Samantha Howland

😯 71% of US CEOs say they feel like imposters 🤔 I know I was surprised to see that stat #KornFerry shares from a recent survey! And, the higher up the org chart someone ascends, the more acutely they feel imposter syndrome. What is behind this? It's not a lack of confidence or experience. Rather it's the massive number of significant challenges simultaneously: 🤺 transform their organizations 🤺 be the culture carriers 🤺 figure out the role of #AI in their business 🤺 navigate geopolitical challenges 🤺 satisfy investors 🤺 speak to social issues So the combo of being confident AND humble is effective. This opens up the path to know you don't have all the answers and you don't need to pretend. A few suggestions to up your odds of success: 👉 hire direct reports that push you up vs you pulling them up 👉 have an "advisor" or #peeradvisory trusted group where you can share your challenges and gain perspectives and d options 👉 learn how to tap into your creative side 👉 be intentional about staying healthy (sleep, diet, exercise, meditation) How else might you do to manage your imposter syndrome? Thanks to Korn Ferry for the survey and the tips! Article link in comment section! #CEOs #BUSINESSOWNERS #EXECTUIVE #IMPOSTERSYNDROME

7

18 Comments

"Culture isn't just one aspect of the game; it is the game." - Lou Gerster Fact: Cost cutting and efficiency will only get you so far. I've never seen a company cost cut their way to excellence. This is exactly why I take issue with the PE industry. On the whole, its myopic focus on cost and efficiency disables companies of the very thing that makes them successful - value creation. Value is created by humans. Humans exist inside of a culture. If that culture doesn't foster creativity, innovation and human thriving, the only race the company can win is the race to the bottom. The data is abundantly clear on this, and Greg tells the story well.

13

2 Comments

Gina Flaig and I are honored to have had Michelle SIlverthorn on the latest episode of HR unConfidential. Take a listen to this important discussion in the link below!

14

In my class at Wharton Executive Education “Executive Compensation: Strategies and Frameworks,” we have a phenomenal group learning about “driving leadership performance to ensure alignment with organizational goals and shareholder expectations.” In theory, by implementing a mix of short-term annual incentive plans (AIP) and long-term incentive plans (LTIP), organizations can motivate and reward executives for performance while promoting long-term value creation and alignment with shareholder interests. In today’s world where the average tenure of the CEO and CFO are around 3-5 years, how do you create long-term incentives for business continuity and growth? It is estimated that equity incentive awards make up 70% or more of CEO compensation in the U.S. Are equity awards still the best means for aligning CEO pay with the interests of the shareholder? Here is a good article from the harvard business review on the principles of designing executive pay within four dimensions. #executivecomp #ltip #equityawards

12

Skills, a shrinking labor pool, and keeping up with the pace of change is top of mind for me as the head of People. Review my recent blog on how to address this workforce readiness gap. #workforceagility #csod #skills

39

Pivot Point: DEI Change and Transformation is not linear, it's driven by cycles - many cycles and patterns. Learn their nuances and impact on our work. Be agile and adaptive. Watch for my new model on "Adaptive and Agile DEI Maturity" coming soon.

2

Fostering a cohesive team across borders is more crucial (and challenging) than ever. Navigating time zones, languages, and cultural nuances poses challenges on the path to seamless collaboration. Recent findings highlight that while 88% of US employees find international meeting schedules reasonable, our counterparts in Japan and Australia might disagree, with many feeling left to manage at odd hours.   These hurdles are not insurmountable. #EmployeeEngagement #GlobalWorkforce #CollaborationChallenges #RemoteWork #CompanyCulture  

1

2 Comments

What happened to design thinking? It used to be all the rage (as I remember), but it seems to have died down. Agree or disagree? Has it lived up to the hype? If you're an OD practitioner or a consultant in the field, join us to discuss at our next Global OD Practitioner's community of practice meeting here: https://lnkd.in/gcZY_yFp

