Virtual Global HR Conference 2023

Virtual Global HR Conference 2023

by Uncategorized

PeopleOps Pulse 2023 is an opportunity for Human Resources (HR) and People Operations professionals to connect and learn about the current trends in the industry. It is happening from October 10-12, and the timing is 9 a.m. to 12 p.m. New York Time (EST). As the time suggests, the conference will take place over three half-days.

Agenda and Speakers

October 10 | Tuesday | 9:00 AM – 12:00 PM EST

On Day 1, speakers Deepa Mahesh, Neptali Martinez, and Dr. Mohamed Rabie Elsheikh will take the stage.

9:00 AM – 9:45 AM EST
Holistic Wellbeing for a Healthy Workforce
Speaker: Deepa Mahesh

Deepa Mahesh is an ICF Life & Leadership Coach and an Arts-based Leadership development facilitator. She is also the founder & CEO of Poorna Wellbeing.

A healthy workforce is a dream of every organization. Yet, at the implementation level, there is a ground to travel. It is a partnership between the employee and the organization to seek wellbeing. Wellbeing is not the absence of illness, it is a pursuit of equanimity at various levels of human existence. It is wellbeing at the level of the physical body, energy, emotions, and thoughts. The HR team, the manager, and the employee’s joint responsibility is to seek, want, and acquire it.

During her session, she will discuss holistic well-being for a healthy workforce. This entails well-being at various levels and how it enhances employee productivity.

10:00 AM – 10:45 AM EST
Managers as Coaches
Speaker: Neptali Martinez

Neptali Martinez is the founder and principal at NJM Career/Leadership Coaching. His company provides career and executive coaching for professionals in areas such as Information Technology and Human Resources.

The popular saying, “Employees don’t leave companies, they leave bad managers,” speaks volumes about the challenges we all face when we manage employees. How many managers hire an employee on a Friday afternoon, and a person shows up on Monday morning? The complexity of dealing with human beings in the work environment is not new, and because of the rapid changes taking place at work, that challenge is getting even more complex.

During his session, he will enlighten us on managers as coaches. He will talk about making the transition from a manager to a coach and present a more effective way of relating with employees.

11:00 AM – 11:45 AM EST
Leading The Journey towards Successful Organizational Transformation
Speaker: Dr. Mohamed Rabie Elsheikh

Dr. Mohamed Rabie Elsheikh is the founder & CEO of Tanmyah for Management Consulting & Training. Their mission is to inspire people and organizations to accelerate growth and achieve excellence.

What is organizational transformation, and why is it important for organizations to undergo transformation? What are some common challenges that organizations face during the transformation process? How can leaders build a transformational culture within their organizations?

If the above questions have been lingering, don’t miss out on this session. Dr. Mohamed will walk us through the journey toward successful organizational transformation. Change leads to transformation; it is inevitable. So this session will touch on why we need to transform and the processes involved in the transformation.

October 11 | Wednesday | 9:00 AM – 12:00 PM EST

On Day 2, our speakers will be Aditya Roy and Cliff Berg.

9:00 AM – 9:45 AM EST
Designing HR Technology Hyperconvergence for the Workforce of the Future
Speaker: Aditya Roy

Aditya Roy is a Senior Manager of Cognizant Technology Solutions. He serves in the HR-Consulting space and has over 17 years of experience in FinTech, Govt., Retail, and high-tech domains.

As organizations navigate the complexities of an evolving digital landscape in Enterprise HR, the role of human resources (HR) is becoming increasingly crucial in driving strategic decision-making and fostering a productive and engaged workforce. The emergence of hyperconverged infrastructure (HCI) technology presents a unique opportunity for HR departments to streamline their operations, enhance employee experience, and support the workforce of the future.

This session is centered on the concept of HR technology hyperconvergence, potential benefits, and the key considerations for designing and implementing such systems, with a special emphasis on how Agile PeopleOps (APO) can facilitate it.

11:00 AM – 11:45 AM EST
What Is Needed From PeopleOps to Support Organizational Agility
Speaker: Cliff Berg

Cliff Berg is the Managing Partner of Agile 2 Academy. In 2020, he co-founded the Agile 2 movement by assembling a global team of 15 people, helping them to reach a consensus on a range of complex issues regarding organizational agility.

