Hue DeLuca

Have you ever participated in an ice breaker that was both memorable and effective? If so, I want to hear about it! I'm looking for fresh ideas to use for team meetings and staff events that are engaging, but not too cheesy. Share your favorite ice breaker activities in the comments below! Let's help each other make our events and meetings more fun and productive. #teambuilding #staffevents #icebreakers

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Thoughtful ideas around implementing skills based learning. Let’s hear it for the early adopters in your company!

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Earlier this year, I spoke about the importance of taking a vacation and using the benefits you’ve earned. As we approach the end of the year, I want to revisit that message—especially for those in leadership roles. If you lead a team, now is a critical time to assess their vacation plans to ensure they’re using their time and that there are no coverage gaps. People often rush to use up their days in December, which can create operational challenges. By being proactive now, you can help your team balance their personal time with our business needs, creating a smoother, more productive end-of-year period. Encouraging people to plan their time off doesn’t just support our operations; it’s a sign of respect for everyone’s well-being. When team members feel empowered to take the breaks they’ve earned, they’re more likely to return with fresh perspectives, renewed energy, and a positive mindset that benefits everyone. A well-rested team is a resilient team. So, let’s help each other finish the year strong. Make sure to lead by example and consider planning your own time off as well! When we prioritize balance, we create a culture where hard work and self-care coexist, setting everyone up for success as we move into the new year.

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Did you get your copy of Timmy’s new book? Assume you did based on the tremendous amounts of books 📚 Tim gave away at Michigan HR Day and signed copies from SHRM Talent. If not, link 🔗 in comments 📖 If you’re heading to the Talent Conference on Thursday, bring your copy and demand Timmy signs your copy ✍️ Kris Dunn and Torin Ellis are sure to bring this house down Thursday for AHRM - Association for Human Resource Management #TalentConference #TheTalentFixvol2 #SACKETT

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As HR professionals we’re so busy supporting others and being part of establishing and enabling business priorities. We rarely take time to reflect on how our role impacts us on a personal level. Resilience is definitely a must . We never feel sorry for ourselves when we have to support organizational restructuring and having difficult conversations. We just keep going and worry about the impact on “our people”. How thrilling is it to be able to support the needs of 4 unique generations at one time. Navigating a workplace that is inclusive to the needs of these generations and attracting and retaining them. Share your insights would love to hear your experience?

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Inclusivity isn’t just about making sure everyone has a seat at the table; it’s about empowering every individual with a voice that is valued and respected. Fostering a sense of belongingness and ensuring the psychological safety of all employees is crucial to achieve this, and as leaders, the onus is on us to enact meaningful change. In my latest discussion with Women Entrepreneurs Review, I share insights on strategies, initiatives, and behaviors that can truly make a difference in an organization’s DEI efforts. Click here to read: https://lnkd.in/dsh5-dXD #DEI #Inclusion #Diversity #WorkCulture #InclusiveTeams

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3 Ways to Make Sure High Performers Feel Valued: -Notice them -Affirm them -Show them how they are needed I came across this thoughtful HBR article that's worth a read.

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Several states have already implemented pay transparency laws, allowing job candidates to see salary or wage ranges for positions upfront. Now, Illinois and Minnesota are set to join them. In this episode, we delve into what employers can expect from these new requirements and explore the practical challenges they may face in achieving compliance. Join us for expert insights on navigating this evolving landscape and ensuring a smooth transition for your organization! 🎧View all 5 minute HR Feed episodes here: https://ow.ly/4ntT30sE4Tz

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Do you have questions about the certification prep course? Are you considering a SHRM HR certification but have questions around the exam? I have facilitated the SHRM certification prep course through SCSU since 2015 and would love to connect with you regarding the course, the testing process and the benefits of certification. Please reach out to me if you have questions!

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✔ I've got this one on my calendar! 🌟 Join me to learn how collaborative leadership and empowering your teams can lead to organizational success #2024TCSHRMLeadershipConference Twin Cities SHRM (TCSHRM)

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If your employer is not having a passive enrollment...it's ok... 😅 It's always best practices to review your elections each year to: 🟡 Review/change medical, dental, & vision coverages 🟡 Review/change dependents and beneficiaries 🟡 Increase Life & AD&D coverages 🟡 Enroll in supplemental coverages 🟡 Most Important: To be well informed! #hr #benefits #openenrollment

