihr HR-Team Mitglied im PERSOBLOGGER CLUB, der HR-Lern-Community: https://club.persoblogger.de

SummaryIn this conversation, Sander Dur and his guest Riina Hellstrom explore the evolving role of HR in organizations, emphasizing the shift from traditional "resource management" to a more agile, empowering approach. They discuss the importance of adopting an agile mindset in HR practices, the impact of AI on the workforce, and the necessity for continuous learning and adaptation in the face of change. Riina shares insights on how HR can create value for employees, the challenges faced during the COVID-19 pandemic, and the need for leaders to prioritize initiatives effectively. The conversation highlights the importance of co-creating change with employees and fostering a positive work environment that encourages engagement and fulfillment.takeawaysHR should empower employees to succeed.Agile mindset is crucial for modern HR practices.Value streams in HR can enhance employee experience.AI will significantly impact HR roles and functions.Continuous learning is essential for career development.Leaders must prioritize initiatives effectively.Co-creating change with employees fosters engagement.The COVID-19 pandemic highlighted HR's importance.HR needs to adapt to technological advancements.A positive work environment enhances employee satisfaction.Hosted by Ausha. See ausha.co/privacy-policy for more information.

SummaryIn this conversation, Sander Dur and his guest Riina Hellstrom explore the evolving role of HR in organizations, emphasizing the shift from traditional "resource management" to a more agile, empowering approach. They discuss the importance of adopting an agile mindset in HR practices, the impact of AI on the workforce, and the necessity for continuous learning and adaptation in the face of change. Riina shares insights on how HR can create value for employees, the challenges faced during the COVID-19 pandemic, and the need for leaders to prioritize initiatives effectively. The conversation highlights the importance of co-creating change with employees and fostering a positive work environment that encourages engagement and fulfillment.takeawaysHR should empower employees to succeed.Agile mindset is crucial for modern HR practices.Value streams in HR can enhance employee experience.AI will significantly impact HR roles and functions.Continuous learning is essential for career development.Leaders must prioritize initiatives effectively.Co-creating change with employees fosters engagement.The COVID-19 pandemic highlighted HR's importance.HR needs to adapt to technological advancements.A positive work environment enhances employee satisfaction.Hosted by Ausha. See ausha.co/privacy-policy for more information.

This week on The Mind Tools L&D Podcast, we're putting the ‘people' back into People Development and the ‘human' back into ‘Human Resources, as we explore Natal Dank's book Agile L&D.   Natal is the co-owner and director of PXO Culture, a consultancy firm on a mission to make HR, culture and change about humans.  And her book, Agile L&D, is a follow-up to Agile HR.   We discuss:  Problems with a ‘traditional' approach to L&D  Tools and methods for prioritizing and organizing workloads  Whether ‘agile' has just become another corporate buzzword  To find out more about Natal, and the book, visit pxoculture.com  During the discussion, Natal referenced the books The Build Trap by Melissa Perri and Embracing Uncertainty by Margaret Heffernan.  For more on Taylorism, see ‘scientific management'.  In ‘What I Learned This Week', Ross Garner discussed Yuval Noah Harari's bleak take on the future of AI and government.  Nahdia discussed digital twins.  Natal discussed Meditations for Mortals.  For more from us, including access to our back catalogue of podcasts, visit mindtools.com/business. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work.    Or become a member to support our show! Visit mindtools.com and use the offer code PODCAST15 for 15% off an individual subscription. This offer is for new subscribers only and can't be used with any other offer.   Connect with our speakers     If you'd like to share your thoughts on this episode, connect with us on LinkedIn:  Ross Garner  Nahdia Khan  Natal Dank 

Janine Vos of Rabobank shares the challenges and opportunities on the path to becoming an agile HR team, and the mindset shift that is crucial to the transformation.

When pressed to run a Learning & Development team that reliably, efficiently, and predictably impacts performance, time and time again professionals turn to Agile. As an approach, it has long been employed in HR and L&D teams but like most trends, when the hype dies down many move their attention to elsewhere. However, why move on from something that works? In this episode, Natal Dank returns to the podcast to bring us up to date with how Agile is continuing to make impact to L&D teams. KEY TAKEAWAYS Building business agility is about creating a toolkit tailored to how the business operates. Increasingly businesses are building the customer experience around the product. You often need to move and make decisions without knowing everything. Things move too quickly for this not to be the case, which is why Agility is so important. Mapping the skills is the key to being able to move fast and be adaptable. See the whole employee experience as the L&D product and keep that understanding up to date. Human-centred design sprints help you to identify which problems to solve first. Understand how you sit in the business stream. To get started with Agile use it to solve a single problem. Natal explains how in the podcast. Establish some core principles from you hypotheses and start to design around that. BEST MOMENTS 'You´ve got to deliver now, and not tomorrow.' 'You can´t solve complex problems in silos.' 'Agile is about being laser focused.'   Natal Dank Bio Following over a decade working in senior HR, Talent and Organisational Development roles, Natal is now a leading figure in Agile HR and People Experience. Natal heads-up learning, coaching, and community at PXO Culture and is seen as a pioneer in the Agile HR movement. In 2016 Natal hosted the first Agile HR Meetup in London with the aim of building a community of like-minded disrupters, which has since grown into a regular event held across the world from Sydney to Paris and online. A year later she co-founded the Agile HR Community and has recently published the book, Agile HR. Now, through PXO Culture, Natal is focused on defining modern HR for the 21st Century.  You can follow and connect with Natal via: LinkedIn: https://www.linkedin.com/in/nataldank/ X/Twitter: https://twitter.com/NatalDank Events & Meetups: https://www.pxoculture.com/events Agile L&D Book: https://www.koganpage.com/hr-learning-development/agile-l-d-9781398613256 VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

FREE Download - Employee Journey MapLinks: https://www.enterpriseexcellenceacademy.com/employee-experience-journey-mapSummary Keywordsorganisation, teams, people, product, design, learning, employee, build, agility, based, business, shaped, skills, centred, agile, experience, programme, thinking, called, work.IntroductionWelcome to episode 173 of the Enterprise Excellence Podcast. It is such a pleasure to have Natal Dank back on the show with us today. Natal was on the Podcast with us previously, back on episode 122, discussing her award-winning book Agile HR. Natal is a leader in the field of leading and improving organisational Agility culturally. Today, we will discuss her upcoming book Agile L&D: The New Organisational Playbook. We are proudly sponsored by S A Partners, a world-leading business transformation consultancy.Episode Links:Youtube Full Episode https://youtu.be/ayJhLQdjD-4Youtube Two-Minute Tip: https://youtu.be/UPIwa1TXgCAEnterprise Excellence Academy web: https://www.enterpriseexcellenceacademy.com/podcast/episode/7a263d84/173-agile-landd-the-new-organisational-playbook-with-natal-dank  ContactsBrad: Connect via LinkedIn or call him at 0402 448 445 or email bjeavons@iqi.com.au. Visit Natal on LinkedIn - she always responds and is up for a chat. Join her HR community at PXO culture: https://www.pxoculture.com/What's next?1.     Download the new resources https://www.enterpriseexcellenceacademy.com/downloads2.     Join our next community meeting.  https://www.enterpriseexcellenceacademy.com/community.3.     Listen to Natal's previous podcast, #122 Natal Dank Agile HR – Deliver value in a changing world of work, https://www.enterpriseexcellenceacademy.com/podcast/episode/78e92649/122-natal-dank-agile-hr-deliver-value-in-a-changing-world-of-work.4.     Book that Brad recommends: Both/And Thinking by Wendy Smith and Marianne Lewis. Shortened link: https://www.amazon.com.au/Both-Thinking-Embracing-Creative-Tensions/To learn more about what we do, visit www.enterpriseexcellenceacademy.com.Thanks for your time, and thanks for helping to create a better future.

Lucy Adams and Karen Moran, founders of Disruptive HR, discuss how HR can be made more agile and responsive.