What are the core ideas of Agile 2? Why is agility behavioral, and is not achieved by adopting so-called Agile frameworks? His session will be about what is needed from PeopleOps to support organizational agility, with a focus on the core ideas of Agile 2.

October 12 | Thursday | 9:00 AM – 12:00 PM EST

On Day 3, Dr. Amy Narishkin, Brunello Gianella, Tom Thliveris, and Alex Dutch Greene will take the stage.

9:00 AM – 9:45 AM EST
Awkward to Awesome: How Leaders Boost Agility, Diversity and Collaboration with Cultural Intelligence
Speaker: Dr. Amy Narishkin

Dr. Amy Narishkin is a thought leader, strategist, and consultant helping organizations make the shift to cultural intelligence. She has 30 years of experience in teaching, consulting, managing, and researching.

Diverse teams with moderate to high levels of cultural intelligence outperform homogenous teams on a number of outcomes — productivity, cost-savings, innovation, safety, and a lot more. Dr. Amy’s session will discuss how leaders can boost agility, diversity, and collaboration with cultural intelligence. She will highlight the different stages of cultural intelligence and the value of a diverse team that feels seen and heard.

10:00 AM – 10:45 AM EST
Lived Individuality
Speaker: Brunello Gianella

Brunello Gianella is an Independent Consultant with 40 years of experience in the industry. He has consulted for companies like Ford, Shell, and Mazda.

Are you looking for ways to be the best version of yourself in an ever-changing world? We understand that having a strong identity and values is essential for success. That’s why we created this session focused on helping you unleash your full potential in the agile world. You will discover three main areas – Agile Innovator, Agile Personality, and Agile Knowledge – which will help you foster creativity, resilience, and self-awareness as an Agile professional. Achieve greater levels of success while staying true to who YOU are.

11:00 AM – 11:45 AM EST
Living Conscious Culture
Speakers: Alex Dutch Greene and Tom Thliveris

For the third session on Day 3, we have co-speakers Tom Thliveris and Alex Dutch Greene.

Tom Thliveris is a passionate healthcare IT admin with a mission to improve health systems and provide better care to patients. He is currently a Principal Consultant for the University of Miami. Alex Dutch Greene is a passionate cultivator and pioneer of human experience whose mission is to create out-of-the-box solutions that allow people to overcome barriers to change. He is also an Organizational Change Management Lead.

In a post-COVID era, creating a conscious organizational culture is essential. There is a different focus on meeting human needs, and aligning ourselves to a shared experience is a challenging yet necessary task. Empowering individuals at all levels of an organization with the proper tools for living with awareness is an important step forward, but “walking the walk” is an entirely different ballgame. Our own belief systems, assumptions, and expectations often stand in the way of true progress. How do we get out of our own way so that we can create integrated organizational cultures?

In their session, the speakers will address the importance of creating a conscious organizational culture in a post-COVID era. They will also introduce frameworks on how organizations can create an organic environment.

Conclusion

Our esteemed speakers have made a date with us to bring value to the HR and People Operations community. The topics are loaded, and their goal is to enhance the understanding of our conference theme and stir relevant discussions.

Like our speakers, you can make a date with us to be a part of this value-filled opportunity to learn and connect with fellow professionals. Register for the conference and get your tickets via our PeopleOps Pulse 2023 website.

As a reminder, the theme of PeopleOps Pulse 2023 remains ACE (Agility, Coaching, and Experience).

Don’t miss this opportunity. Connect. Learn. Grow.

PeopleOpsPulse2023

PeopleOps Pulse 2023

by PeopleOps Pulse 2023

PeopleOps Pulse 2023 is an exciting opportunity for Human Resources (HR) and People Operations professionals to learn and understand the ever-evolving landscape of HR/People Operations and the latest trends in the industry. This virtual global conference will provide a platform for the attendees to future skill their capabilities and pave a pathway to help organizations ACE their game and foster business agility, adopt coaching as a practice, and elevate the people’s experience.

Why Attend?

The business landscape is a volatile one, as we all know. The more prepared we are, our chances of surviving unforeseen circumstances improve. The COVID pandemic is an example of these unforeseen circumstances. It changed the whole dynamic of how we conduct our work. The workforce went from on-site to remote to adapt to the covid situation and be safe. As HR/People Operations professionals, we went from cautioning an employee’s clothing on-site to communicating with our workforce over our devices. So, what did adaptation look like for us?