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Honest question: Are people expected to work 100% of forever from the time they finish school through until they have retired? Much of the discussion around career breaks is about 'normalizing' it in the wake of ~1/2 a million #layoffs in tech alone over the last two years. Which is great, I'm all here for not punishing people because of poor budgeting practices and overextended growth by corporations big and small. But that frames the conversation as if it's only okay if it wasn't your choice. What if you decide to be a stay at home parent? What if you decide to pursue another passion that doesn't work out? What if you....just don't want to work right now? Is it not valid to make a decision that says "I'm putting my life before work" and then reenter the workforce on my terms? Seems strange to me.. #worklifebalance #takeabreak #peoplefirst

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Career Advice -- those simple nuggets of wisdom you get from peers, co-workers, bosses, and mentors that enrich your career. Here are some of the gems that have been directed at me as I worked my way into leadership positions. I will cherish these forever and I hope you will find them useful. I still use them as my guide. The list is long but full of wisdom from others before me. Those of you I have worked with throughout my career will recognize many of these. -> Don't check your phone in a meeting (or I'll take your phone away). -> Take all of your vacation (or you won't get your bonus). -> Do not do it unless it adds value. -> God - family - work (in that order - if you are a believer). -> Spend time with your family. Your boss WILL NOT remember what you did 5 years from now but your family will always remember you were not there. -> If you don't love what you are doing or like your work environment, change it. You're in control. -> You will need to make sacrifices if you want to lead people. -> Be vulnerable - open your arena - the Johari Window. -> Feedback is the breakfast of champions. -> Don't spectate in meetings. If you are invited to a meeting, make sure to interject yourself and have something of value to add. -> When someone does a drive by, stop what you are doing, turn around, square up, and engage with them. -> Rise above the negativity and cancer that can find its way into workplace conversation. -> If you find yourself in the victim loop, work your way back into the accountability loop. Success is your own damn fault. -> Confront issues in the present - issues will not go away. -> Embrace learning. -> Elevate and show up well in meetings. -> Don't bring me a problem unless you come with a solution. -> If you can't make a meeting, reschedule it - do not cancel it. -> Listen to your attorneys but remember they are alarmists by nature. -> Never ask a female in a team meeting to take notes (unless it's her job). -> Be more empathetic. -> Get hot (meaning get quicker). But don't sacrifice quality for speed. -> Develop an edge. -> Challenge the status quo. -> Do what's in the best interest of the company and your fellow co-workers (credit to HPWP) and eliminate the negatives. -> Anticipate questions that may arise and answer them in your presentation before they can be asked. -> If you are driving change, recognize and properly memorialize the work others have done before you. -> Change happens when the pain of staying the same is greater than the pain of change itself (LNS). -> network outside of work (so you do not become stale). -> Don't waste your time with CYA activity. There's no value in that. -> Assume positive intent. -> Don't judge others until you get all sides of the story. -> Communicate twice as more as you think you should. -> Work beyond your job description. -> Be here now (lesson I learned at 16 years old). -> Stay loose and have fun! Foster that spirit in others.

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What’s one thing I like most about my job? The balance! ITC’s hybrid work schedule helps me accomplish my professional goals without sacrificing my personal and family priorities. What have you been able to accomplish thanks to a hybrid schedule? #HybridWork

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🚀 Exciting News! I’m thrilled to announce that I am now an HBDI Certified Practitioner, specializing in Whole Brain® Thinking! 🎉 What does this mean? Whole Brain® Thinking is a powerful framework that helps individuals, teams, and organizations tap into their full cognitive potential. It’s about understanding how we think, making better decisions, and communicating more effectively by leveraging the strengths of all thinking styles. How do I use it? I’ll be using this certification to help leaders, teams, and organizations: ✅ Improve collaboration by recognizing and valuing diverse thinking styles. ✅ Solve complex problems with innovative, balanced approaches. ✅ Enhance leadership, communication, and performance by aligning thinking preferences with goals. Why is it beneficial? Whether you’re building strategies, resolving conflicts, or navigating change, Whole Brain® Thinking ensures you approach challenges with clarity, creativity, and balance. Here’s to unlocking new possibilities together!!!

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This is a good list but not exhaustive, many CPOs are also expected to take the lead on culture for the organisation and internal communications. Relying on a strong leadership team is key to delivering on these diverse responsibilities so being a great leader and coach is also paramount

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This is especially true when it comes to roles within the trade. Do not underestimate the experience and the skill of those that do not have an advanced degree or even a BA.

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How do you define success in your life? We all want it, but only few people can actually define it. Great clip from my latest episode of #SpeakEasyHR with Bruce W. Waller, CRP, PHR, SHRM-CP talking about that and his book all about it. #HR #Success

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