18

3 Comments

Another call to ensure we are investing in ourselves in the era of AI. A few take aways for Talent professionals from this recent podcast from Josh Bersin. 1-AI infrastructure costs are causing companies, especially tech companies, to evaluate investments in AI and talent. 2- We need to ensure we are evaluating the the skills, capabilities and output (performance)of our workforce. 3-We need to spend time as talent leaders upskilling ourselves now. “We all have the opportunity to upskill ourselves and add value.”Josh Bersin Know you purpose and passion as well and don’t fear AI, instead seek to continually change, learn, grow. As a friend shared with me recently, “An artist doesn’t worry about the cost of their supplies when they are creating a new piece.” So let’s invest our time to create a new future for ourselves. #aiwithallyson #changelearngrow

12

1 Comment

“A culture built on psychological safety has immense value,” says Alan King, president and CEO of Workplace Options. “Deep-rooted employee engagement leads to greater creativity, innovation, and an environment where people can be their authentic self in every aspect of their life."  So true! When I worked at ROI DNA under Matt Quirie's leadership, I felt this for the first time. I aspire to create and maintain a culture where everyone can be their authentic self. It's the right thing to do and it just makes good business sense. Win-win. 🏆 https://lnkd.in/gW8GXYQC

9

We are never short of challenges, at work or otherwise. This article is a great read on finding opportunities in challenges, instead of responding to them as threats and triggering defense mechanisms.

12

🏁Disciplined focus on the Head, Heart, and Guts of your Business.🏁 Recently, I shared this truth with a C-Suite team that is stumbling with 2024 realities & 2025 and beyond challenges of innovating, leading, and directing far too often: 💯 "Perennial business challenges are industry agnostic, it's then more about learning from each other." (Taryn Brown & Owen Daugherty) This led me to design a much different type of learning journey. One that teaches leaders of all types, how to be "change movement practitioners and momentum builders" I call it: ✅ The Path to Outrageous Organization and Team Effectiveness. Today, I am in Miami, leading this Immersive Learning Session. We have a large group of distributed "Informal Leaders", most of whom are without powerful position titles. They come from a variety of industries. The process overview: 💀 Each group brought with them their most resistant "Pain Points" along with their reluctance to engage and solve them quickly with the right people. From those Pain Points, we help them design & execute "Speed Team Projects" with crystal clear expected outcomes. We help them customize a deep process of inquiry from which they practice safely in front of people from outside their companies while gaining insights. We develop milestone maps with them. We build confidence in their delivery and cadence of their Process of Inquiry. 🍏 The project duration is 14 days, with no more than 6 people on a team. So, Why Informal Leaders? Since Covid, working relationships and decision-making protocols have drastically changed. Roles, Responsibilities, and Interdependencies need immediate updating.💰 ✅ The truth is, whom you used to go to and depend on upstream and downstream has changed already and in many cases quite frequently. ✅ Additionally, Employee Engagement & Team Collaboration have proven to be more elusive than ever before. 💯 Add to that emotional complexity, the realizations by workers, leaders, managers, and customers that there is not One (1) "omnipotent" culture but rather three (3) distinct cultures, each with its own DNA, operating model, and rules in almost every company comes with a cautionary warning. Employee Culture Leader/Manager Culture Customer Culture 😒 Ignoring the systemic interplay between each of these three cultures will certainly position people & organizations for an early demise. 💯 This in itself leads to Ineffectiveness, Inefficiency, and Change Fatigue. ❤️ The Good News! This minimal technology, face-to-face immersive process is immediately relevant to you. Drop me a note to learn more and give your team or business unit a tangible competitive advantage that doesn't fade away. #Changefatigue #Leadercapability #Hybridlearning #Intentionallearning #TeamEffectiveness #Distributedwork #EmployeeCulture #CustomerCulture #LeaderCulture Christopher Fussell David Livingston, Ed.D. Lynette Buitt, MSOD David Livingston, Ed.D. Taryn Brown Owen Daugherty

