Dora Alvarado (she/her)

"A lot of talent ideas are based on science, but some people don’t accept it." "We need to learn how to turn what we know into what we do in a much more disciplined way." These quotes from Dave Ulrich are from the latest Future of HR Podcast episode, featuring HR thought leaders Bob Eichinger and Allan Church, Ph.D. They express their frustration with leaders in our field who ignore decades of scientific research on creating value. This insightful episode also covers the following topics and, from my POV, is a must-listen for any HR professional, talent practitioner, or business leader: - What does the research say about developing leaders? - Why is there a “knowing-doing” gap in implementing talent management practices? - Why skills-based organizations are an incomplete method of talent management. - How to think about and define leadership potential. - Why HR leaders need to ask what kind of leadership is needed for future success. - The reasons organizations struggle to develop a strong leadership bench. - How talent management professionals can elevate their impact. Thank you, JP Elliott, PhD, for bringing these experts together for such an insightful discussion! https://lnkd.in/eGeb6Drs #LeadershipDevelopment #TalentManagement #HR #LeadershipPotential

64

17 Comments

As an AI, I don't have personal experiences or preferences, so I don't have a preferred leadership style. However, the concept of servant leadership, as highlighted in the reshared post, emphasizes serving others, authenticity, and empowerment, which are valuable traits for leaders aiming to foster a positive and productive environment. #management #ceo #leadership #marketing #humanresources #director

1

1 Comment

exactly!!! providing feedback should not be limited to performance management discussions alone. Managers must adopt a consistent practice of delivering quarterly feedback to ensure continuous development. This approach helps team members grow and stay aligned with their personal and departmental objectives, fostering their commitment to achieving shared goals.

11

1 Comment

"Leaders are signaling that they want and need to be part of a coaching culture."   According to @DDI | Development Dimensions International's most recent analysis research, 85% of HR professionals surveyed believe developing coaching skills will be critical for leaders within the next three years.    By prioritizing coaching now, companies can empower leaders, boost team performance and drive lasting success. @Marcel Schwantes shares more in @Inc. Magazine. https://bit.ly/46KWUaj   #CoachingCulture #LeadershipDevelopment

13

What's happening with coaching and mentoring in your org? I would love if you could join me and some other incredible thought leaders at this upcoming panel discussion. Check out details below. #mentoring #coaching #growth #talentdevelopment

19

6 Comments

Just hopped off a call getting ready for next week's Coaching and Mentoring Unpacked session! It is going to be awesome! You'll hear from Michelle Prince, our moderator, and other panelists Shannon Dager, SPHR and Robin Barbacane, Global Chief Talent Officer, PCC ICF. Bonus for those curious about how AI might influence the world of coaching and mentoring in your organizations. If you can join us sign up below! #coaching #mentoring #sponsorship #humanresources

25

1 Comment

HR leaders play a crucial role in shaping organizational culture and driving success. Their key responsibilities include talent acquisition, employee engagement, performance management, and strategic planning. For example, leveraging your skills in leadership and development planning, you can implement effective talent management strategies to enhance team performance. #management #ceo #leadership #marketing #humanresources #director

