Katrin Lipp

Prioritising and dedicating time to skills development is not always easy, especially as we all learn in different ways. But often we learn ‘in the moment’ without even realising it. In a recent article for theHRDIRECTOR I talk about the power of #microlearning and seizing those ‘aha’ moments that fuel success. At AstraZeneca, we encourage all our employees to think differently about how they learn, and to recognise and act on everyday learning moments that shape sustained growth.

62

9 Kommentare

A new year is more than just a change in the calendar—it’s a chance to reflect, reconnect, and reset. It’s a time to honor the experiences that shaped us last year and step forward with renewed purpose. This year, my focus is simple: support others to make an impact. Behind every milestone, challenge, and success are individuals striving, growing, and supporting one another. To my network: 💬 Let’s have the conversations that matter—open, honest, and kind. 🙌 Let’s lift each other up, especially when the path feels uncertain. ❤️ And let’s remember that small acts of empathy can create ripples of positive change. We all bring something to this new chapter—hopes, goals, perhaps even worries. Together, we can turn those into opportunities for connection and shared progress. What’s your vision for 2025? What’s giving you hope or focus right now? I’d love to hear and learn from you. Here’s to a year of compassion, courage, and community. Let’s make it extraordinary—together. #NewYear #Leadership #Empathy #Growth #CareerDevelopment #PersonalDevelopment

55

7 Kommentare

This week is my one year anniversary with Roche as the Chief Diversity Officer, and as I look back I want to share a few reflections. When I first joined Roche we began with a change journey and worked as a team to understand our Diversity, Equity and Inclusion (DE&I) strategy, mission and values and identify places for further capability building across the company. I see and understand that the world around us is becoming more complex and intense, and we are faced with challenges from world crises, to our own internal struggles on an almost daily basis. While we can’t change all the things happening around us, I believe we have the opportunity to actively influence the culture at Roche which can have a real impact on our people, our patients and on society. To me, this is what matters most about the work we do and what also has the potential to make lasting change. Throughout this year, I have learned firsthand that the work we do requires empathy, compassion and open-mindedness. To show up in this way we must also take care of ourselves, wellbeing is a must. I encourage and support my team in taking care and nurturing these parts of their lives, and I commit to continuing to lead by example and do the same. As leaders, I believe it is our responsibility to approach our work as bus drivers. We need to know the direction we are headed, be prepared and plan for many stops along the way, and know that some people stay on the bus, some new people may join and some people may stop riding the bus altogether. Change is certain, but staying the course can help to manage the things we can't control along the way, just like a bus driver.  As I look toward the end of 2024 and into next year, our DE&I purpose remains focused on embracing the unique power of each person to transform the lives of patients and society, through access to clinical trials, driving an inclusive environment, and advancing positive change in society. And I remain energized in driving these efforts. Stay tuned for more and thank you to my team and colleagues at Roche for making this an amazing year. #diversity #RocheProud #inclusion #equity #teamwork #DEI #chiefdiversityofficer

274

19 Kommentare

Warning ‼️: you might not like this .. It’s about SHRMs announcement on equality to be taken out of #DEI as their perspective is that equality is already included in the umbrella of inclusion .. 🙃 Here’s my personal take on this .. I speak as a person of colour who has had to go through several loops and work so much harder than my peers to get the opportunities at hand and unpack a lot of bias .. * Shouldn’t we focus on really driving deliberate action as the people and culture community and our leaders : so the people we serve ( be it minorities , women , parents , singles , people of colour , people of determination ) actually feel included , actually have the right access to opportunities and feel that they belong vs debating with SHRM over acronyms 🧐.. *Shouldn’t we hold hands together to drive movements to ensure we no longer accept a lack of support for practitioners in the field from the people signing the cheques and help them get the sponsorship and resources they need .. Can we start publishing raw data 📊 and trends that actually matter to people vs vanity metrics : Eg : - What is the % of minority groups in your organization who actually now have better access to opportunities because of DEI - What is the % of parents who really feel supported to flourish and advance at work because of DEI - what is the % of people of colour who feel they can actually bring their authentic selves to work without it impacting their development .. - What is the % people who feel they can advance at work regardless of their situation - caregiver , child bearer etc We all know there is NO freaking way to have #inclusion without Equality , but actions speak louder than words to our people and #SHRM should not dictate the terms we use .. This is just my personal opinion - What’s your take on this , please share in the comments would love to broaden my mind on this and understand the different perspectives .. 🙏