Dive into an enlightening conversation with Brian Milner and HR innovator Pia Maria Thorén on the transformative power of Agile in HR and leadership. Discover a people-centric approach that champions attitude, growth, and empathy. Overview Join Brian Milner in this compelling episode as he sits down with Agile and HR expert Pia Maria Thorén, who shares her insights on revolutionizing Human Resources and leadership with Agile project management principles. Pia Maria delves into the critical shift from traditional hiring practices to prioritizing attitude and potential, fostering a nurturing candidate experience, and the vital role of team involvement in the hiring process. Through her advocacy for empathy and a people-centric approach, Pia Maria outlines how understanding and support can transform handling performance challenges and layoffs into opportunities for growth. Tune in to explore how these strategies not only enhance HR practices but also pave the way for more dynamic, resilient organizations. Listen Now to Discover: [01:13] - Dive into an enlightening conversation with Pia-Maria Thorén, the visionary author behind 'Agile People' and a leading expert in Agile human resources. [02:30] - Join Pia-Maria as she unfolds the compelling narrative of Agile's breakthrough into HR practices, crafting a more effective and adaptive approach to leadership and human resources management. [07:46] - Hear from Pia-Maria as she unveils the secrets behind Agile's innovative recruitment and hiring strategies, focused on creating an environment where candidates are eager to work and flourish. [09:44] - Brian explores the catalyst behind Agile hiring practices, pondering how organizations kick-start the recruitment process when their sights are set not on vacancies but on attracting the perfect fit. [10:55] - Shifting the focus from traditional job slots to dynamic team contributions, Pia-Maria introduces the transformative concept of 't-shaped' teams in recruitment, urging a reevaluation of how we define the ideal candidate in job descriptions and hiring processes. [13:08] - Brian draws upon Simon Sinek's insightful video, dissecting the intricate relationship between trust and performance in teams, and highlighting the importance of trust in the makeup of high-performing teams. [15:00] - The Agile Mentors Podcast is brought to you by Mountain Goat Software. Elevate your expertise with their Certified Scrum Product Owner® course and gain exclusive access to Mike Cohn’s Agile Mentors Community for a full year of continuous coaching and support. Explore the full spectrum of Certified Scrum and Agile Training on the Mountain Goat Software schedule. [16:44] - Pia-Maria introduces a groundbreaking perspective on measuring team success, steering away from individual performance metrics and static goals towards a more dynamic and holistic assessment strategy. [21:37] - Pia-Maria delves into the complex dynamics of employee departures and layoffs within the Agile HR framework, questioning how these principles reshape traditional approaches to such challenging situations. [28:11] - Pia-Maria raises compelling counterpoints to the general avoidance of specialization, inviting listeners to consider the circumstances under which honing in on specialized skills could be advantageous. [29:24] - Brian shares a big thank you to Pia-Maria for joining him on the show, inviting listeners to connect through Agile People or LinkedIn. [31:07] - If you’d like to continue this discussion, join the Agile Mentors Community. You get a year of free membership into that site by taking any class with Mountain Goat Software, such as CSM, CSPO, or Mike Cohn’s Live Online Better User Stories class, where we get right into the good stuff and have some deep discussions. We'd love to see you in one of Mountain Goat Software's classes, you can find the schedule here. [31:40] - We invite you to subscribe to the Agile Mentors Podcast. Do you have feedback or a great idea for an episode of the show? Great! Just send us an email. References and resources mentioned in the show: Agile People Agile People: A Radical Approach for HR & Managers by Pia-Maria Thorén Agile People Principles by Pia-Maria Thorén Agile People Picture Book by Pia-Maria Thorén et al. “How Do You Measure Success?” By Simon Sinek Certified Scrum Product Owner® Training Certified ScrumMaster® Training and Scrum Certification Mike Cohn’s Better User Stories Mountain Goat Software Certified Scrum and Agile Training Schedule Join the Agile Mentors Community Subscribe to the Agile Mentors Podcast Scrum Gathering in New Orleans 2024 Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Pia-Maria Thorén is the founder of Agile People and author of ‘Agile People' and specializes in driving organizational agility through HR, leadership, and motivation. She creates workplaces where employees perform better and feel engaged, contributing to successful transformations from both financial and human perspectives