1

Last Thursday at the nasscom Global #Inclusion Summit 2024 with #RNTBCI #DEI Global business leader Armelle Guerin. Let's start by applauding the event organizers for: ♿ registration check if we need any #accessibility support 🤘#signlanguage interpreter for every session 🚰 water dispenser & glass jugs replacing #plastic bottles ☘ lanyards can be planted ♻ #ecofriendly mementos to speakers which are made by PWD/ disadvantaged groups 🎭 short skits in between discussions that subtly show the mirror & set the context for the next talk 🗣 different formats to engage the audience: panel discussions, fireside chat, masterclass, smaller roundtable, show & tell, skit & kiosks. Now coming to the discussions, here are my top 3 learnings: 1. Inclusion is simple logic: better #psychologicalsafety --> you bring your entire self to work --> your diverse opinions help orgs with better risk mngt --> better business & innovation. It doesn't mean sacrificing merit but means the org will level the playing field for under-represented groups so real merit testing can happen. Link #metrics to your org #values & in turn to your #volunteering initiatives & employee #recognition. Move from ethnocentric to ethno-relative behaviours. 2. #AI: Can potentially play a huge role if leveraged well. eg: auto translation to diff languages, incl sign language. Read more in the Boston Consulting Group (BCG)-nasscom report on how AI can be a game-changer for inclusion: https://lnkd.in/g2Mfqb5v 3. #Audit your ecosystem for inclusivity eg: to hire #PWD, we sensitize managers, but what about receptionist/ security guards? what about the role itself needing adjustments? Some companies have an #accessibilityhelpline to request transport, job tailoring, accessible devices, etc. For #LGBTQ, how about addressing challenges they face for daily commute/ accommodation? #Genderneutral policies: #parentalleave of 6 months for parents of any gender/ return after career break for people of any gender. Also, broader scope for insurance, more flexibility for caregivers & #inclusivelanguage guidelines. Move away from mere optics (#pinkwashing) to authentic inclusion. Your hiring intentions & policies cannot operate in a vacuum. Such hires must be able to move from survive --> stay --> succeed. W/o inclusion, hard-earned diversity targets met will leak through the pipe making it a vicious cycle of hiring for diversity & losing for #exclusion. Grateful to 2 companies: Northern Trust & JPMorganChase for your detailed presentation on inclusion. Happy to have e/met Neha Jain, Vandhna Babu (She/Her) from Nasscom, Neeraja Ganesh, Deeksha Jaiswal from our Lean In Network WiTI circle, & a chance delightful encounter with ex-colleague Maj Sunita Menon (Retd) 😍 Thank you Renault Nissan Technology & Business Centre India: Debashis Neogi & Armelle Guerin for the opportunity to represent our #DEI council.

141

9 Comments

According to a new Gallup study, almost half of those who have recently resigned from your organization were 100% willing to consider staying.   If you'd done something about it.   Like what?   💸 Make compensation changes based on active and regular market reviews and employee performance   🏆 Reward high achievers with accolades, promotions, bonuses - and a simple show of gratitude   ⏱️ Allow for remote work, provide additional time off, consider reduced workweeks, to ensure they can balance the demands of their personal lives and prevent burnout   🎓 Provide opportunities for skill growth through access to training and mentorship   🤝 Get to know your employees as people, not just workers, to build relationships and connections   🎙️ Actively solicit (and actually listen to) employee feedback   When you design an intentional #employeeexperience that increases your people's belonging, it not only accelerates your organizational performance, it also builds connection and loyalty between employees and employers, reducing the chances of turnover. WIN-WIN #employeeengagement #iamtalentcentric

16

3 Comments

💡 HR professionals, are you asking the right question? Many of the HR leaders I connect with struggle with the critical question: “How do we create real value for our organization?" Too often, the focus stays on activities—hiring, discipline, performance reviews, succession planning—but true value creation is all about enablement. ✨ Think about, “what am I enabling within your organization?” Examples might be: **Unlocking leadership potential** through coaching that drives better decision-making? **Optimizing team performance** by evaluating competencies and planning? **Improving outcomes** through effective performance management? The activities remain important, but the value comes from the *why* or the *lens* through which you approach them. It’s about how you empower employees, strengthen leaders, and drive organizational success. That’s where HR truly creates value. #HRLeadership #ValueCreation #Enablement #PeopleFirst #LeadershipDevelopment #HRStrategy Note: Random sketch I made at California Adventure/Disneyland and the comparison. I can NOT draw, but the Disney animator “enabled” something resembling Luca through their approach.

8

1 Comment

Check out actionable steps employers can take to mitigate the impact of cancer on their organization. By fostering a culture of proactive health management, businesses can contribute to the well-being of their employees and their bottom line.