4

2 Kommentare

Today is Migraine Awareness Day. Did you know that more than 1.3 billion people globally live with migraine.? I must admit, before I joined Lundbeck I did not fully realize how widespread and debilitating migraine is. Reading research and stories of those who live with migraine - I remember the realization hitting hard. How often do we hear in the social setting: "Migraine... a headache? Did you drink enough water today?" Maybe at some point in the past I also once or twice said that - I know better now. One of the benefits of working for Lundbeck is definitely all the learnings we take in about the disease areas Lundbeck specialize in. It is time to #ChangeTheConversation, raise awareness, reduce stigma. Find Lundbeck stories here: https://lnkd.in/dYpPdf-c #MigraineAwarenessDay #BrainHealth #Lundbeck #EveryBrainInTheGame

19

#GenderDiversity Why does the topic of gender diversity stir such intense reactions among some leaders? It’s clear that discussions about #diversity, especially gender diversity, can become heated and sometimes uncomfortable. This isn't just about quotas or being politically correct; it's about confronting long-standing biases and structural inequalities that challenge the status quo. At its core, gender diversity isn't merely a box to be ticked—it's a #reflection of our societal progress and a benchmark for fairness and equity in the workplace. It asks organizations to not only acknowledge but actively rectify historical imbalances that have kept capable women and other gender minorities from leadership roles. For many leaders, embracing gender diversity means re-evaluating their own roles in perpetuating or dismantling these barriers. It involves introspective questions: Have we been equitable in opportunity distribution? Does our corporate #culture genuinely support all genders equally? Addressing these can be daunting as it necessitates foundational changes, not just surface-level adjustments. Moreover, the touchiness of the subject often stems from a defensive stance - no leader wants to admit they might be part of the problem. Yet, it’s this very acknowledgment that paves the way for transformative #change. The push for gender diversity isn't about displacing merit but about broadening our understanding of merit and how diverse perspectives enhance decision-making, creativity, and, ultimately, business success. As leaders, our challenge is to move beyond seeing gender diversity as a delicate topic and treat it as a vital, ongoing conversation that enriches our workplaces and leadership paradigms. Let’s be #courageous in these discussions, #honest about our biases, and #proactive in making inclusivity a living, breathing part of our organizational ethos. What steps has your organization taken to genuinely embrace gender diversity? How do you address the complexities and sensitivities that accompany this important conversation? Let us learn from each other. #Leadership #InclusiveCulture #Inclusion #Bias #linkedin