Bio  Fabiola is a pioneer and thought leader in Agile HR and Co-Founder of Just Leading Solutions, a global transformation consultancy for HR and Business Agility. As a seasoned Management Consultant and Executive Advisor, she works with key players around the globe and across the private, corporate, and social sectors. She helps them become more adaptive and innovative by maximizing the potential of their people function. Fabiola is a Switzerland native living in New York. She is an avid New York Rangers fan.   Interview Highlights 03:20 Business Agility 04:35 The Impact of Technology 07:45 How HR Fits into Business Agility 10:35 Making the Change 13:50 Sustainable Initiatives 16:25 Agile HR vs Agility in HR 18:35 Workforce Planning Sessions 30:15 The Agile HR Course   Links ·         JLS Website: www.justleadingsolutions.com ·         Training Overview: Agile HR Training ·         Agile HR Explorer: Agile HR Explorer Training ·         LinkedIn Fabiola Eyholzer   Books & Resources ·         The Connected Company, Dave Gray ·         Thinking in Systems, Donella Meadows ·         The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth, Amy Edmondson   ·         The Culture Code: The Secrets of Highly Successful Groups, Daniel Coyle   Episode Transcript Intro: Hello and welcome to the Agile Innovation Leaders podcast. I'm Ula Ojiaku. On this podcast I speak with world-class leaders and doers about themselves and a variety of topics spanning Agile, Lean Innovation, Business, Leadership and much more – with actionable takeaways for you the listener. Ula Ojiaku So I have with me here Fabiola Eyholzer, she is the Co-Founder and CEO of Just Leading Solutions, a New York based consultancy for Lean Agile People Operations. Fabiola, it's a massive honour and pleasure to have you on this show. Thank you for being my guest on the Agile Innovation Leaders podcast. Fabiola Eyholzer Thank you, Ula, the pleasure is all mine. Ula Ojiaku So how did you get into this, you know, Lean Agile space? Fabiola Eyholzer So it's actually quite an interesting story. It's now 13 years ago when I was running the Swiss market for a European HR consultancy, and we were looking for a new leadership model for our career starters. And I met some Agile coaches and they're like, oh, you have to do Scrum, and I'm like, well, did you hear me say that we are an HR consultancy, we're not a software developer. She's like, trust me, it's the right thing to do, so we did a test run. So we introduced Scrum, which is the predominant Agile practice with our career starters, and it was such an eye opener to see what actually happens when we work in this new way that I knew this is the future, and I decided there and then to quit my job and dedicate the next phase of my career to Agile HR. Ula Ojiaku Wow. And since then, what sorts of organisations or projects or initiatives have you worked on? Fabiola Eyholzer So we've worked on so many different initiatives and with so many different companies and I actually had to look it up, I was in over 21 countries with the topic of HR Agility, and in that time I worked with companies across all industries, across all sectors, from profit, to non-profit, to education. And something that is really interesting is that at the end of the day, it doesn't matter that much what your corporate culture is, what your social culture is, when it comes to the people function, we want to make sure how do we maximise the people function, how do we leverage what we are doing in HR in a way that is highly beneficial for our employees, and with that, highly beneficial for our organisations. And of course, right now we are in that situation that the world of work around us is changing massively, you know, it's just being turned upside down. And this is, on the one hand, really scary, on the other hand, it's a massive chance to really reinvent HR, and really do things differently. Ula Ojiaku Something that stands out to me is you're saying it's an opportunity to reinvent HR and we will get back to that, but before we do, what does business agility mean to you? Fabiola Eyholzer So for me, business agility is really ensuring that our companies are engaging and adaptive and innovative so that they can thrive in that fast paced and constantly changing, highly dynamic environment. And at the core, what it means is that organisations and institutions are shifting away from being well oiled machines to being thriving ecosystems, because adaptability means exploring change, enabling change and being able to be change ready and to manage change to flex their muscles, to explore opportunities very quickly, to act on opportunities and not be scared, not be afraid to pivot and to course correct. And that's what we are seeing right now, that companies have to shift away from a model that served us really well for 150 years to a new system that is always at the edge of chaos, but that's the only way to continue to thrive and be adaptive in that fast paced, highly dynamic environment. Ula Ojiaku And would you say, I've, this is the first time I'm hearing that phrase, edge of chaos, but I do agree, and would you say that in this day and age, because the nature of the work we do, compared to 150 years ago, or even some years ago, it's for the most part getting to be knowledge-based, especially in technology. Is that one of the considerations for the change we need in the way we organise and run our companies or groups or teams? Fabiola Eyholzer Yes, technology is definitely a massive game changer for us, but it's not just about changing the way we work or changing the way our processes work. And quite often when we talk about technology in the HR space, people think about, you know, putting our HR process onto new, fancier digital process, but that's not just what it's about. It's more about understanding how much is technology and everything else that goes hand in hand with that, how is it changing the way that we work, and it leaves us with that very fundamental question, what type of work is left for us humans? If everything around us is being automated, and you know when we think about automation, a lot of people think about assembly line work going away, you know, routine work going away. And that was true 20 years ago. But today, work is being automated in every single field imaginable. And it's not just routine work that is being automated, and that leaves us with that question, what type of work is left for us? The answer is, it's the type of work that requires our passion and our potential for collaboration, ideation, our social and emotional intelligence. And of course, we are solving problems we never had to solve before, so there is no script, and that means we need to organise our companies in a different way. We need to organise work in a different way so that we can manage that ongoing fast paced change and that we can continue to solve problems we haven't solved before. And that's why we need to shift away from being a well oiled machine that has everything already figured out and written into job descriptions and competency models and objectives and KPIs to a company that can create and respond to change very quickly. Ula Ojiaku So given your definition of what business agility means to you and the case you've made for change, in the sense that we're at the edge of chaos and the sorts of work we need to do right now because technology, almost everything can be and will be automated in one way or the other, so where does HR fit in into this, in the light of business agility? Fabiola Eyholzer I can give you a very straightforward, simple answer. The role of HR in business agility is that HR is the secret to business agility, because if we don't align our people approach, and if we don't align our HR practices to the new realities and new demands, we're not going to be successful. So if we don't engage in talent scouting and talent enablement and performance acceleration in a way that is aligned with the new way of working, we cannot achieve business agility. Ula Ojiaku And how ready would you say the HR function is for this sort of transformation? Fabiola Eyholzer So the companies that we work with, or that I have the pleasure of working with, they are ready, or at least they're not scared to try. So they're courageous enough to try. As an industry in human resources, I think we have a long way to go. On the one hand, we see that things are changing and we're trying super hard to change with the times, but quite often we don't have that fundamental understanding that the entire mindset, the entire DNA of the organisation is going to change, and unless we understand that new mindset, that new DNA, we will not be able to change or maximise the people function in a way that is most beneficial for Agile enterprise. So we have a long way to go. Ula Ojiaku How would you know if an organisation's HR function is ready? Are there some indicators that they're ready to go on this journey if they haven't started already? Fabiola Eyholzer One of the indicators is if they have more questions than answers, they're probably there. So, because the companies are just saying, oh, we've done this, we've done that, tick, tick, tick. They're probably not the ones with that growth mindset that Agile organisations need. Okay, so that's one indicator. The other indicator is that they're not satisfied with the status quo and at the same time they are willing to do something about it. So I sometimes say, we have a gut feeling that tells us there must be a better way out there to engage with people, to create a learning organisation, to inspire people. And if we listen to that gut feeling, then we need to be gutsy about it, to change it, to do something about it. And these are some of the things that we see in organisations that we work with, they are not afraid to challenge the status quo. They realise we need to change and we need to change now. Ula Ojiaku And okay, when they have identified, yes, we need to change, we need to change now, what's your typical direction or steer or guidance to these organisations and their leaders in terms of where to start? Would you say, let's take a big bang approach and overhaul everything? Or would it be small iterative steps towards the change? What's your typical approach? How would you advise them? Fabiola Eyholzer So I'm going to give you the consultant answer, it depends. So it depends on the change readiness and change willingness of the company. We have a lot of companies where we have amazing success, when we took one part of the organisation, typically around 500 to 2500 people, where we changed the entire HR approach. We had some companies where we have had amazing success with a big bang where we really transformed the entire HR organisation, but it really depends on how ready are you to explore and also how willing are you, how much do you want to put in, how much energy and passion and resources are you willing to put into that transformation? But one thing that we always do is, we start with training and inspiring people, because we talk about a new world of work. And while this is easy to say, you know, people initially envisioned this is about virtual work, or working from home. Well that's a tiny part of what we're talking about when it comes to this new world of work, and because this new world of work is rooted in such a fundamentally different mindset, we first need to understand that mindset, and we need to speak the same language, because quite often we're using words that have a very different meaning in the Agile space versus the traditional corporate environment. And I can give you an example, for instance, if we talk about hiring for potential, you know, what are we looking for? In the traditional way of looking at potential, it's, does someone have the potential to thrive in that particular role, and does someone have the potential to take the next step in a predefined career trajectory? But that's not what we're talking about when we talk about hiring for potential in the agile space. We are talking about hiring for potential to thrive in an uncertain, complex, ambiguous, volatile world. Does someone feel comfortable with uncertainty, not knowing what their job is going to look like 12 months from now? Does someone feel comfortable with flexing their muscles, with learning and unlearning new things? So it's a very different understanding of a simple work word ‘hiring for potential'. So that's what we're doing, is speaking that new language, understanding why and how this new world is so fundamentally different. Ula Ojiaku Well, that's very, very thought provoking and some of the things in my little experience that I would expect leaders of such organisations to say like, yes, well and good, you know, you inspire us, there's a case for change, but how can we make sure this isn't one of those multiple failed large change initiatives with engagement? How would we know we will make this sustainable? Fabiola Eyholzer So you will never have a guarantee, but what is a massive game changer, and what's crucial to the success of any transformation is your commitment, okay? So you have to stick with it, even, or especially, when the going gets tough. And since we are working in such a different way, it's super easy to fall back into old patterns of behaviour when there are problems that come up, when we need to reprioritise, when something unforeseen happens, it's super easy to fall back, and that's when you have to keep going. And I think that dedication is one of the key aspects. And also what's interesting about agility is when you learn about Agile and how it works, and what the values are, it resonates with us. Of course it does, because it was created for the human economy, so it taps into what we bring to the table. So it sounds super easy and straightforward, let's talk about empowering people, who doesn't want to feel empowered, but then it's, we have to figure out what does that mean for us in an organisation, what does empowerment mean? How do we share that empowerment? How do we allow the teams to explore, to learn, to stumble, to fail, to course correct? It's not always that easy to then actually follow through. And I always say the devil is in the detail when it comes to Agile. You know, it sounds super easy on the surface, but when you dig in deeper, it gets more challenging. Ula Ojiaku It's almost like learning to play a game of chess. Yes, you might know how the different pieces move on the board, but actually the getting into it, it's a lifelong pursuit to become a grandmaster, almost anyway. I really enjoyed going through your course, the Agile HR Explorer course that's on the Scaled Agile platform open to SBCs, but there was something that you mentioned in that course, Agile HR versus Agility in HR. Can you explain for the benefit of the audience, you know, what these two terms mean and how they differ? Fabiola Eyholzer Yes, so the word HR has two meanings. So when people talk about HR, they can either mean the HR department, your compensation specialist, your learning expert, your grading instructor. So all these HR professions, so the entire HR department and that. Or they can mean HR as a discipline, as a function, where we talk about talent acquisition and performance management and learning and development, workforce planning and so on. And because there is that duality to it, we also have a different approach to agility. And that's when you hear those words, Agile for HR, so meaning what can Agile do for the HR department or HR for Agile, meaning what does HR do for the Agile teams, for the Agile organisation, and the approach is slightly different. So when we bring Agile to the HR department, it's all about how do we work in a different way? How do we organise around value? How do we deliver value faster, in a better way? So it's implementing all these Agile practices, the natural practices and ceremonies and artifacts within the HR department. Whereas the other side is really, how do we align all our HR practices to this new way of working, and that's really where the magic happens. So if we shift from recruiting to talent scouting, if we shift from learning and development to talent enablement, if we shift from performance management to performance acceleration, that's when we help the organisation become and stay Agile, that's when we bring business, or enable business agility across the organisation. Ula Ojiaku And there's something you said about workforce planning, you know, so in terms of the function, if I may just go slightly off tangent, it's a question that's been on my mind in the sense that, is there a way that one could approach workforce planning that would undermine the agility of the organisation? So I'm going to give a hypothetical example. So there are some organisations who might be saying, do you know what, in this economy, we need to balance out our talent mix, and we want new, fresh talent who, maybe fresh graduates who are, they will cost cheaper, they probably are up to date with new technologies versus, you know, existing talent who might be more expensive. So is there a way that one might approach workforce planning that could be detrimental, because there are pros and cons to every approach potentially, but in your experience, in the multiple organisations you've supported and continue to support, could there be things we could watch out for that might undermine our agility in that space? Fabiola Eyholzer Yes, so the way that we look at it is when we look at talent and what talent brings to the table, we don't look at it from, is this talent expensive or cheap? It's about how much value does this talent add to the organisation? Okay, so it's a value based way of looking at it, rather than a cost based, right. So that's the first part. The other part is that we, what we want to do with adaptive workforce planning is that we can explore opportunities very quickly, so it has to be a way where it's easy for us to say, hey, we have new initiatives come up that require new skills that we are very proactive about it, that, let's say we need more AI experience or Blockchain experience or whatever it is in the future, if we know that today that there is a high chance that we need it, let's look at the organisation. Do we already have people who have experience or skills in that particular field? Can they train others? Do we have to start building, putting up a training program ourselves? Do we have to get external talent in that can give us a leg up? Can we work with exploratory assignments to get people that experience? So there's so many things that we can do, and the focus with anything that we do in agility is always about now and the future, whereas in the traditional workforce planning, it's more about the past and today. And if you think about it, workforce planners, they don't have a full overview of what are the initiatives the teams are going to be working on six months from now, but we think it's going to be 12 months from now. And that's what we do with the active workforce planning in the Agile space. We have that forward looking approach. We look at our talent pool and say, what's the strength of our talent pool, not just compared to the initiatives that we're doing today, but to the initiatives that we think are coming up. And the beauty about this is, and here you see that we're really applying systems thinking, is that this is then opening up growth opportunities for our employees, because if we want to be an Agile organisation, we need to be a learning organisation first. Ula Ojiaku I do like what you're saying about the adaptive workforce planning and it does align with that, you know, responding to change over just sticking to a plan. How often would you recommend or how often in your view would it be practical to be having these sorts of workforce planning sessions? Fabiola Eyholzer We do it once a quarter with our clients, because that allows you to then also collaborate, because this is about talent management, you know, where do we see things that people need to learn, what they want to focus on, do we need to open up exploratory assignments, do we need to assign people to different teams, all of these things we need to know before we go into our quarterly planning. So if we talk in SAFe terminologies, you want that to happen before your PI planning so that you can make sure that those people topics are part of the backlog. So we work with capacity allocation, all of that, to make sure that we have people topics on that, so that's why we do it once a quarter. Ula Ojiaku Okay. And I would assume, you know, once a quarter, those people topics, because there's also the respect for the individual or the people involved, there would be some factoring in that there will be conversations with the individuals to say, hey, this is what we think is going to happen, what's your opinion? Do you want to go instead of just shifting them into positions and maybe them learning on the day of the PI Planning your team has changed. Fabiola Eyholzer Yes, and, you know, in the Agile space, we talk a good game about empowerment and we know how it works when it comes to work, but of course, empowerment also means empowering people when it comes to their learning and growth journey. So, hey, the people manager, people developer and HR are there to open up opportunities for them, but at the end of the day, they have to be on that journey by themselves, they have to make those steps, they have to go through that door, they have to go out and learn and explore and bring themselves into play. So it's, what's empowerment when it comes to their own growth and learning. Ula Ojiaku Thanks for that Fabiola. Would you say that when you do this adaptive workforce planning, does it make sense for one area or team or division or department to be compared with another? And I'll tie it back, I'll just give you some context, because I've heard of organisations, you know, doing it based on, oh, we want to make sure our cost base is, you know, our overheads, we're cutting it, I know everyone is doing a good job but we want to cut it, can we start measuring this department with that department in terms of workforce planning. I do resonate with that value base, instead of looking at how much they cost, what's the value these people, these talents are bringing? What's your view on, in the process of doing this, comparing one unit or department with another in their workforce planning approach? Fabiola Eyholzer So there are two aspects to it. One is, what data do we measure? And the second part is what do we do with the data? So for instance, when it comes to adaptive workforce planning, for instance, one of the important KPIs that we have is looking at the talent pool strength. So how strong is the talent pool compared to what we're working on right now? What we're going to work on in the next one or two quarters and three to four quarters out. But we're measuring that just so that we have a data point to get us talking. So this is not about comparing my team to your team and my team is better than your team, that's not what this is about. It's more about having a data point that allows us to have a conversation, that allows us to see, are we moving into the right direction? So, and I think that's important to all the KPIs. Why are we measuring them? And what are we doing with the data? And also the question, are we measuring the right things? And something that we often see is that people don't differentiate between leading and lagging indicators. So, for instance, a simple example in HR, we often look at retention rates, which is a great measure to have. But here's the thing, a retention rate is a lagging indicator, a lot of stuff has already happened, you know, and people did that quiet quitting probably long before they actually handed in their notice. So while we want to have that data point, there are other data points that are probably going to be better for us to be proactive, to do things about it. So always think about why are we measuring something? Are we measuring the right things? Are we measuring the things that are easy to measure? And for instance, cost is a data point that is easy to measure, but it doesn't say anything about the value. If someone used a hundred percent of their budget, well, did they do well? We don't know. Maybe they could have done the same thing with 70% of the budget, or maybe they should have gone to 120 and created something amazing for the future. So, really think about why are we measuring things and what are we doing with the data? Ula Ojiaku It just reminds me of a conversation I had and I said, what if we don't look at the cost and what if we also asked, are they meeting the targets that you set for them, the objectives that you set for them, and could they be setting up your organisation to make, you know, quantum leaps of progress by the work they're doing right now. So, and some of these things we can't see into the future, it's only retrospective, and that's where the leading indicators you talked about, although you talked about it differently from, you know, measuring attrition and people leaving and retention and all that, but there are ways of knowing in advance whether our guess is most likely to be correct, and sometimes measuring money or the cost isn't always the best metric, so I really like what you said about that. Thank you. Fabiola Eyholzer And also when you think about it, so many organisations, they want to be innovative and adaptive. At the same time, they focus so much on efficiency and, you know, following a script, following a plan, you know, hitting certain numbers that are set in stone, that they actually lose agility and adaptability and innovation, but they don't see the connection between the two, they don't see the connection between their leadership approach and their HR and finance and legal processes and how that is impacting one way or another how innovative they are, how creative they are. Ula Ojiaku I do recognise we're kind of teetering whenever we talk about the cost, we're teetering between, you know, finance, but they are all intertwined, like you just pointed out, it's all intertwined and it's a delicate ecosystem where you're always going to have to be doing something to stay in balance. What you did yesterday might not necessarily work today, so it's all about sensing and responding and I do appreciate what you've said so far. So what led to your developing the Agile HR course, which is now on the Scaled Agile platform? Fabiola Eyholzer Yes, I co-created or co-founded JLS, I think, nine years ago, and we very early on realised that we need to have a training to sort of do that level setting, get people that foundation, foundational knowledge to succeed in their transformation efforts. And that's when we created a series of different courses, and one of them is the Explore course that you mentioned. It's a one day course, it's great for anyone who's new or fairly new to Agile, Agile HR, you know, someone who wants to know more about it, and this is really an important first step to a longer learning and growth journey. But if you're new to Agile and you're in HR, this is definitely a great training. It's a one day training that gives you, starts out with the new world of work, you know, why is it so different? Why do we have so much pressure on performance management and career models and so on and so forth? Then what is Agile? And we explain Agile, not using technology based examples, but HR examples, you know, what does good design mean in the HR space? So we really explain the Agile manifesto and Agile values and principles from a HR perspective, and then we bring these worlds together and we talk about what is Agile HR and how do we apply that to different HR practices? So it's going to give you a well-rounded introduction to the field of HR Agility. Ula Ojiaku And is this available on the JLS website? Fabiola Eyholzer Yes, so all our trainings are available on our website and also our partner companies offer Agile HR training, you can go to an open enrolment class or you can bring it to your own organisation to train either an entire department or a team. And it's especially valuable when you start out on a new initiative, you know, it doesn't matter whether your company is already Agile or planning to become more Agile, if you're tasked with reinventing performance management or, you know, doing a new initiative, a new project, this is always a good way to get into it and say, okay, how can we make Agile work for us before we then help the organisation be more Agile? Ula Ojiaku We'll definitely have the link to your website in the show notes with your episode. So what I'm hearing is it's available, there are some partners as well that offer this training, which you and your team have curated. But if someone says, no, I want you, Fabiola, to come to do this for us, is that possible as well? Fabiola Eyholzer Absolutely. You can go to our website and contact me or you can hunt me down on LinkedIn, I'm the only one with my name, so you should be able to find me and just send me a message and we can definitely collaborate. Ula Ojiaku Okay. Well, what excites you about what you do currently? Fabiola Eyholzer Oh, I tell people I have the best job in the world because I get to work with amazing people, amazing companies, you know, people and companies who are not afraid to push the status quo, you know, who are courageous to do things differently and who are not afraid to push boundaries, because we're getting into uncharted territory. When you think about human resources, the term HR was first used in 1893 by J. R. Commons. So HR is this year, 120 years old, and of course we've evolved, you know, we changed from personnel management to modern HR and everything, but we're at the cusp of a new era that is going to be fundamentally different from anything else that we've done in the past. And if you think about it, it's never been this exciting to be in HR. We get to reinvent and shape the future of HR, or the people function, whether you call it talent and culture, or employee success or people and culture, whatever term you're using, we are reinventing it, and I'm in the middle of it, so I get to help organisations do this. Ula Ojiaku That's exciting. I can sense the passion and the enthusiasm there. Would you be writing a book on this topic anytime soon? Fabiola Eyholzer Maybe one day. Ula Ojiaku Maybe, okay. Whilst we will be eagerly waiting for your book, what books would you recommend to people who might be wondering, okay, what else could I read to, to get abreast on this, or generally any books that you would recommend that have made an impact or impression on you? Fabiola Eyholzer So one book that had a really big impact on me was The Connected Company. So it talks about the company being more like a city, rather than an engine, and even though it doesn't talk about agility, it doesn't talk about human resources, there is so much food for thought in there, you just have to put that thought in to make that translation into HR, but I thought that was a fantastic book. Then obviously Thinking in Systems by Donella Meadows. I'm a systems thinker myself, so that definitely resonated a lot. And of course there are other books like The Culture Code, Fearless Organization, books like that, that can, you know, really give you a lot of food for thought. Ula Ojiaku Thank you very much. These would be in the show notes. And would there be any ask before we round up that you would have for the audience? Fabiola Eyholzer So don't be afraid to push boundaries and to challenge the status quo. As I said earlier, every time you have that gut feeling there is a better way out there, well, chance is that there actually is. So don't be afraid to push boundaries. Don't be afraid to try. And I know everyone sometimes feels that they're in that hamster wheel, that they have so many things to do already that they can't take on something else, but I tell you from personal experience and from my experience working in that field for, for 10 years, it is a game changer. And if you're willing to put in the work, the results are going to be amazing. Yes, actually it's hard work, but it really delivers what it promises. Don't be scared, be courageous, do it. Ula Ojiaku Thank you very much Fabiola for those words of wisdom. It's been a pleasure. I've thoroughly enjoyed this conversation and I hope, you know, we would have some follow up sometime in future. Many thanks Fabiola. Fabiola Eyholzer Anytime. Thank you so much. Pleasure was all mine. Ula Ojiaku That's all we have for now. Thanks for listening. If you liked this show, do subscribe at www.agileinnovationleaders.com or your favourite podcast provider. Also share with friends and do leave a review on iTunes. This would help others find this show. I'd also love to hear from you, so please drop me an email at ula@agileinnovationleaders.com Take care and God bless!   

