Ronaldo Costa Pinto

3 years into my journey with Type 1 diabetes and 3 years working for an organization committed to creating a better life for those of us impacted by this disease. Incredibly #AZProud. 1.5 million deaths are directly attributed to diabetes each year. On #WorldDiabetesDay, we join the global community to raise awareness about diabetes and its challenges. At AstraZeneca, we have a longstanding commitment to diabetes. Our goal is to address underlying disease drivers and related comorbidities, prevent early cardiorenal complications and improve patient outcomes. To learn more about diabetes visit https://lnkd.in/efQDuddg #WhatScienceCanDo

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As the year draws to a close, I want to take a moment to reflect on 2024: For me, the most challenging in my life! I used to think that doing presentations to board members, preparing presentations to an important audience, showing up in a stage or working very hard over years to advance in my career used to be hard and difficult in many ways. Yes, it was but… In July 2024, surprisingly I discovered a silent disease that of course changed my priorities, my way of thinking, my body, my soul and the way I want and I will live going forward . A serious disease is a real challenge, other things you can deal and control! You can learn and move on, you can practice and develop yourself. So please, live lighter! Even though my entire life I worked in healthcare companies which missions was always somehow to “save lives” and I always embraced it, I realized that only when it happens to YOU that you suffer a real transformation! My disease has been finally diagnosed after about 4 months of suffering and uncertainty, many tests, 2 major surgeries, multiple physicians involved in my case and a strong support of my family members, close friends and colleagues. For 2025 I’m ready to start a new year full of hope and optimism to keep going on my personal learnings, faith, professional journey and more importantly, at the moment, my treatment. But what I want to share here isn’t about me, or my disease or my personal learnings with this challenge! I could be writing forever about it or to thank each person that helped me and I could not name them all. If I name my colleagues and forget someone I would feel bad so I will not. But each one of you knows how important you were with each action, message, calls, support, words, gifts, flowers you gave me. It was so meaningful. I’d like to really say that when you have a serious company behind you and the support you need, all challenges become less sour and difficult. I truly could not have passed through all this if Ultragenyx was not behind me and supporting me in all ways! Not only with all it’s benefits specially in difficult times but with very highly qualified human beings that work there and have the empathy, compassion, emotional intelligence, medical knowledge skills, strong leadership and sense of responsibility to help and provide their best when you really need help. As an HR leader my biggest advice is choose well the values and culture of the company you want to work for before you leave or start a new journey. Value your employer every day and help to build it positively. Also, being vulnerable is okay and does not make you weak. It just show you are real and can face difficult times once in while. Ultragenyx you have all my admiration and gratitude forever! Thanks for all you do for the community, patients and employees like me!

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The talent pipeline is decreasing and skill gaps are increasing, which is making it harder for HR leaders to find future leaders who will meet their organization's needs. Finding the right talent requires a data-driven approach and casting a wider net. I think this issue can be resolved by creating a culture of belonging and implementing programs that assess and track leadership scalability, career aspirations, and qualifications/expertise. #Leadership #HR #FutureLeaders

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✨ Reposting to share my thoughts on a must-attend development program for learning professionals! ✨ Having built and developed successful learning teams, I highly recommend 𝐓𝐡𝐞 𝐓𝐫𝐮𝐬𝐭𝐞𝐝 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐀𝐝𝐯𝐢𝐬𝐨𝐫 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 for both new and seasoned L&D professionals. This program equips participants with the 🔑 skills, 💡 confidence, and 📊 strategies to drive the value of learning while aligning it with organizational goals. 💬 I recently spent a wonderful afternoon discussing learning strategy with 𝐒𝐞𝐚𝐧 𝐒𝐭𝐨𝐰𝐞𝐫𝐬 from WeLearn, whose insights were invaluable. His support for this program highlights its importance in empowering L&D professionals to become strategic partners. 🔥 𝐖𝐡𝐚𝐭 𝐦𝐚𝐤𝐞𝐬 𝐭𝐡𝐢𝐬 𝐬𝐞𝐬𝐬𝐢𝐨𝐧 𝐞𝐱𝐭𝐫𝐚𝐨𝐫𝐝𝐢𝐧𝐚𝐫𝐲? 🔥 It’s organized by two leading experts: ✅ 𝐃𝐫. 𝐊𝐞𝐢𝐭𝐡 𝐊𝐞𝐚𝐭𝐢𝐧𝐠 – Bestselling author of The Trusted Learning Advisor and Academic Director for Pennsylvania’s CLO doctoral program. ✅ 𝐃𝐫. 𝐊𝐚𝐭𝐞 𝐇𝐢𝐱𝐨𝐧 – Human performance and teamwork specialist, who has developed training outcomes for NASA astronauts. This is a fantastic opportunity to learn from passionate advocates and lifelong learners who understand what it takes to become a Trusted Learning Advisor. 📅 𝐃𝐞𝐜𝐞𝐦𝐛𝐞𝐫 𝐒𝐞𝐬𝐬𝐢𝐨𝐧 𝐃𝐞𝐭𝐚𝐢𝐥𝐬: Sign up here: https://bit.ly/4fiTlLe 🎯 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬: 🔸 𝐈𝐧𝐭𝐞𝐫𝐚𝐜𝐭𝐢𝐯𝐞 𝐒𝐞𝐬𝐬𝐢𝐨𝐧𝐬: Explore the roles, impacts, and skills of a Trusted Learning Advisor. 🔸 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐀𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭: Master connecting L&D initiatives to business priorities. 🔸 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐓𝐨𝐨𝐥𝐬: Gain actionable strategies for real-world application. 🙌 Don’t miss the chance to grow as an L&D professional and drive value for your organization, your team, and yourself! Sean S., Dr. Keith Keating, Kate Hixson, PhD, CPTM, WeLearn Learning Services