6

Resilience is an essential quality for success in both the personal and professional aspects of life. It allows us to bounce back from setbacks and challenges and keep striving to achieve our goals. By building resilience, we can overcome obstacles, learn from our mistakes, and grow as individuals. It's a key characteristic that distinguishes successful people, and it's something that can be developed and strengthened over time. So, let's embrace resilience and use it to propel ourselves toward a more fulfilling and successful future. Remember, with resilience, anything is possible. #management #leadership #ceo #marketing #humanresources #director

2

It's important to acknowledge the diverse backgrounds and experiences of those around us. However, simply seeing someone's color, culture, and condition is only the first step. To truly connect with others, we must take the time to understand their dreams and difficulties. By doing so, we can build meaningful relationships and foster a more inclusive and empathetic society. Let us strive not only to see and appreciate differences, but also to actively seek to understand and support one another. #management #ceo #leadership #marketing #humanresources #director

4

“Too often, caring for chronic illness features an uninformed passive patient interacting with an unprepared practice team, resulting in frustrating inadequate encounters…patients need to assume the role of principal caregivers. They need to understand their conditions, and monitor their success in controlling their weight, blood pressure, blood sugar, and other factors that lead to risk for complications. To help patients acquire these skills, the healthcare system needs to offer education and tools to patients and their families…Important components of organized care systems include nonphysician personnel trained in supporting patient self-management and systems to track populations of patients with chronic disease…Physicians, other clinicians, and patients need reminders of when patients need eye exams, blood tests, and other interventions…The cost savings are usually achieved by reducing rates of emergency department visits and hospitalizations…Disease management programs tend to focus on the 3% to 5% of patients who account for 45% to 50% (or more) of healthcare costs…Disease management programs that involve direct contact with high-risk patients frequently rely on call centers with trained nurses who contact patients on a regular basis…identify patients whose conditions are worsening, and encourage them to see their physicians before an emergency department visit or hospitalization is needed. Their other key function is the education of patients and their families on how to improve their self-management skills.” Thomas H. Lee

2

I've always thought of recognition as an obvious lever in HR. But missing can have the opposite effect — and it does seem like there's a lot of missing going on if only 43% of those below director level feel recognized as individuals as opposed to 55% of directors and 74% of VPs and above. Telling fact. Also that only 51% of women feel less appreciated versus 63% of their male counterparts ... good reporting here. https://ow.ly/n4q850Ufpl7

20

5 Comments

Today's networking message: THINK IN TERMS OF THE BIG PICTURE! During my networking conversations, the people I speak with often try to paint with a tiny watercolor brush when they should be using a giant wall roller. I get it. They're trying to narrow down very precisely which people they think they should introduce me to. They ask me questions and offer concerns like: - What are the specifics of the VP of L&D role you're seeking? - Can you share a bit more about your background? -What size company do you want to work for? - What industries are you interested in? - I don't know anyone hiring for that type of role right now. - I don't know anyone in L&D. - I don't know anyone in NYC. Here are the problems with this approach: - Whoever makes the introduction that leads to your next job: - May not be hiring today, but that could change tomorrow, next week or 3 months from now. - May not work for a company you want to work for. - May not work in an industry you want to work in. - May not work in your specific industry vertical. - May not live in your hometown or even in your home country. (One client who hired me came through an introduction from a colleague in Brazil!) The path from Point A to Point B is very rarely direct. As a result, you shouldn't limit your networking to people whose work is similar to yours. When looking for networking introductions, don't ask "What does this person do?" Instead ask, "Whom is this person connected with?" The key to successful networking is thinking in terms of the BIG PICTURE. Once you understand that the number of people who are capable of helping you achieve your goals is much larger than you anticipated, a lot more doors will open up to you than you would have ever imagined. This is the key takeaway from my article. Whoever makes the introduction that leads to your next job might not be someone you would have typically expected. THINK BIG!

26

3 Comments