BONUS: Beyond Profit, How Happy Office Is Redefining Success in the Workplace, with Maartje Jansen and Fennande van der Meulen Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Maartje and Fennande's journey into the realm of happiness at work began with a blend of personal insight and professional evolution.  A conversation with a neighbor about the  innovative step of hiring the Netherlands' first Chief Happiness Officer, led them to the realization that prioritizing worker happiness is not just beneficial but essential for business success.  This revelation was the cornerstone for founding Happy Office, the consultancy they work for. Both had always valued engagement and purpose in their work, but now they were seeing the business world through a new lens: one that focuses on harnessing the full potential of employees, beyond just profit generation.  Their early skepticism from academic circles about influencing work culture was overturned by practical experiences. The Four Pillars of Workplace Happiness They define happiness at work simply by saying: “it's when you find yourself whistling on the way to and from work!” They use four ideas to help describe how to achieve that outcome, the four Ps of Purpose, People, Progress, and Positivity.  These pillars serve as the foundation for creating a work environment where employees feel energized rather than drained.  At the core of their definition lies the basic human needs for meaningful relationships and contributions, suggesting that true happiness at work is about finding the right balance that fulfills these needs. The Critical Role of Happiness in Today's Workplace This episode's conversation underscores the heightened relevance of workplace happiness in the contemporary world, noting a discernible difference in organizations that take it seriously.  The emphasis on happiness is linked to broader trends in recognizing the value of positive work culture in fostering creativity, cooperation, productivity, and resilience among employees.  They also touch on the preventative role of a positive culture in reducing stress and burnout, supported by data and practical experience from their consulting work. Fostering Happiness at Work: Practical Strategies Offering actionable advice, Maartje and Fennande highlight the importance of starting with a clear understanding and discussion of what happiness means to a team.  They advocate for evaluating and improving upon the four pillars, emphasizing that cultural change should be incremental rather than big-bang.  Their approach is against the notion of rapid, transformative programs, suggesting instead a step-by-step experimentation to cultivate a lasting positive culture. Making Change Last: The Role of Leadership The challenge of ensuring lasting change is met with strategies rooted in engaging employees in meaningful conversations about their best work experiences and needs to flourish.  Despite initial resistance, these discussions pave the way for practical, tangible steps towards happiness.  The importance of leadership in modeling desired behaviors and the agile approach to HR are highlighted as critical factors in making happiness at work a sustainable reality. About Maartje Jansen and Fennande van der Meulen Fennande van der Meulen is an expert in workplace happiness and positive culture, co-leading Woohoo Unlimited. Utilizing the Happy Office method, she offers online training, workshops, and in-depth programs to enhance work happiness, culture, and productivity. Her approach is evidence-based, rooted in science, and internationally recognized. You can link with Fennande van der Meulen on LinkedIn. Maartje Jansen specializes in improving work culture using the Happy Office method, emphasizing positive organizational environments. She addresses issues like unclear company values and negative workplace dynamics. Her approach includes workshops, extensive programs, and evidence-based strategies grounded in scientific research, aimed at enhancing workplace happiness and productivity. You can link with Maartje Jansen on LinkedIn.