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Robust succession planning is a critical capability for organizations aspiring to ensure smooth transitions and long-term effectiveness. Forward looking assessments that consider likely future directions and needs of the organization, careful monitoring of talent development and creation of a talent pipeline are key elements of this approach. This planning needs to be flexible enough to adapt to and survive the inevitable changes in both business models and organization structures over time but sufficiently focused that the team understands who is being developed for what types of roles. Where these efforts tend to fail is when the development focus is too narrow or too diffuse. Talent and potential must go hand in hand with clarity around opportunities and needs in the business. I tend to think of long-term succession planning in an analogous manner to drug discovery, development, and commercialization where you have preclinical, Phase I, II and III followed by launch. This context speaks to a multi-generational strategy that builds upon itself over time. Preclinical in this setting represents new talent being recruited into the organization, Phase I - early career professionals, Phase II – emerging leaders, Phase III – ready now candidates for key roles and Launch representing the current set of established leaders across technical and management roles. In all cases, a thoughtful assessment of strengths and areas for growth is revisited over time, progress is tracked, and career possibilities are considered. Development opportunities are leveraged to build technical and professional proficiency and in the case of key talents, skills are gained that allow them to make the move from being managers to becoming leaders. In turn, those emerging leaders are being trained in a way that allows them to refine their skills around talent assessment and development. What good looks like, what pitfalls to avoid and how to be sustainable. In a sense, the trainees become the trainers over time. Aspire to be ‘talent rich.’ Having choices for various roles creates optionality and resiliency. The old saying of not putting all your eggs in one basket is never truer when it comes to developing talent for the future. Don’t fill talent gaps by creating gaps elsewhere. Become a net exporter of talent to other teams. Ideally, the best mix represents a blend of internally developed individuals coupled with externally sourced talent at various levels of experience. Every organization has their strategy and no one model can be considered ‘ideal.’ But you need to have clarity and consistency around your people strategy – no different than your business strategy. Then relentlessly execute the playbook. Inconsistent implementation of talent strategies has been the downfall of many teams. As a leader, who you select and how you develop those individuals are among the most important decisions you will make in your career. Choose wisely. #succession #growth #change

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The reality is that the majority of jobs will be impacted by artificial intelligence. To prepare, leaders should implement talent management strategies that embrace the opportunity of AI, monitor, evaluate, and address talent weaknesses, and make data and analytics the core of hiring decisions. "Just as outdated technology won’t help organizations get ahead, talent strategies of the past will cripple companies in the technology-driven future." #AI #Leadership #TalentManagement

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Many of us faced significant challenges at the beginning of our careers, often without #mentors to guide us. Yet, we encountered people who opened doors for us, leading to our success. In the busyness of our lives, we often forget the importance of giving back. Remember to #support those who are just starting their careers. Your guidance can be the key to their #success, just as others helped you. By giving back, you'll not only enrich your soul but also discover a deeper sense of purpose. Keep the cycle of mentorship alive and thriving. #sisepuede

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This week there was an inspirational article in the Estado de São Paulo newspaper regarding some big size companies creating a leadership role focused on HAPPINESS - welbeing, mental health of their employeed and organizational climate. 🙌🏼😄🙌🏼😁🙌🏼😁🙌🏼😁🙌🏼😁🙌🏼😁🙌🏼😁🙌🏼😁🙌🏼 I think this should already be part of the Human Resouces role because it has to do with the H (human) of HR….Human Resouces in partnership with all other Functional Leadersip. However, as expected such theme is creating an intensive debate.