24

6 Kommentare

Does face to face connection drive commitment? Sanofi’s people and culture teams around the world spend a great deal of time discussing how we continuously improve our workplace culture to build psychological safety to drive innovation. How do we do this at scale for 90,000 people? So much of this work occurs in collaboration with our 12,000 members of our Global ERGs, our early adopters to change. The Global Leads of the ERG's and us came together at La Maison Sanofi, in person, for a particularly special Culture Talk on Inclusion. Led by my friend and colleague Hermann Trepesch and Natalie Abumrad. They explored who may be missing from the conversation, when we're making big decisions that impact our people or designing new processes or programs. We paused to reflect and due to the pace of change some admitted this question is not considered today. Hearing and seeing that real pause for reflection and 'aha' moment, makes you realize the power and necessity of holding space for conversations on 'how' we work, to shift old habits and beliefs. Conversations don’t exist in a vacuum. They have the power to generate new ideas, reflect on past mistakes and celebrate wins. Creating a space at this Culture Talk for us all to input and contribute is more than just words, but committing to taking action, not just as an individual but as a collective force within the organisation. Raj Verma commented: “At Sanofi, we want to hear voices upfront, and not after the fact”. Taking a proactive and forward-thinking approach to our strategies, rather than reacting to problems later down the line, has been critical to our culture transformation. Being intentional at scale to hold the space for people to speak freely is at the core of what we do. This is what drives innovation, belonging and purpose. Thank you to Anna Dewar Gully from Tidal Equality for being our Thought Leader and partner on this Culture Talk and to everyone who contributed! I’d be curious to hear, how you hold space for teams to have open and productive conversations on 'how' they work and thrive together, drop me a comment when you get a moment....thanks for reading. Hermann Trepesch Bhawna Gandhi Angela Connelly Patrick Pavlick Ashley Strougo Debbie Woods Kathleen Smith Veronica Lalov Iulia Alexandra Brehuescu Natalie Abumrad Winona Rei Bolislis Philippe Escoffier NICOLAS Daniela Carriero Magali Querol Anna Dewar Gully #Sanofi #CultureTalks #PsychologicalSafety #Humanwork

82

4 Kommentare

We will not have to speak separately about "Working Mothers" and how they have to juggle roles only when we have enough and more "Nurturing Fathers" who equally juggle family and work. It's really not about the gender, but about priorities with changing times. Women policies are great! What we desperately need in addition to that is a way where men equally support women and partner responsibilities. Do we think of a guideline for fathers requesting for a flex work time to manage an ill member/ baby/ family exigency at home as his wife is on a career changing project? Are we ready to handle such questions? This would require the organization to look at its employees as 'workforce'. Organizations need to have family support policies / guidelines which can be opted by any individual irrespective of their gender to manage a family/growth / exigency. When Humanity is the lens, one actually will be able to sense who needs what and when. It is not about winning a competition; which the world tends to turn this into at times. And because this will get into an undying illogical debate, we will need policies! #DEI #Diversity #Gender #Inclusion #Organization #Culture

14

2 Kommentare

Let's talk about this peculiar thing called #culturechange. Why? Lately, I hear culture change a lot, and I am wondering: - What do we mean with that? - Can we actually paint the picture of our current culture? - Let alone do we know which culture we want to change into? - How do you actually change into a so-called 'new' culture? - Does that happen automatically? Let's start with the latter. Nope. I don't believe that something starts magically out of its own. I am convinced that changing a culture is one of the hardest bits in our world of #OCM. But why? Well, because to change a culture, you need to change behavior, to change behavior you need concrete & tangible set intentions. Specific yet pragmatic. That is why I am such a big fan of #behavioralscience. And best of it, I guess you, like me, don't want to push the rock uphill constantly. In other words, you need not just support from the top, from your leadership team, you need something bigger. You need their commitment. I know shocker. So obvious, yet so often misunderstood. How to get their commitment? Finding that oh-so-ever sweet spot between caring about a cause and being engaged. This is by the way a new topic: caring and engagement. So my question to you is: - what is your experience with #culturechange? - what are your learnings on this wide spectrum of possibilities? ... Let me know.

20

2 Kommentare

#familytime #insideout2 This weekend was special. After much anticipation, we took the kids to watch "Inside Out 2." As expected, the movie was just #fantastic, filled with moments that made us laugh and, yes, even tear up a bit. But what stood out the most was our conversation afterward, where we delved into the themes of the movie -- particularly suppressed emotions and denial, and how these feelings impact decision-making. The kids shared openly about times they had hidden their #feelings, thinking it might be easier than dealing with them. We talked about the impact of bottling up #emotions and how, just like the characters in the movie, confronting and understanding these feelings is crucial. Hearing their thoughts on why people might choose denial over facing their true emotions offered me profound insights into their young but incredibly thoughtful minds. It was a reminder of how essential it is to encourage honest discussions about feelings from a young age, helping them grow into emotionally aware adults. These moments of sharing not only strengthen our bonds but also teach us lessons that transcend the simplicity of daily life. Reflecting on these insights, it’s clear how essential it is to foster emotional awareness from a young age. Encouraging children to express and understand their emotions can guide them towards better decision-making as they grow. Agree? #comment Whether you are young or old, whether you have kids or not, whether you like animated movies or not, I highly recommend watching this movie. It offers universal lessons that resonate across all ages and life stages. 📢 And please leave comment if you'd like to know the conversation-starters we used with our kids to discuss about the movie. #parenting #emotionalgrowth #pixar #linkedin LinkedIn News