If you've ever wondered how to shift your organisation's perception of HR from being an operational, admin-heavy function, to one that is strategic, innovative and drives positive change; this episode of HR Coffee Time is here to help. Host, Fay Wallis is joined by Kate Maddison-Greenwell from People Efficient and together they take a deep dive into the exciting world of Agile HR.Key TakeawaysAgile is a mindset and set of methodologies focused on adding value to customers, including employees in the case of HR.Agile HR involves breaking down complex projects or problems into iterative chunks and prioritizing people-centric solutions.Visualization tools like Miro can facilitate collaboration and inclusivity in Agile HR.Games like planning poker can help teams estimate time and value more accurately in Agile HR.Sprints, typically two weeks long, are cycles in Agile HR that involve planning, doing, reviewing, and reflecting on progress.To get started with Agile HR, start small with a project or problem, focus on psychological safety, and gain sponsorship from senior leaders.Useful LinksConnect with Fay on LinkedInFay's website: Bright Sky Career CoachingConnect with Kate on LinkedInKate's website: People Efficient Buy the Book Recommendation(Disclosure: the book link is an affiliate link which means that Fay will receive a small commission from Amazon if you make a purchase through it)Built for People: Transform Your Employee Experience Using Product Management Principles, Jessica Zwaan Other Relevant HR Coffee Time EpisodesEpisode 114: What workplace culture is, how to measure it & a surprising way to improve it, with Arend BoersemaEpisode 102: Boosting your strategic knowledge to step up in your HR roleEpisode 22: How to handle conflict at work, with Ginny RadmallLooking For the Transcript?You can find the transcript on this page of the Bright Sky Career Coaching website.Rate and Review the PodcastIf you found this episode of HR Coffee Time helpful, please rate and review it on Apple Podcasts or Spotify. This video shows you how to rate and review the podcast on Apple Podcasts (because it isn't very intuitive). If you're kind enough to leave a review, let Fay know so she can say thank you. You can always reach her at: fay@brightskycareercoaching.co.uk. Enjoyed This Episode? Don't Miss the Next

"If we don't get the people side … we are not going to be a successful organization going forward.” In this people-focused episode, Adam talks to Fabiola Eyholzer from Just Leading Solutions about the importance of Agile HR and its role in organizational agility. The two discuss the why behind the shift to a more human-centered approach and what being on the cusp of the augmented era means for humans. Fabiola also introduces the Agile HR Explorer course designed to help HR professionals understand and embrace Agile principles and practices. Like what you hear? Connect with Fabiola on LinkedIn. Learn more about the Agile HR Explorer course from Just Leading Solutions. And explore other SAFe courses here.

How are you supporting the people who support your people? Whether your organization is on its way or just getting started with incorporating HR into your Agile way of working, Fabiola Eyholzer, CEO of Just Leading Solutions, has some advice to help you on that journey. Like what you hear? Connect with Fabiola on LinkedIn. Explore SAFe courses here.

In this episode of the HR Leaders podcast I'm joined by Brigette McInnis-Day, Chief People Officer at UiPath, to discuss How UiPath drives business value through automation and agile HR.

Natal Dank is a workplace, culture, and people development expert. She is a pioneer in the Agile HR movement and coaches clients across all industries, from innovative tech companies to not-for-profits, to global banks, in how to embrace an Agile mindset and reinvent their people practices. She hosted the first Agile HR Meetup in London in 2016 with the aim of building a community of like-minded disruptors. It has since grown into a regular event held across the world. In 2017 she co-founded the Agile HR Community and recently published the book Agile HR: Delivering Value in a Changing World of Work. In 2020 she started PXO Culture with the aim of defining modern HR for the 21st Century and helping organizations build great People Experience and Operations.Visit us at https://www.ouragiletales.com/about

In der neuen Podcastfolge spricht Maike Küper über die Transforrmation in der Organisationsentwicklung und im HR-Bereich. Maike hat in den vergangenen Jahren als externe Beraterin und interne Organisationsentwicklerin u.a. beim Mittelständler Dr. Oetker gearbeitet. Sie erzählt in diesem Interview von ihren Aufgaben in der Angestelltenzeit und gibt Einblicke und Tipps mit aus ihrer aktuellen Arbeit als selbstständige Organisationsentwicklerin, bei der sie es liebt mit der Brille der Externen unvoreingenommen auf Prozesse und Kommunikationskulturen in Teams zu schauen. Sie empfiehlt HRlern als ersten Schritt in der Veränderung, zunächst zu reflektieren und zu überlegen, welche Aufgaben wirklich notwendig sind und welche ausgelagert oder delegiert werden können. Am Ende des Interviews gibt sie BerufeinsteigerInnen in der Organisationsentwicklung und in HR Ratschläge und Tipps mit auf den Weg, wie diese Veränderungen gut initiieren und begleiten können.

Natal Dank is a workplace, culture, and people development expert. She is a pioneer in the Agile HR movement and coaches clients across all industries, from innovative tech companies to not-for-profits, to global banks, in how to embrace an Agile mindset and reinvent their people practices. She hosted the first Agile HR Meetup in London in 2016 with the aim of building a community of like-minded disruptors. It has since grown into a regular event held across the world. In 2017 she co-founded the Agile HR Community and recently published the book Agile HR: Delivering Value in a Changing World of Work. In 2020 she started PXO Culture with the aim of defining modern HR for the 21st Century and helping organizations build great People Experience and Operations.Visit us at https://www.ouragiletales.com/about

Natal Dank is a workplace, culture, and people development expert. She is a pioneer in the Agile HR movement and coaches clients across all industries, from innovative tech companies to not-for-profits, to global banks, in how to embrace an Agile mindset and reinvent their people practices. She hosted the first Agile HR Meetup in London in 2016 with the aim of building a community of like-minded disruptors. It has since grown into a regular event held across the world. In 2017 she co-founded the Agile HR Community and recently published the book Agile HR: Delivering Value in a Changing World of Work. In 2020 she started PXO Culture with the aim of defining modern HR for the 21st Century and helping organizations build great People Experience and Operations.NOTE: The Fast Company article that Natal Dank references in the podcast can be read at https://www.fastcompany.com/90878985/hr-often-sucks-heres-how-could-be-betterVisit us at https://www.ouragiletales.com/about

We talk about which parts of working in HR we LOVE and which parts we could live without... we're sure you have your project preferences too!Kate tells us about what led her to Agile HR, Victoria shares her experiences as a reformed people pleaser and Lisa gives her advice for what to do when you just don't have the energy.PLUS: We dive into the frustrations that come with working in HR - like being the scape-goat for hard decisions.Don't forget to subscribe or follow us on your podcast platform of choice so you don't miss an episode. Please share and review the show too - we'll plant a tree for every review we receive (see https://moretrees.eco)--------------------------------------You can submit your questions here https://bit.ly/3JUnQYp and the juiciest ones will be read out during each season.Any actions or risks are your own to take. You should seek legal advice before undertaking anything that may have consequences for yourself, your business, or your employees.

In this episode of ALI Shorts, we dive deep into the world of agile HR practices. HR managers and leaders are facing a rapidly changing talent landscape, much like navigating through turbulent waters. Our host guides you through specific actions that HR managers can take to implement agile recruitment solutions.Imagine a river of skill demands, with unpredictable twists and turns. By 2030, 85% of today's jobs will be entirely new. To successfully navigate this dynamic terrain, HR managers must cultivate an agile culture within their organization, invest in cutting-edge technology, tailor recruitment models, integrate tech effectively, and balance it with personalized training.Discover how HR managers can enhance the candidate experience through AI-enabled applicant tracking systems and create structured roadmaps for technology adoption. Learn how fostering an agile learning culture and building high-touch relationships can help your organization thrive in the ever-evolving talent landscape.Tune in to this episode for actionable insights that will empower HR managers to steer their recruitment efforts in the right direction and adapt to the changing currents of the job market. Find us here: www.agileleanireland.org

Natal Dank is a workplace, culture, and people development expert. She is a pioneer in the Agile HR movement and coaches clients across all industries, from innovative tech companies to not-for-profits, to global banks, in how to embrace an Agile mindset and reinvent their people practices. She hosted the first Agile HR Meetup in London in 2016 with the aim of building a community of like-minded disruptors. It has since grown into a regular event held across the world. In 2017 she co-founded the Agile HR Community and recently published the book Agile HR: Delivering Value in a Changing World of Work. In 2020 she started PXO Culture with the aim of defining modern HR for the 21st Century and helping organizations build great People Experience and Operations.Visit us at https://www.ouragiletales.com/about

