Naomi Styles

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.

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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

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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

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#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

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The best time to embrace change? It’s now. This is what we agreed on at our latest Culture Talk series for which Sanofians came together in our hub in Budapest, to talk about how to navigate change, and how to embed our #PlayToWin behaviours. Change isn’t easy. It can be tough to navigate and feel destabilising.  But the reality is, change is inevitable in all aspects of life. The good news is that it brings about growth, to be a powerful and transformative experience. It pushes us to stretch, and to adapt and it’s how we achieve the unexpected. What I love about Culture Talks is how they create a space for us to all have open conversations and to inspire action. Change is a phenomenally personal thing to experience – and it’s a testament to Sanofi’s culture that our panelists Raj Verma and Mariana Sinkoc felt comfortable sharing their personal experiences of change, with vulnerability and honesty. And that colleagues asked questions about how to navigate their own difficulties with embracing change. For me, it’s the openness of our conversations at Sanofi that make the Culture Talks so valuable. Our Budapest edition was no exception. I was heartened to hear how colleagues felt inspired to take changes forward after the talk, with themes of self-care, work/life balance and health coming through the conversation. It’s particularly special that this event took place in our Hungary hub, which turns 5 this month! Viktoria Kovari-Veres, Renata Pulai Kulcar, Balazs SOOKI-TOTH The team in Budapest have been working hard to champion Sanofi’s culture and embed Play to Win in all that they do. Thank you to all the team for being such wonderful hosts and taking the time to engage in the discussion. There are many things we can’t predict, but I came away from the session feeling better equipped for anything life throws at me! What tips and tricks do others have to help navigate change? #CulturalTransformation #Sanofians #WorkplaceCulture #CultureTalks #PsychologicalSafety #OneSanofi

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The #power of two simple questions... Last night, my wife asked our kids two questions before they went to bed: 1️⃣ 𝘞𝘩𝘢𝘵 𝘢𝘳𝘦 𝘺𝘰𝘶 𝘨𝘳𝘢𝘵𝘦𝘧𝘶𝘭 𝘧𝘰𝘳 𝘵𝘰𝘥𝘢𝘺? 2️⃣ 𝘞𝘩𝘢𝘵 𝘢𝘳𝘦 3 𝘵𝘰 5 𝘵𝘩𝘪𝘯𝘨𝘴 𝘺𝘰𝘶 𝘭𝘰𝘷𝘦 𝘢𝘣𝘰𝘶𝘵 𝘺𝘰𝘶𝘳𝘴𝘦𝘭𝘧? The first question brought immediate answers - things like the #friends they have, the #school they go to, having #food on the table, or the excitement of the upcoming #holidays. But it was the second question that made them pause. They had to think. Really think. What do they love about themselves? It wasn’t easy for them to answer, and that in itself was a gentle reminder of how often we forget to acknowledge our own worth. After a few moments, the answers started flowing. "I’m good at arts and crafts." "I’m kind to my friends." "I work to be the best at everything I do." It was so heartwarming to see their faces light up as they shared these little truths about themselves. It also got me thinking: why is it so easy for us to be #critical of ourselves? We often focus on flaws, shortcomings, or what we wish we could be, rather than appreciating the things we already are. What’s inside mirrors out - our inner dialogue shapes how we interact with the world and those around us. When we are harsh on ourselves, that #energy can unintentionally impact our environment and the people we care about. #Gratitude and #selflove are muscles we need to strengthen, not just for ourselves but to model for the next generation. Those two questions turned a regular evening into something truly meaningful, a small but powerful step in building confidence, positivity, and kindness - from the inside out. So here are my questions to you: What are 𝘺𝘰𝘶 grateful for today? And what do 𝘺𝘰𝘶 love about yourself? Take a moment to #reflect - it’s a conversation worth having. ❤️ Happy Friday, my LinkedIn friends! #parenting #lifelessons #reflection #affirmations #positivity #life

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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

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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

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

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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

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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 .. 🙏

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At AstraZeneca, it’s important that our workplace is made up of people who think differently from one another and that we create an inclusive and equitable environment, where people feel they belong and can reach their full potential. Recently, I sat down with HR Grapevine to discuss our refreshed approach to performance development and the emphasis we place on continuous #coaching and #feedforward conversations. By removing numerical ratings and yearly appraisals, we've empowered 85% of employees with regular coaching and seen a 70% rise in managerial confidence. Helping to enhance diverse thinking, a sense of belonging, and drive innovation. Find out more in the following article:

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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.

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Not tried AI for work yet? just do this: 1. click on the link below to access the free version of chatGPT 2. copy and paste this text: "I am an HR professional focusing on internal mobility. Please help me create innovative and practical solutions for the following: Identify trends in internal mobility based on recent best practices. Provide a step-by-step plan to implement it in my company. Draft clear and compelling messaging for employees to communicate our plans to improve internal mobility. Suggest creative ideas to start with them. Please include practical examples or templates that I can immediately implement in my work. Be concise, actionable, and aligned with modern HR trends. Thank you!" 3. interact with chatGpt and tweak it to your reality

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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

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Food for thought: not only a new buzz word but an underlying key concept for leadership today on how to manage psychological safety at work. An insightful workshop that will lead to new initiatives within AstraZenecaAustria! #astrazencecaaustria #psychologicalsafety

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Do you – or anyone you know – suffer with migraine? Here’s what you need to know: ➡️ Women are three times more likely to experience migraine than men. ➡️ Migraine is much more than a ‘bad headache’ – it’s a complex neurological disease often accompanied by disabling symptoms. ➡️ People affected by migraine regularly experience poor concentration, difficulty finding words and transient amnesia. And it’s not all bad news – there are also advice and insights from migraine patients and explore the latest science and thinking around the condition. Read more about the debilitating effects of migraine and find out more about Teva’s research into the impact of migraine on women compared to men: https://lnkd.in/gYk-W73C

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Do you – or anyone you know – suffer with migraine? Here’s what you need to know: ➡️ Women are three times more likely to experience migraine than men. ➡️ Migraine is much more than a ‘bad headache’ – it’s a complex neurological disease often accompanied by disabling symptoms. ➡️ People affected by migraine regularly experience poor concentration, difficulty finding words and transient amnesia. And it’s not all bad news – there are also advice and insights from migraine patients and explore the latest science and thinking around the condition. Read more about the debilitating effects of migraine and find out more about Teva’s research into the impact of migraine on women compared to men: https://lnkd.in/esp2w_A4

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