While adapting to change can never be dubbed an easy process, how “easy” or “hard” it is, is relative to how prepared you are. The transition that happened as a result of COVID-19 was likely a more straightforward process for agile organizations. During COVID, how did this adaptation look for your organization? Also, are you prepared for the next unforeseen change?

The ever-changing business landscape demands organizations be nimble and quick in adapting to new trends and challenges. Hence, organizations must intentionally recalibrate and embrace new ways of thinking and working, especially as it pertains to agility, coaching, and experience (ACE) – a unique theme of the global virtual conference, the PeopleOps Pulse – that is a driver and enabler of innovation and sustainability across organizations.

Conference Theme

Why Agility, Coaching, and Experience? These are some of the most important and core practices of Agile PeopleOps. Incorporating these principles into your work and business is one of the necessary steps to being prepared for unforeseen changes.

Conference Theme

Agility: 

Organizations must embrace and practice agility to stay sustainable in today’s disruptive world. During the conference, you’ll learn why agility is behavioral, what are the key traits of agile personality, agile innovator, agile knowledge, and the role of leaders in leading a transformation journey. You will gain insights into the best practices for leading and managing change and what HR and People Operations functions must do to leverage organizational agility.

Coaching:

Coaching is a game-changer as it can help individuals and teams reach their full potential, drive success, and create a culture of continuous improvement. As a result, coaching should be an integral part of any organization’s strategy for success. The conference will bring together renowned coaches who will share their expertise on coaching teams for better performance and to create a coaching culture within your organization.

Experience: 

Experience is a third key theme of the conference, and creating a positive experience at the workplace is all about elevating the human experience. A happy and engaged workforce is essential to the success of any organization. Renowned coaches, organizational change experts, and practitioners will share their pearls of wisdom on holistic well-being and its importance in enhancing employee productivity and life satisfaction, the essence of cultural intelligence in creating a diverse and thriving organization, and how to create a living conscious culture in organizations.

The Value

Attendees at the PeopleOps Pulse 2023 conference will learn

  • How to foster business agility through innovative strategies and practices?
  • How can organizations adopt coaching to improve performance and drive employee engagement?
  • How can organizations elevate people’s experience?

Attendees will also be able to network with like- and diverse-minded professionals worldwide, strike up constructive conversations prior to and during the conference by visiting the Discussions page on the website, and learn from one another.

Register for the Conference

As a reminder, our conference is tagged PeopleOps Pulse 2023, and the theme is ACE (Agility, Coaching, and Experience). It is happening on October 10–12, 2023. 

You do not want to miss these sessions. Register for the conference and get your tickets via our PeopleOps Pulse 2023 website. 

After you register, you will be directed to a page as shown below. Ensure you click Add to Calendar.

After you register, you will receive a registration confirmation email to your email id. Feel free to click the button Sign In and follow the platform prompts/messages. It’s important to note that by signing in, you will be able to join the conference. 

Don’t miss this opportunity. Connect. Learn. Grow

Tenets Of Agile PeopleOps Framework™

Tenets of Agile PeopleOps Framework™

by Agile HRAgile PeopleOps FrameworkInfographic

Organizations must embrace paradigms of vision, the uncertainty of vision, the uncertainty of understanding, complexity, and agility to attain sustainability and a competitive advantage in these unusual times. – transforming traditional HR to Agile PeopleOps practices, thus giving an agile plus human experience edge in today’s disruptive business world.

Agile PeopleOps established a cohesive and dynamic approach that takes People Operations (traditionally referred to as Human Resources / HR) to the next level – changing traditional HR to Agile PeopleOps practices, offering an agile plus human experience edge in today’s disruptive business world.  

This is admirable when the C-Suite, Leadership Teams, and People Operations (HR) practitioners use the Agility PeopleOps Framework TM (APF TM) to develop adaptability and human-centric approaches. 

Growth mindset (the zeal to continuously learn & improve to achieve mastery) 

Everything revolves around one’s mindset. Whether it’s about achieving job success, establishing your own business, completing a difficult exercise, or being a parent, having the correct mentality might be the difference between success and failure. 