Natal Dank is a workplace, culture, and people development expert. She is a pioneer in the Agile HR movement and coaches clients across all industries, from innovative tech companies to not-for-profits, to global banks, in how to embrace an Agile mindset and reinvent their people practices. She hosted the first Agile HR Meetup in London in 2016 with the aim of building a community of like-minded disruptors. It has since grown into a regular event held across the world. In 2017 she co-founded the Agile HR Community and recently published the book Agile HR: Delivering Value in a Changing World of Work. In 2020 she started PXO Culture with the aim of defining modern HR for the 21st Century and helping organizations build great People Experience and Operations.Visit us at https://www.ouragiletales.com/about

Khwezi Mputa: From Silos to Synergy, A Story of Agile Coaches and HR Integration during change Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Khwezi shared insights from an Agile transformation journey involving collaboration between Agile coaches and the Human Resources department HR business partners. They recognized overlap in their responsibilities and merged into a cohesive team. Challenges surfaced through joint meetings, leading to the realization that their work needed to be aligned. They adopted the SPINE model for effective change, emphasizing starting with the "need" for change. Co-facilitation and shared knowledge enhanced their efforts. To bridge communication gaps, HR partners were encouraged to attend Agile bootcamps. Khwezi emphasized the universality of Agile principles, advocating for their application beyond IT teams, and promoting tool-sharing for wider team benefits.   [IMAGE HERE] As Scrum Master we work with change continuously! Do you have your own change framework that provides the guidance, and queues you need when working with change? The Lean Change Management framework is a fully defined, lean-startup inspired change framework that can be used as the backbone of any change process! You can buy Lean Change Management the book at Amazon. Also available in French, Spanish, German and Portuguese.   About Khwezi Mputa Khwezi is an experienced Agile coach, trainer, and IT professional since 2008. With diverse roles like Scrum Master, Agile Project Manager, and Business Analyst, she's active in the Agile community, promoting diversity. Passionate about teaching, she empowers individuals and organizations to reach their full potential through coaching and mentoring. You can link with Kwhezi Mputa on LinkedIn.

If you're a small or solo L&D team, the world probably feels like it's changing faster than ever! The question is how can we respond, adapt and innovate to solve complex problems? ​The Agile L&D approach will help! ​And Natal Dank (Author of Agile HR: Deliver Value in a Changing World of Work) gives you the tools to build one in this live podcast. Running order 0:00 Intro to Natal and Agile HR 2:54 What's agile and why now? 10:46 Direct L&D benefits and relationship 14:59 Fall in love with problems, not solutions 19:15 Working in multi-skilled ways 21:16 The agile mindset for L&D 29:38 Thinking like a scientist and celebrating small wins with agile 35:05 Design principles for agile L&D 43:34 Scaling L&D efforts 47:07 Other agile tactics for L&D 50:22 Audience questions and final thoughts How to connect Download your FREE Death of the LMS guide: https://try.gethownow.com/death-of-lms-guide Find Natal on LinkedIn: https://www.linkedin.com/in/nataldank/  Learn more about PXO Culture: https://www.pxoculture.com  Get your copy of Agile HR: https://www.pxoculture.com/agile-hr-book  Find Gary on LinkedIn: https://www.linkedin.com/in/gary-stringer-copywriter/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/gethownow/message

On this episode, Pete and Julie welcome HR operations and transformation expert Kevin McDonald, VP of People Services, and Insights at The E.W. Scripps Company, to the show for a discussion on agile HR in the modern organization. After some quick market updates, including new product launches and a key divestiture, the group learns more about The E.W. Scripps Company, its history, and its culture.  A 145-year media organization best known for its annual Scripps Spelling Bee, and for bringing local news and programming to the nation through its network of owned and operated TV stations, previously including newspapers and radio. Kevin shares his unlikely path to the world of HR, what keeps him there, and how his career journey has flowed and flourished alongside an ever-agile media leader.  Including the role HR technology has played in the transformation and maturation at The E.W. Scripps Company, and how the firms' HR operations and practitioners enable the agility-rich insights and infrastructure of people, processes, and technology required to help the media company evolve itself through constant digital disruption.  Connect with Kevin: LinkedIn: www.linkedin.com/in/kevin-mcdonald-a208b1/  Kevin's Favorite Non-Profit Orgs: www.purplemonkeyproject.org www.talberthouse.org Connect with the show: LinkedIn: ⁠http://linkedin.com/company/hr-payroll-2-0⁠  Twitter: ⁠@HRPayroll2_0⁠ ⁠@PeteTiliakos⁠ ⁠@JulieFer_HR⁠

In the recent past, the business environment has seen unprecedented evolutions on the back of change, and even continuous improvement cycles are trying to keep up with these changes. The above situation has thrown many organizations into panic mode, seeking solutions to these clear and present challenges. The Human Resources function has never been so challenged as it has been in the face of these challenges, and the practitioners within these spaces are grappling with the reality and working hard to come up with new models and styles in solving the problems.Remember that each organization is unique, so the HR model should be tailored to your company's specific needs and culture. Regularly review and update the HR model to stay ahead of industry trends and ensure it continues to meet the needs of your workforce and business goals.The general outline for designing a new HR model incorporates modern HR industry trends. Keep in mind that the field of HR is constantly evolving, so it's essential to stay up-to-date with the latest research and best practices.1.    Data-Driven HR Approach: Employ data analytics and technology to make informed decisions. Use data to measure employee performance, identify training needs, predict turnover rates, and optimize recruitment processes.2.    Employee Experience (EX): Focus on creating a positive employee experience. Happy employees are more engaged, productive, and likely to stay with the company. Implement strategies to enhance workplace culture, work-life balance, and professional development opportunities.3.    Diversity, Equity, and Inclusion (DEI): Develop initiatives promoting workplace diversity and inclusion. Ensure equal opportunities for all employees, regardless of background, and create a safe and inclusive work environment.4.    Remote Work and Flexibility: Embrace remote work and flexible work arrangements, especially after the global shift towards remote positions due to the COVID-19 pandemic. Provide employees with the tools and support needed to work efficiently from various locations.5.    Continuous Learning and Development: Establish a culture of continuous learning to foster employee growth and skill development. Offer training programs, mentorship opportunities, and employee resources to enhance their professional capabilities.6.    Agile HR and Adaptability: Adopt an agile approach to HR practices to respond quickly to changing business needs. Encourage HR teams to be adaptable and flexible in their strategies and processes.7.    AI and Automation: Incorporate artificial intelligence and automation into HR processes to streamline repetitive tasks, enhance candidate sourcing, and improve employee performance tracking.8.    Wellness and Mental Health Support: Prioritize employee well-being by offering wellness programs and mental health support. Addressing mental health challenges is crucial for maintaining a healthy and productive workforce.9.    Performance Management: Reevaluate traditional performance management systems and consider more continuous, feedback-based approaches. Regular check-ins, 360-degree feedback, and setting clear performance expectations are examples of modern performance management practices.10. HR Technology Stack: Build an efficient HR technology stack that includes HRIS (Human Resources Information System), applicant tracking systems, employee engagement tools, performance management platforms, and learning management systems.11. HR Metrics and Analytics: Establish key performance indicators (KPIs) to measure the effectiveness of HR initiatives. Utilize HR analytics to gain insSupport the showYou can support this show via the link below;https://www.buzzsprout.com/1718587/supporters/new

No. Agile HR is not agile project management OR piloting by another name. But what exactly is it, and how can it help you? During my discussion with Elissa Lok, HR Consultant, she says that, at its core, Agile HR is all about flexibility, collaboration, and continuous improvement. Rather than relying on rigid, slow, top-down management, agile HR empowers employees to take ownership and collaborate with their colleagues to achieve common goals. Some of the key principles of Agile HR include: - Rapid iteration: Agile HR processes are flexible and adaptable, allowing teams to quickly test and refine new ideas. - Continuous feedback: Regular check-ins and feedback loops help employees and managers make changes as they go. - Collaborative decision-making: Agile HR encourages cross-functional collaboration when it brings together people from across an organization who have a say. It doesn't work for everything but I am curious to give it a shot! Find Elissa at elissa@hrwest.ca or at Spacemakers Canada https://www.spacemakersgroup.ca/ Reach out to Andrea for HR consulting at andrea@thehrhub.ca

Recorded on Wednesday, June 24, 2020We are delighted to invite you to our next virtual meetup on Organizational and HR Agility.Our guest speakers for this session are highly experienced Agile HR practitioners, leaders, and experts, who will share with us their experience and learnings, particularly with regard to organisational and HR agility in these Covid times - and beyond.Speakers:Niamh McNamara is currently an Enterprise Product Owner & Global Process Owner Performance Management at Novartis. Niamh was previously Head of People & Organization Novartis Global Service Centre. Niamh will discuss the Novartis journey with Organisational Agility and her own experience of leading the global reform and redesign of Performance Management for Novartis using Agile principles and practices.Fabiola Eyholzer is the CEO of Just Leading Solutions, a New York-based consultancy for Lean | Agile People Operations. Fabiola is an international consultant and leader in helping enterprises to accelerate their agile transformations and agile people operations. Fabiola is no stranger to the ALI community and will be giving a talk at ALI2020 later this year.We look forward to you joining us for what will be an engaging and insightful session.If you have any questions re. this session, please do not hesitate to contact Kevin Empey or Joanna Koprowicz (hosts). Find us here: www.agileleanireland.org

Anouk Lacher, Leiterin des Transformation Office bei Allianz Suisse, teilt in diesem Podcast offen Ihre Erfahrungen bei der Reise Ihrer Organisation zu Business Agilität. Dabei geht sie auf viele verschiedene Themen ein, die auf diesem Weg adressiert wurden, wie zum Beispiel das Messen der Outcomes, Agile HR, Agile Leadership, Change Management, Kommunikation und vieles mehr.