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What are biologics and biosimilars, and how is Teva shaping the future in this field? 💊 Biologics are advanced medicines derived from living cells or organisms, offering the potential for targeted, personalized treatments that open up new possibilities for patient care. 💊 Biosimilars, on the other hand, are biological medicines that closely resemble already approved biologics, providing more affordable and accessible treatment options. At Teva, we're not only developing innovative biologic drugs, but also investing in biosimilars as part of our Pivot to Growth strategy. A focus on biosimilars is also a natural progression for Teva, following its role in the development of the generic medicine industry over the past 40 years, combining a strength in generics with a knowledge of innovative medicine. As a global leader in pharmaceuticals and as an integral part of its Pivot to Growth strategy, Teva is making a commitment to the emerging biosimilar market. Currently, Teva has 11 innovative assets and 16 biosimilars in its pipeline. Dive deeper into Teva's pioneering work: https://lnkd.in/ej8hT9zP #GlobalBiosimilarsWeek #DrugDevelopment #Biosimilars

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The power to think globally and act locally! How a global strategy and project can be activated locally in different ways to move the needle for patients in different healthcare systems. Also, but definately not less important, patients leading a multistakeholder discussion to raise their voices about their unmet needs and being able to “co-create” solutions or next steps with health authorities. #globalhearthub #institutoladoalado #patientledresearch #patientengagement #advocacy #multistakeholderdiscussion

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View my verified achievement from HRCI.

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Teva Wellbeing Month 2024 — you rocked! 🙌 From North America to Asia, Teva people worldwide stepped it up and embraced healthy living. From getting steps in our global challenge (shout out to our winners!) to taking part in a gut-inspired webinar and team cooking classes. We think this might have been one of our best Wellbeing Months yet. 🏅 At Teva, our people's wellbeing is always front and center. Discover more here > https://lnkd.in/dQF_cu7f Did you take part in this year's Wellbeing Month activities? Let us know below ⬇⬇⬇ #Wellbeing #WellbeingMonth #WellbeingatTeva #FeelGoodDoGood

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Leading Transformation: Strategies for Simplifying and Optimizing In my leadership journey, balancing necessary complexities with simplification has been challenging, especially during transformations that involve shifting operating models, implementing new technologies, and changing ways of working. Thriving in the messy and unknown is essential, but so is providing clarity and focus.   Avoiding Unnecessary Complexity We sometimes overcomplicate things without realizing it. Light-hearted examples include: ◾ Meeting Marathon: A project meeting needs a pre-meeting, a post-meeting, and a meeting to discuss the next meeting. ◾ Feedback Fiasco: Simple feedback requests turning into an array of questionnaires. ◾ Login Labyrinth: Tech solutions promising simplicity but requiring a complex login process.    These examples highlight how unintentional complexities can creep in, especially when seeking clarity in a world of complex transformation, emphasizing the need for simplicity. Simplifying & Optimizing ◾ Simplifying focuses on essentials, eliminating distractions, prioritizing impactful tasks, and maintaining steady progress. ◾ Optimizing refines actions for the best outcomes by aligning tasks with broader goals and improving efficiency.   When to Simplify, When to Optimize Understanding when to simplify and when to optimize helps manage energy and resources during significant changes. Simplifying is crucial during intense change, maintaining momentum and clarity. As stability returns, optimizing allows for detailed process improvements, enhancing overall performance and outcomes. The decision to simplify or optimize depends on the transformation stage and the specific needs at that time.   Your Thoughts? How do you handle these challenges? Do you find yourself simplifying or optimizing more during changes? What have you learned about leading in the messy and unknown?

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Today, the Human Resources and People functions are more critical than ever. The People function is not only key to operational success—we are the architects behind programs that engage, motivate, and develop talent, shaping a meaningful employee experience throughout every phase of the organizational journey. Organizations mirror society's complexities in many ways, and HR provides essential tools to help individuals navigate these dynamics effectively at every level. Investing in a robust HR function isn't just a business decision; it’s imperative to cultivate a thriving, resilient culture. Let’s recognize the transformative power of our HR and People teams. We do not just support employees—we empower them to grow and succeed." #HRLeadership #PeopleStrategy #EmployeeExperience #TransformingWorkplaces

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Listening is not a routine activity, listening is an Art and every manager and especially in coaching conversation. Listening is of core importance and without effecetive listening skills one cannot attain the mentioned roles. So checkout an amazing and informative read from International Coaching Federation - The Art of Listening https://lnkd.in/dZ8e7nU2 #coaching #coach #Listening #leadership #learning

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Celebrating the start of #HispanicHeritageMonth today by sharing these words from members of AbbVie's AHORA employee resource group. Hear how they’re pioneering change in our workplace and in their home lives. Learn more about this ERG: https://lnkd.in/ev_xDwjr #BelongAtAbbVie

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Aris Gennadios discusses how Catalent is redefining drug delivery for a better patient experience with \#Zydis ODT and highlights how our partnership with ALK exemplifies the transformative potential of strategic innovation with a steadfast focus on meeting patient needs. Read the full article from The CEO Magazine here: https://ow.ly/Zm8s50ToE8y https://bit.ly/3ZGdcQ8

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The workplace is evolving! 4 key predictions by Forbes: 1. Ongoing labor shortages 👥 2. Transformation as top priority 🔄 3. Work becoming less of an identity 🆔 4. HR growing in power 💪 Leaders must focus on culture, employee productivity, and adaptability to thrive. More here: https://lnkd.in/dWjpztZV 🌟 #FutureOfWork #HR #Forbes

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