Carol S. Dweck, a world-renowned Stanford University psychologist, identified the significance of attitude after decades of research. In her book, she discusses the contrasts between a fixed and development mindset, demonstrating how we think about our skills and abilities influence our success in practically every aspect of life. Studies suggest that when we embrace the potential of a development mindset, it may be critical for job success. 

A fixed mentality holds that our intelligence, character, and creative potential are fixed. In essence, you are given a hand in life and must accept it. Believing that your characteristics are fixed promotes a need to prove oneself over and over. Career stagnation can be caused by a stuck attitude. A growth mindset, on the other hand, is founded on the belief that your inherent traits are those you can cultivate via your efforts. It is presumptuous to believe that everyone can change and improve as a result of experience and practice. Failure, with a development mindset, is viewed as a stepping stone to progress rather than a hindrance. 

Creating a growth mentality 

Mindset is formed by our own set of powerful beliefs. A growth mindset implies that beliefs may be altered when they no longer help us reach our objectives. Here are five techniques to get control of your mental attitude and cultivate a development mindset 

Accept failure. 

Fostering a development mindset entails viewing failure as a beneficial rather than a negative experience. Everyone has setbacks. The trick is to learn from each one and make better decisions as a result. People who are extraordinarily successful usually fail their way to the top. Before earning his big break, Steven Spielberg was rejected from film school three times. Even Oprah Winfrey was sacked from her job as a news co-anchor at a Baltimore television station before going on to launch a popular daytime talk program. According to reports, a producer informed her she was “unfit for television news.” “I had no clue what I was in for or that this was going to be the greatest developing phase of my adult life,” Oprah later stated. 

A world in transition 

With technology and business models developing at such a quick pace, adopting a growth mindset is critical to job success. Workers will need to constantly learn new skills in order to stay competitive as automation technologies, such as artificial intelligence, become more common. According to a McKinsey research, up to 375 million people globally would be required to shift jobs or gain new skills by 2030. According to research, your thinking determines your success. What counts is not how excellent you are, but how good you want to be. 

Human-centric approach (thinking from the lens of candidates & employees, and fusing both empathy & rationality) </h4 >

HCD is a method of thinking that puts the people you’re aiming to serve, as well as other key stakeholders, at the center of the design, innovation, and implementation processes. Our HCD strategy is iterative, quantifiable, and results-driven. Understanding the relationships among stakeholders across the ecosystem is the focus of this study. 

GETTING TO KNOW PEOPLE WHEREVER THEY ARE 

Meeting people where they are, is the greatest approach to understanding them. We recommend getting off of your desk and immersing yourself in the lived experiences and context of individuals you want to understand and involve in the design process, whether that is at a factory, on a farm, or in someone’s house. 

HOLISTICALLY UNDERSTANDING NEEDS 

People are at the heart of social influence, and people are ever-changing. Their social, economic, and cultural environments impact their experiences, opinions, and behaviors. Understanding people on a more nuanced level leads to stronger and more meaningful design, regardless of what we’re working on together. 

FACILITATION FOR CREATIVE WORK 

Methods that are creative and collaborative assist in engaging stakeholders and users, mapping out new potential areas, and aligning around new agendas, ideas, and strategies. 

Transcultural competence (the ability to address cultural differences and dilemmas by moving away from ethnocentrism and believing in the genius of ‘and’)  

Many professions struggle to function well among diverse cultures, and as the world evolves, it’s become evident that engaging with other cultures, both local and foreign, necessitates proficiency in both identifying and transcending cultural boundaries.  

The following four stages are given for detecting and addressing cultural dilemmas: Recognizing, accepting, resolving, and understanding cultural differences 

Human Effectiveness Indicators (Measures to assess the effectiveness of performance of individuals / teams) 

Employees who are happy and engaged.  

If the great majority of your employees are engaged, it is a strong sign that your human resources department is effective. While a variety of variables impact employee satisfaction, efforts such as team-building activities play an important part in creating a positive work experience. 

Managers who communicate well. 

 One way to know if your department is effective is if managers frequently seek their advice. When managers are upfront with their representative, it makes resolving workplace obstacles simpler, allowing tiny concerns to be mitigated before they become major issues. 

Workplace Characteristics of an Effective Employee 

Dependability 

Above all, a practitioner must be trustworthy. Professionals are expected to be trustworthy and follow through on assignments, which goes hand in hand with responsiveness. Being a “go to” person in times of need and keeping your promises builds a reputation for dependability. 