2

The Human Capital function is undergoing an incredible transformation. We are consistently seeing (and calling out) trends as they pertain to the role of the CHRO. In fact, our end-of-year blog post focused solely on the trends expected for 2024. Now that we're halfway through the year, we are seeing these trends spotlighted by many HR resources and I'm personally thrilled to see a huge focus being placed on data-driven decision-making, AKA #HumanCapitalAnalytics. We're in the age of big data and it's imperative for HC to leverage analytics to make strategic decisions. From predicting employee turnover to identifying skill gaps, data-driven insights are empowering HR professionals to optimize workforce planning and drive organizational success. Our book, #HumanizingHumanCapital, outlines 20 different ways that HC Analytics can be measured and then used to gauge the enterprise-level impact. In other words: What impact does this have on the business? What metrics indicate success? What is the ROI of selected HR initiatives? We can help you design effective approaches to rigorously measure the human capital, financial and enterprise impact and give you insights to amplify your effectiveness as we round out the last half of 2024! Human Resource Executive article from Dawn Kawamoto

31

4 Comments

For my second episode of Setting the Board Agenda, I sat down with long-time board member – and friend – Maggie Wilderotter to discuss how boards oversee risks, talent development - both at the board and executive level - and CEO succession planning. A few highlights from our conversation: ⚡ Boards should be positioning companies to proactively mitigate risks before they become a problem - they should be thinking 5 years out and have a multi-year risk mitigation plan. ⚡ Mentoring CEOs or high performing individuals is about building trust and getting to know them on a personal level. It’s about setting them up for success in general, not just in how they present to the board. ⚡ CEO succession planning needs to be an annual conversation in the board room, regardless of whether or not the company and CEO are doing well. Watch the full episode here for more insights: https://lnkd.in/edzd5jAH

87

1 Comment

For me, human-centered leaders are the epitome of future-ready leaders. By prioritizing empathy, curiosity, inclusivity, radical collaboration, and continuous learning, they create adaptable and resilient teams ready to tackle any challenge. It’s through this human-centered approach that we truly prepare today’s leaders and nurture the leaders of tomorrow. #FutureReadyLeaders #Leadership #HumanCenteredLeaders

9

What really moves the dial on developing talent? How do we get traction with busy leaders, and what makes a difference in their learning and growth? Join us for what will surely be an insightful, relevant discussion about contemporary approaches to talent development.

7

Join the webinar on 17 April as we explore how an organization transformed its approach to strategy, leading to powerful changes in how work gets done within the organization. Mike Welch, Strategy Delivery Office Director at the APA, and Laura Barnard, President of PMO Strategies (the APA’s strategic advisors), will share the ups and downs of their journey to success in dramatically increasing the return on strategic projects. They'll explain how they got more done, faster, and with higher reliability. Register today to secure your spot! https://hubs.ly/Q02rGQfp0 #PMO #PortfolioManagement #StrategyExecution #StrategicAlignment

3

Join myself and my esteemed colleagues (and friends) for an exclusive live "Ask Us Anything" session on Leveraging Strategic Workforce Planning (SWP) to Identify and Address Chronic Talent Shortages. Get ready to dive deep into strategies and real-world examples that will transform your approach to talent management. 🔗 Registration: https://lnkd.in/gbnNr8iw Speakers: - Nick Kennedy - Alicia Roach - Adam Gibson Topics We'll Cover: 🔍 Identifying and Analysing Talent Gaps: - Techniques for conducting a thorough talent gap analysis. - Using data to forecast future talent shortages in critical roles. - Case studies of organizations effectively identifying and addressing talent gaps. - Tools for ongoing monitoring and assessment of talent needs. 🚀 Developing Robust Talent Pipelines: - Strategies for building and maintaining a strong talent pipeline. - Collaborations with educational institutions and industry associations to source talent. - Internships, apprenticeships, and other early-career programs as pipeline feeders. - Leveraging employee referrals and networks to attract top talent. 🌱 Enhancing Retention and Employee Development: - Implementing effective retention strategies to minimize turnover. - Career development programs and succession planning to grow internal talent. - Creating a culture of continuous learning and development. Don’t miss this opportunity to interact with experts and get your questions answered on how to effectively manage talent shortages and develop a resilient workforce strategy. 📅 1 August 2024 ⏰ 07:00-08:00 BST 🔗 Registration: https://lnkd.in/gbnNr8iw Prepare your questions and join us for an insightful session that promises to equip you with the knowledge and tools to elevate your workforce planning strategies. See you there! #AskUsAnything #StrategicWorkforcePlanning #TalentManagement #SWP #TalentPipeline #EmployeeDevelopment #RetentionStrategies

53

4 Comments