43

12 Kommentare

Back and Recharged! I just returned from a few days off, feeling refreshed after some much-needed quality time with family and friends. I also dove into three inspiring books: 1️⃣ Build Your Dream Network - A great guide to building meaningful connections in today’s digital world (Truly relevant Topic!! Gianfranco Minutolo). 2️⃣ How to Be Everything - A must-read for those with many passions, celebrating the power of being a “multipotentialite.” (#lifelonglearning - even more relevant in the times of #AI / #GenAI - Matt Burns) 3️⃣ No Hard Feelings - A fresh take on using emotions wisely in the workplace. Sometimes, a break is all you need to come back stronger. 💪 Any tips on what I could read next? #Recharged #Networking #Multipotentialite #EmotionalIntelligence Dave Ulrich Paolo Gallo Joe Grochowski Josh Bersin Marco Paracciani Elia Congiu Pierpaolo Aureli Daniela Ippedico Anna Rossetti Susanna Butler Silvia Baronio Matteo de Padova Marco Izzo Angelo D'Attoma Keely Straw Drew Larcombe Matteo Stefano Ercole Dimitri Jovanovic Falguni Shah Stefano Bison Thorsten Eger (PhD) Namita Pandey Terence Mauri Zora Lazarov Orazio Difruscolo Ghausi (Mr) ,CIPD , XLRI , IIM, ISO Shiladitya Chatterjee Sharon Akerele Mary Joyce Susanne Marianne Bauer Jenny Bach Donika HASANAJ Claire Rutherford Weronika Jankowska-Tofani Daria Holm Bo Vialle-Derksen Aga Sieradzka - Experience Belonging atlas copilot

58

28 Kommentare

A Moment of #Reflection 🤔 Take a look at this image from a corporate #interview setting. It's a familiar scene, but it holds layers of meaning beneath the surface. 𝐖𝐡𝐚𝐭 𝐜𝐨𝐦𝐞𝐬 𝐭𝐨 𝐲𝐨𝐮𝐫 𝐦𝐢𝐧𝐝 𝐰𝐡𝐞𝐧 𝐲𝐨𝐮 𝐬𝐞𝐞 𝐭𝐡𝐢𝐬 𝐢𝐦𝐚𝐠𝐞? Does it prompt thoughts about #diversity, #representation, or the dynamics of #power in hiring? Or perhaps it sparks a different conversation about workplace #culture and #inclusivity? I'm curious to hear your perspectives. Share your thoughts in the comments below! #workplaceculture #diversityandinclusion #leadership #linkedin #inclusion

22

14 Kommentare

As we look ahead to 2025, this article/podcast is a good reminder for leaders on how to use their time in the new year. "Generosity becomes much more important because you cannot achieve everything by yourself. You can only do that by empowering others and giving them the tools, opportunities, and trust they need to succeed...sharing the most precious resources you have as a leader—time, experience, and wisdom...And then, hopefully, they can together fulfill the organization’s purpose, objectives, and dreams." https://lnkd.in/enDthjtu

13

Essentials on understanding the norms and ways of doing business when starting in a new role. To understand the culture and adapt successfully get clear on how things are done in terms of: - relationship management - decision making - change management - team collaboration