Visibility 

Staying locked up in your office and only being seen when there is an issue is a simple way to undermine your success as an HR professional. Being visible is essential for success and may help you create relationships with the individuals you support. (Having a presence can also help HR workers lose their “grim reaper” reputation.) 

Responsiveness 

Nobody enjoys asking for something and then having to wait what seems like an eternity for an answer. Requests to HR are frequently time sensitive, such as those pertaining to salary or FMLA. A successful human resources professional aims to respond in a timely manner. 

Communication Abilities 

From emails to workers to coaching meetings with managers, must be able to successfully transmit information to others. They must also be able to clarify concepts and effectively explain difficult facts. 

APF™ methodology is a critical enabler for the C-suite, leaders, and practitioners to take a stepwise approach to build agile organizations and drive agility in people operations and business.

Growth Mindset In Talent Acquisition

Growth Mindset in Talent Acquisition

by Talent Acquisition

It is essential for People Operations professionals, especially talent acquisition specialists, to constantly source and retain individuals that are flexible to change and constantly seeking opportunities for progress in order to ensure success in organisations. They need to source individuals with the frame of mind that embraces learning, growth and improvement. Talent acquisition specialists are mainly accountable for the long-term recruitment, development and retaining of talent required to contribute to the future success of the organisation. 

The recruitment aspect of people operations can play an essential role in identifying individuals with a Growth Mindset from the employment interview and assessment phases. Individuals with a Growth Mindset are accepting of change, broad-minded, observant, and willing to learn and transfer information. People operations professionals need to use these characteristics as a benchmark to recruitment of individuals as well as offer incentive to keep individuals happy and encouraged.  

During the interview phase, people operations professionals can identify individuals with a Growth Mindset based on the type of questions asked by the candidate. They need to be cognisant of the questions that reveal that the candidate is inquisitive, seeking growth and advancement. People operations professionals can ask behavioural and adaptability interview  questions to identify individuals with a Growth Mindset, this can be done by questioning candidates to assess how receptive they are to challenges and, they dealt with change and failure in the past. People operations professionals can use pre-employment assessments as a tool to identify individuals with a Growth Mindset, by using assessments such as individual adaptability assessments, cognitive aptitude tests and personality tests that evaluate an individual’s adaptability to change and willingness to learn. 

People with a Growth Mindset believe that intellectual capabilities can be learned and developed at any stage in life . People operations professionals can help instil this mentality in their new and existing talent by applying their organisational development, and learning and development expertise. In terms of organisational development, people operations professionals change management techniques such as culture mapping, Kotter’s eight step change model, Kurt Lewin’s change model and ADKAR analysis. People operations professionals can apply their learning and development expertise to help cultivate a culture of learning and change this can be done by providing e-learning and training and development opportunities. People Ops professionals can ease the shift from a rigid way of thinking and help retain talent with a Growth Mindset by recognising and rewarding employees’ efforts, creating a culture that values feedback and promoting learning opportunities. Employees need to feel safe in their effort to grow and adapt, talent needs to be welcomed as well as treated with all integrity and care to reach their full potential.  

In all it’s promise, Growth Mindset will reshape our future and benefit individuals from a work and well as a mental health perspective creating a progressive and healthy world.  

Talent-Acquisition-Are-You-Future-Ready

What is Agile Method and How It Works

by AgileAgile HRAgile PeopleOps Framework

If you’re reading this, there is a high likelihood that you are familiar with Agile methodologies in software development.

You know about Scrum, Kanban, SAFe. You’re familiar with why these methods work, and the value they deliver not only to organizations, but teams leveraging them.

You recognize the value inherent in iterative development, and collaborative environments.

Agile has taken the business world by storm: Adoption on Engineering teams continues to accelerate (12th State of Agile Report).

And the values and principles behind the Agile Manifesto are evolving to meet the needs of other business functions.

Agile in HR isn’t particularly new – plenty has been written to date about why HR would benefit from such a framework.

And yet, there hasn’t been a very good answer as to how Agile values can be tactically brought into an HR organization.

Enter the Agile PeopleOps Framework (APF). APF enables HR teams to intentionally adopt a more Agile mindset.

It shifts from a worldview of VUCA to one of flexibility, responsiveness, and transparency.