Our guest in this episode of the HRchat pod is Natal Dank, Agile HR Author, Co-founder at PXO Culture, and Chief HR Trendwatcher at the HR Trend InstituteRecognized as a pioneer in Agile HR and business agility, Natal heads up Learning, Consultancy & Coaching at PXO Culture and is the Chief Trendwatcher at the HR Trend Institute.Following decades in senior Human Resources, Talent and Organisational Development roles, Natal coaches clients across all industries, from innovative tech companies to not-for-profit and global banks, in how to develop amazing employee experiences, like a customer journey, full of moments that matter for your people and organization.Questions For Natal Include: Your work at PXO Culture and the HR Trend Institute focuses on defining modern HR for the 21st Century. Tell me moreIn 2016 you hosted the first Agile HR Meetup in London to build a community of like-minded disrupters, which has since grown into a movement reshaping the global HR profession. Tell me moreIn 2020 you published the book, Agile HR: Delivering Value in a Changing World of Work. Can you share some of the learning outcomes?Let's now run through a new list created for the HR Trend Institute. Released at the end of Nov 2022, the report focused on Breaking Boundaries. Can you run through some of those trends? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Summary Keywordsagile, HR, people, teams, book, australia, business, organisation, big, world, lean, hear, bit, agility, build, agile coaches, learn, talent.IntroductionWelcome to episode 122 of the Entperprise Excellence Podcast. It is such a pleasure to have Natal Dank on the show with us today. Natal is recognised as a pioneer in Agile HR and business Agility. Author of the award winning book Agile HR and head of the HR Trend Institute. Gaining, Retaining and Growing employees is so important in todays world. Today we will explore Natals book together with Riina Hellstrom Agile HR.  We are proudly sponsored by S A Partners, a world-leading business transformation consultancy.LinksBrad: connect via LinkedIn or call him on 0402 448 445 or email bjeavons@iqi.com.au. Natal: is contactable on LinkedIn.What's next?Join our membership page to access great resources that we and our guests have made available.Join our next community meeting - Feb 2023.  www.enterpriseexcellenceacademy.com.Have a look at the Agile certified training that we offer. Check out Natal's websites:pxoculture.com/ (Company)hrtrendinstitute.com/ (Company)SA Partners Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.To learn more about what we do, visit www.enterpriseexcellenceacademy.com.Thanks for your time, and thanks for helping to create a better future.

In this episode, we'll discuss everything photoshoot.  How to prepare . . . what to think about the day of . . . etc.Please feel free to leave a question in the comments section, here, or via DM on Instagram.  If you are interested in what I'm working on currently, you can follow our work on Instagram @carmelgreer.  Thanks for listening!  Grow with the FlowA podcast to help firms and organisations transition to Agile HR, Performance...Listen on: Apple Podcasts Spotify

In this episode host Kevin Lawton is joined by Norman, Dave and Brian Tu from DCL Logistics to discuss how their business has evolved over the last 40 years. A special Father's Day Episode as Norman is the father and found of DCL and Brian and Dave are his two sons.Evolve CPG - Brands for a Better WorldA behind the scenes look at the leaders, brands, and products that are changing the world.Listen on: Apple Podcasts Spotify Grow with the FlowA podcast to help firms and organisations transition to Agile HR, Performance...Listen on: Apple Podcasts Spotify

On this episode of BullPen Podcast, Jeremiah welcomes on Justin Michael McHenry to talk about the evolution of business, athletics and their own personal growth. He discusses his family dynamic shift, and the work and sports journey that his mentality. They cover the positive impact of competition and how it can lead to incredible opportunities to become present. Listen in to learn how to transfer your competitive nature into professional growth!-With a heart powered by a passion for people, Michael has dedicated his career to the cause of "championing others to their full potential." This is evident in his successful business ventures, as an impact leader, restaurateur, and most apparent, founder of The McHenry Group.Creating real, sustainable change through his teacher, coach, and leadership philosophy is a reality felt by many and Michael believes wholeheartedly, that the best investment is always the one made into others. Go, Grow, Succeed.-★★★★★Subscribe to The Bull's YouTube channel: https://www.youtube.com/channel/UCCeJKFFE1iqI_OzfK5dPuaA★★★★Subscribe to The Bullpen podcast on iTunes: https://podcasts.apple.com/us/podcast/the-bullpen/id1588663242★★★Subscribe to The Bullpen podcast on Spotify: https://open.spotify.com/show/6BnmfXofFG0x0bdrzpNfcn?si=7220fabe105c40b9&nd=1#TheBull #TheBullevans #TheBullpen #AlphaInfluence►Follow Jeremiah on Instagram: https://www.instagram.com/thebullevans/?hl=en►Follow Jeremiah on Facebook: https://www.facebook.com/jeremiah.evans.906►Follow Jeremiah on Twitter: https://twitter.com/thebullevans?lang=en►Follow Jeremiah on LinkedIN: https://www.linkedin.com/in/jeremiah-evans-6976ba156►Follow Jeremiah on Tik Tok: https://www.tiktok.com/@thebullevans?lang=enEnd Hype with Callye KeenEnd Hype coaches entrepreneurs to transform product ideas into business realityListen on: Apple Podcasts Spotify Missions to MovementsThe Podcast for Marketers Looking to Amplify Their Online PresenceListen on: Apple Podcasts Spotify Grow with the FlowA podcast to help firms and organisations transition to Agile HR, Performance...Listen on: Apple Podcasts Spotify Ways to Change the Workplace with Prina Shah + GuestsFor those who stand against crappy work cultures, lousy leaders and toxic teams!Listen on: Apple Podcasts Spotify

Today I'm talking with Paul Dolan, Head of BS at the LSE. Paul knows what makes us feel good. It's all about what we pay attention to. He wants us to choose to spend our time doing things that bring us pleasure or give us purpose… and ideally both. He will tell us how we can redesign our lives to be happier. He will also explain why we care so much about what other people do, and how we can learn to listen more to those that disagree with us. Show notesBalance between happiness and misery in a world of polarised opinionDoes division make us happier?Flaws in the happiness/self-help literary genreThe pleasure/purpose principle & the definition of happinessSocial narratives: how you feel rather than how you think you should feelThe relative importance of memories, the present moment and future projection in designing happinessHow we think about holidays: the anticipation, the experience and the memoriesThe opportunity cost of attentionWhy do we continue to make mistakes: self-sabotage and happiness?Salience and getting lost in the experience and the flowTrade-offs and moral licensing (credits and debts)The Reaching, Responsible and Related social narrativesThe dangerous social narrative about having kidsSelfishness and greed about wanting to live foreverHaving perspective is cheap talkOur productivity obsessionSubscribe for more hereClick here to access rewards to power your brainFollow me on TwitterAt the LSE, Paul's main research interests are human behaviour and happiness, and the relationships between them, particularly as they apply to policy. He is author of the bestselling books Happiness by Design and Happy Ever After. He is also host of the Duck / Rabbit podcast about the polarisation problem in our society.End Hype with Callye KeenEnd Hype coaches entrepreneurs to transform product ideas into business realityListen on: Apple Podcasts Spotify Missions to MovementsThe Podcast for Marketers Looking to Amplify Their Online PresenceListen on: Apple Podcasts Spotify Grow with the FlowA podcast to help firms and organisations transition to Agile HR, Performance...Listen on: Apple Podcasts Spotify

Cynthia Umurungi is a storyteller who gives a human voice to African organisations and businesses.Her voice is one I have wanted to share on this podcast for a long time - and not only because I have underrepresented voices of African heritage so far on this podcast. Cynthia's work delicately combines storytelling and creativity with deep empathy and insights.In this episode, we explore the challenges of facilitating in a culture that isn't your own, how team dynamics change across cultures, and how Western ideas of facilitation can falter in a non-Western workshop.Broaden your horizons with this incredibly insightful, energetic episode! Find out about:Why cultural undercurrents in the room will determine your workshop's effectivenessHow to interpret shades of silence and find the thin line between thoughtful and tenseHow language and translation affect our sense of safetyThe need for openness and ‘no foolish questions' when speaking in a second languageWhy clear language and expectations reduce your risk of unpleasant surprisesHow to use a ‘story wall' to encourage creativity, sharing, and ice-breaking   Don't miss the next episode: subscribe to the show with your favourite podcast player.And download the free 1-page summary, so you can always have the key points of this episode to hand.Questions and AnswersPart one[01:50] When did you start calling yourself a facilitator - do you?[03:21] What have you learned about managing group dynamics from working in radio?[04:58] What is your process for creating a safe environment in a radio interview and is it similar to how you work as a facilitator?[09:16] Does the idea of 'active listening' come through differently on the African continent?[12:01] Do you address cultural nuances and expectations directly with a group or do you let it emerge naturally?[15:28] Can we even accurately translate the word 'vulnerability' into different languages?[22:08] Are there role models you can point to across cultures who aren't Western?[28:54] How do you deal with power imbalances and flatten the room?[35:49] My experiences in Namibia, Burkina Faso, and South Africa showed me that dancing is a more natural cultural expression than in, say, the Netherlands. Can you use these cultural insights to flatten the room?Connect to Cynthia:On LinkedInOn TwitterEvolve CPG - Brands for a Better WorldA behind the scenes look at the leaders, brands, and products that are changing the world.Listen on: Apple Podcasts Spotify Grow with the FlowA podcast to help firms and organisations transition to Agile HR, Performance...Listen on: Apple Podcasts SpotifySupport the show