8

As I am #forest bathing (more on this later) and reflecting, I'm pondering the diverse meanings of #independence in our lives as we celebrate Independence Day. My musings into the many layers of what independence truly means: #Personal Independence: Is it just about making our own choices, or does it also mean accepting the consequences that come with them? #Professional Independence: Is it solely about the freedom to direct and make decisions, or does it extend to embracing collaborative opportunities that enhance our capabilities and impact within our roles? #Intellectual Independence: Is it forming our own thoughts and opinions, or also valuing and understanding the viewpoints and perspectives of others? #Financial Independence: Is it merely about earning enough to sustain oneself, or does it also involve using our wealth to contribute positively and sustainably to society? #Emotional Independence: Does it mean being unaffected by others’ judgments, or the strength to be interdependent and open in relationships? #Social Independence: Is it the freedom to choose our associates and friends, or also the responsibility to contribute positively to our community? #Cultural Independence: Does it involve celebrating our heritage, or also respecting and embracing diverse cultures and traditions? Reflecting on these dimensions can deepen our appreciation for the #freedom we often take for granted and inspire us to live fully in the spirit of independence. Happy Independence Day! 🇮🇳 (Picture shot from my phone camera a couple of years ago) #musings #deepthought #india #photography

14

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗜’𝗺 𝗗𝗼𝗻𝗻𝗮! If you’ve ever watched #Suits, you know that line is pure gold. Donna Paulsen didn’t just say it - she owned it. And let’s be honest, every workplace needs a Donna: that person who just 𝘬𝘯𝘰𝘸𝘴 things, gets things done, and somehow manages to keep everything (and everyone) together. Donna wasn’t just a secretary; she was the heartbeat of Pearson Specter Litt. She knew everyone’s secrets (and somehow kept them), anticipated needs before anyone even voiced them, and had the wit and wisdom to diffuse any situation. She was the ultimate blend of #intelligence, #loyalty, and #confidence. In every office, we have (or desperately need!) someone like Donna - the go-to person who always has the answers, the one who sees through the chaos with perfect clarity. They’re the quiet #leaders, the unsung heroes, the ones who keep the wheels turning with a dash of #humor and a whole lot of #heart. So, here’s to all the "Donnas" in the workplace. Because, honestly, where would we be without you? Oh, by the way, who is the 𝘋𝘰𝘯𝘯𝘢 of your workplace? 🙂 #suits #workplaceheroes #officerockstars #unsungheroes #donnapaulson #harveyspecter #louislitt

27

4 Kommentare

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?

28

2 Kommentare

Are the lessons you learn from grief worth the pain you experience? #Grief #griefandloss #Grieving #GriefSupport #GriefJourney #PersonalGrowth #PersonalDevelopment.

3

How to unlock career progression? Food for thought from Helen Tupper and Sarah Ellis on innovative approaches to career development! In their latest article, they present 4 experiments aimed at encouraging employees' career progress beyond traditional promotion pathways. Experiment 1: Talent over titles: Specsavers saw a 35% increase in internal applications by emphasizing talent over expertise in job adverts. Result? Employees felt empowered to explore diverse opportunities within the organization. Experiment 2: Squiggly stories Danske Bank's Squiggly stories event shifted employees' perspectives on career success, showcasing nonlinear career paths and inspiring individuals to focus on skill development and diverse experiences. Result? 97% of attendees reported a positive shift in their perception of career success. Experiment 3: Career safaris Welsh Water's career safaris provided employees with low-risk opportunities to explore different roles, leading to increased internal moves and positive perceptions of career growth. Result? 95% of safari participants felt prepared for future roles. Experiment 4: Move mentoring NHS Property Services' mentoring program empowered employees to drive their own career development, resulting in proactive career conversations, feedback-seeking behaviors, and increased internal role applications. Result? 26% of employees applied for internal roles following mentoring conversations. These experiments demonstrate that embracing nonlinear career progression benefits everyone. By offering diverse opportunities for growth, organizations foster a culture of learning and adaptability. Let's reimagine career development together at Gnosis by Lesaffre! #HR #Innovation

13