APF borrows heavily from the structure of the Agile Manifesto to bring a refreshed list of values and priorities, directly in line with the HR business function.

A Tale of Two Manifesto

Mirroring the structure of a Scrum Team (and at scale, a program team), APF focuses on human capital strategy, and intentional talent acquisition.

It is a full-service framework, accounting for COPs, KPIs (now called Human Effectivity Indicators – or HEIs), and end-to-end value delivery (from Talent Acquisition, to long-term employee.)

Roles and processes are similar to Scrum, and the underlying feel of adoption is not unlike that of software development.

If your organization has adopted Agile methodologies within its Engineering Teams, consider APF as part of your organization’s journey.

There is, of course, a lot to unpack here. Values, principles, roles, and processes differ slightly from that of their traditional Agile counterparts.

Over the next few weeks, we’ll discuss some of these changes in greater depth. We’ll detail how the APF Agile HR Manifesto differs from that of the Agile Manifesto.

We’ll discuss where we believe Agile (as a mindset) is heading, and why we think Agile is here to stay, albeit in various forms.

Also peek into the processes that drive APF – diving into the customizations of Scrum and Kanban that were made in response to different environments and goals.

Finally, we’ll look ahead and talk about what it means to be culturally agile, and how to get there.

A fair warning: this is Systems Thinking-type stuff. Get ready to think big!

We’re excited to introduce APF, and we think you’ll begin to find value from Day 1 of adoption.

Our PeopleOps Coaches offer 1:1 coaching, and other services to help you get started on your journey (or to help accelerate!)

Author: Christopher Goscinski

Talent Acquisition Framework– Are You Agile Ready

Talent Acquisition Framework– Are You Agile Ready?

by Talent AcquisitionAgile HRAgile RecruitmentAgile Talent Acquisition

The war for talent acquisition framework continues. Companies are still grappling to gain a foothold in hiring the right talent within a short cycle time, amidst internal and external organizational turbulence. Why? What are those factors causing the hindrance?

Traditional hiring process is time consuming – skills and capabilities required for open requisitions are not whittled down to essentials, candidate application forms are not user-friendly, turnaround time between interview and offer roll out is huge, lack of timely collaboration across Talent Acquisition dyads (hiring managers and recruiters), and lack of timely feedback to candidates. Any or all of these factors negatively impact hiring efficiency, employer brand and talent experience.

Agile methodology is one of the major trends, now being applied to TA process. Prioritization, execution of work in short time-boxed cycles called ‘sprints’, a collaboration between cross-functional teams, reviews and retrospectives at the end of each sprint are some of the agile practices that are integrated with the TA cycle.

Implementing agility reduces cycle time, reduces costs, experiences positive talent with a major emphasis on creating opportunities for talent engagement during the talent acquisition cycle, and helps strengthen the employer brand Is found.

Agile talent acquisition 

Interpersonal collaboration, constant feedback culture and open communication, thus creates value for employers and candidates.

The traditional process cannot be made agile by thinking only through these. The talent acquisition team needs to develop an agile mindset, follow some key principles, behave, and take the following actions:

  • Conduct intake meetings and strategy with key stakeholders and leaders to obtain clarity on open requisitions and whittle out essential skills and capabilities
  • Set a goal for talent fulfillment within a short cycle time
  • Growth hacking techniques to source, screen and assess talent
  • Pay attention to talents’ attitude and their zeal for learning, instead of screening ‘only’ for education and/or experience
  • Implement Lean, Agile methodology to eliminate inefficiency and deliver higher value
  • Participate in sprint ceremonies and operate as a cross-functional collaboration team
  • Leverage technology to maximize Talent Acquisition phases and overall process
  • Set up metrics and indicators (quantitative and qualitative) and for every sprint evaluate the Talent Acquisition cycle progress
  • Develop courage and commitment to collect timely feedback from the hiring team
  • Share feedback with candidates on a timely basis
  • Practice open transparent communication flow within teams and between candidates and Talent Acquisition team
  • Strive toward continuous learning
  • Enhance employer brand value by nurturing positive talent engagement experience

When lean agile concepts are integrated into the talent acquisition process, Agile promotes agile acquisition profiling.

Curious to know about Agile talent acquisition framework process and practices, along with the functionalities and specific roles? click here to enroll for (APF CTC)™ or (APF CTSM)™ courses.