In this episode host Kevin Lawton talks to Paige Johnson and Dixon Churchill of Toyota Material Handling about their safety culture and how they continue to keep their employees safe as well as help their customers with safety.Happy National Forklift Safety Day!Evolve CPG - Brands for a Better WorldA behind the scenes look at the leaders, brands, and products that are changing the world.Listen on: Apple Podcasts Spotify Grow with the FlowA podcast to help firms and organisations transition to Agile HR, Performance...Listen on: Apple Podcasts Spotify

Dean wants to bring a new series to the Straight Talk podcast entitled "Lessons from the Classroom". Periodically, we will interview or have a group discussion on lessons our instructors are learning from our students. This week, Dean and JP Harvey talk about their classroom experiences and how connection with students is at the heart of both transformational learning and transformational leadership. Be sure to subscribe, like, and share this + other episodes from our "Straight Talk on Leadership" podcast. We are dedicated to helping you become the best leader possible by showing that leadership is simple, but it isn't always easy.Grow with the FlowA podcast to help firms and organisations transition to Agile HR, Performance...Listen on: Apple Podcasts Spotify Real Solutions for Everyday Problems You Can UseIt can work for you too just listen. Hey, I learned all know from them. Listen on: Apple Podcasts Spotify Ways to Change the Workplace with Prina Shah + GuestsFor those who stand against crappy work cultures, lousy leaders and toxic teams!Listen on: Apple Podcasts Spotify

Community is on the rise. It was just a few episodes ago that I spoke with Anamaria Dorgo about facilitating communities, but in this episode I'm looking further into the future.What do communities look like in the metaverse? Can we connect in digital spaces? What needs to change or emerge for us to find community in virtual or augmented reality?Daniel Liebeskind is just the person to address this question, as the co-founder and CEO of Topia. In such a nascent industry, Daniel is as experienced as anybody. Topia launched in 2020 and is at the forefront of world-building and virtual communities.Join us for a conversation that touches everything from facilitation and design to NFTs and decentralisation.Find out about:Why every community builder is a facilitator, even if they don't realise itHow prioritising accessibility helps us build stronger communitiesHow Topia combines play, co-creation, and purpose to create communities in the metaverseWhy your members need to bond with your platform as well as each otherWhy the best virtual worlds prioritise form and function ahead of visual beautyWhat tutorials and onboarding look like in a metaverse space - and why they're so importantDon't miss the next episode: subscribe to the show with your favourite podcast player.And download the free 1-page summary, so you can always have the key points of this episode to hand.Questions and AnswersPart one[01:20] When did you start calling yourself a facilitator - if you do? [02:05] What was the trigger that moved you to found Topia? [04:17] Did you learn anything from your family taking over summer camps that applies to your work now? [06:36] What challenges did you encounter when trying to create communities - or facilitate the creation of communities - online? [13:27] Can the space you've created facilitate itself, so new members don't get lost in the world you've built? [19:59] Would you agree that online communities that emerged since 2020 have been very centralised in terms of power? [23:00] How do you create a social contract- shared rules and behaviours - for communities? [24:48] Do you have any best or worst practice examples? [27:37] What have you built into the tool to facilitate the sense of occupying a world together? [32:40] What would you say are the minimum requirements for somebody to facilitate in a Topia space? Where should they start?LinksTopia's websiteConnect to Daniel:On LinkedInOn TwitterEvolve CPG - Brands for a Better WorldA behind the scenes look at the leaders, brands, and products that are changing the world.Listen on: Apple Podcasts Spotify Grow with the FlowA podcast to help firms and organisations transition to Agile HR, Performance...Listen on: Apple Podcasts SpotifySupport the show

I like to take the odd risk with my guests. I like to stretch beyond the realms of the beh sci academics and veer into business, sport, perhaps politics.This pod is a little different in its genre is that it is striving to get to the heart of human motivation. Why do we do the things that we do?Martin Sorrell is one of the titan's of global capitalism over the last 40 years and that's Sir Martin Sorrell, who made his name building the WPP advertising empire before departing acrimoniously 5 years ago, only to start his next venture S4 Capital barely having slid off the treadmill. Now 77, he shows no signs of slowing down.We talk about what he loves about his work, power and relevance, self-doubt and ending his news day diet by going to bed with Emily Maitlis. Well, if only. Martin is a polished, tough nut to crack but stick around and you'll get some very personal family anecdotes which go some way to explain the man.Show notesWhat Martin loves about what he doesKeeping physically and mentally fitNews day concluding by going to bed with Emily Maitlis Choose your Chairmen carefullyLove of power and need for relevanceSelf-doubtPutting money where your mouth isGetting people to do what you want them to doManaging incentives: Group vs. local levelArt vs science in advertisingCampaign magazine biasWhat makes Martin happy?Meaning of Judaism to MartinBefore you go, please leave me a review. I love hearing from you and your support makes all the difference to A Load of BS. Thank you!Subscribe for more here.Click here to access rewards to power your brainFollow me on Twitter.End Hype with Callye KeenEnd Hype coaches entrepreneurs to transform product ideas into business realityListen on: Apple Podcasts Spotify Missions to MovementsThe Podcast for Marketers Looking to Amplify Their Online PresenceListen on: Apple Podcasts Spotify Grow with the FlowA podcast to help firms and organisations transition to Agile HR, Performance...Listen on: Apple Podcasts Spotify

Katrina Collier is on a mission to end the collaboration chaos that ruins recruitment and candidate experience; exacerbated by hybrid working. Her inclusive workshops help companies fix the real issues preventing successful talent acquisition, and her unique shared-learning Mastermind programme develops the skills HR & recruiters need to partner effectively with the business and candidates. She is also a Mentor, Author of The Robot-Proof Recruiter, a global keynote speaker, and host of The Hiring Partner Perspective (Unedited) podcast.  Katrina is an Ambassador for Hope for Justice charity, and you'll find her on LinkedIn and on Instagram & Twitter @KatrinaMCollier. Our second guest is Lydia Charilaou. Lydia is a people experience professional and Agile HR coach.  She has been part of multiple People and Culture teams over a decade. Her passions include empowering inclusion, diversity and equity. She is driven by wellness and positive people experiences in the workplace Our third guest is Aby Reynolds. Aby is Head of Operations & Customer Experience at 5App. Aby has a career of over 20 years in a variety of industries including retail, food, banking & finance, digital learning and technology solutions. Aby's also worked in a range of roles,  sales, business management, customer service and consultancy. Aby can be  connected with on LinkedIn. Hooked on learning and passionate about driving business forward, Aimee-Jayne Young is all about helping people make the most of their careers. With a keen interest in performance consulting, learning technology and employee experience, Aimee brings an enthusiastic yet measured point of view on learning and development and where it needs to go for the future. Aimee has experience working in the field of L&D research, HR strategy, learning technologies, professional services, retail and industry and commerce.  LinkedIn: https://www.linkedin.com/in/aimeejayneyoung   ========================================================= Show links Why Men Still Get More Promotions Than Women Mean Girls The Debate On Power Posing Continues: Here's Where We Stand   ========================================================= You can contact Women Talking About Learning through our website, womentalkingaboutlearning.com We're on Twitter @WTAL_Podcast You can buy us a coffee to support Women Talking About Learning via Ko-Fi. Or you can email us via hello@llarn.com

In this episode, Brian Orlando and Om Patel discuss the glue that holds programs, scaled teams of teams, and even small groups of teams together - collaboration! Even small companies and teams have problems talking, working with, and coordinating with other teams. If you've had issues getting teams to work together, this episode is for you!0:00 Topic Intro1:31 Challenges to Teams of Integrated Teams4:57 The Integration Problem Agenda6:30 But We Know the Problems11:21 Rotating People14:30 Reading "Team of Teams"19:41 Surprise, its a Scrum Master22:22 An Example of Integrating Teams26:50 Building Trust & Cohesion, an Example32:13 Low Value Integration Attendees/Members36:20 Effective Integration, by Scrum Event45:33 Back on Topic46:38 Scaled Sprint Planning49:21 Scaled Planning51:50 Scaled Daily Scrum56:07 Scaled Sprint Reviews57:59 Scaled Retrospectives1:04:42 Summarizing...1:08:10 Musings on Agile HR and Finance1:10:45 Wrap-Up= = = = = = = = = = = =Also available on YouTube:https://youtu.be/Z-s1ZLh8v0EPlease Subscribe to our YouTube Channel:https://www.youtube.com/channel/UC8XUSoJPxGPI8EtuUAHOb6g?sub_confirmation=1= = = = = = = = = = = = Apple Podcasts:https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5idXp6c3Byb3V0LmNvbS8xNzgxMzE5LnJzcwSpotify:https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Amazon Music:https://music.amazon.com/podcasts/ee3506fc-38f2-46d1-a301-79681c55ed82/Agile-PodcastStitcher:https://www.stitcher.com/show/agile-podcast-2= = = = = = = = = = = = AP45 - Better Cross-Team Collaboration

There's nothing quite like a pandemic to demonstrate the benefits of working Agile. As a result, it seems across the world, HR leaders and teams are now getting serious about embracing Agile HR. But is this just another fad or a true transformation of how the HR profession works?

In this episode I talk about the change of the HR in agile organization. Agile HR helps organizations to change their culture to be more creative and collaborative and less control and compete oriented. They are here to create best employee experience from the first contact, through day1, support their growth, motivation, and increasing their value to the organization.