LoAn Weger

Human Centered Leadership In Action: Encouraging Career Exploration For Development At MedStar Health, we strive to develop Human Centered Leaders who are authentic, empathetic, and adaptable. This week we’ll focus on one action aligned with being an authentic leader – helping your direct report be authentic to themselves by exploring the knowledge, skills, experiences of the job they want, not necessarily the job they have today. As busy leaders, our default for employee development is often what work can we assign next to develop a person’s skills. And yet, when we think about someone’s career journey, coaching associates to connect with people who have the jobs they want in the next two to five years, can be the key to empowering them to think bigger and own their development. Encouraging them to think outside of your function, or the next expected step in their career, can help them better articulate their interests, aspirations, and goals to you, so that you can be the best partner on that journey. Encourage your associates to schedule a 20-to-30-minute informational interview with someone who is in a job they’d like to explore, and then follow up with them to see how it went.  (Here is a list of informational interview questions from the University of Buffalo School of Management to get your associates started: https://lnkd.in/eyP6hcZT). Checking in after the conversation is important because they may be more, or less, attracted to the reality of the job after they’ve learned more. Knowing the outcome of that conversation allows you to partner with them in their development. Here are a few questions to support you with the follow up conversation: ·   Was the job what you thought it was going to be? Why or why not? ·  What one or two skills (or experiences) was critical to their success? ·   When you think about your current role, what are one or two skills to cultivate now that would position you for that role in the future?  ·   Longer term, what are some experiences that I could be looking out for to help you develop? Career conversations help associates tune into their authentic self, develop confidence, and build a plan for their development. To learn how to have a great career conversation with your associates, watch this ten-minute video from Helen Bryant: https://lnkd.in/eMSU6yt6. #MedStarHealth #LeadershipDevelopment #CareerConversations #Leadership #EmployeeDevelopment

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It often starts innocuously: first, you have a payroll system. Then, you add an HRIS, followed by an applicant tracking system, a benefits enrollment program, a wellbeing platform, and a compensation management tool. Before you know it, you've fallen victim to HR software sprawl. Welcome to #HRThursday! To minimize this issue, our SHRM leaders offer a few pieces of advice. First and foremost, start with governance. Before rolling out any new HR software, look across the organization and ask: do we already have an existing system that can meet this need? At a previous employer, our HRIS vendor tried to sell us project management software, but upon further inquiry, I discovered that IT was already using a similar tool. It made perfect sense to connect the project managers with IT and leverage their existing platform, reducing the number of systems to log into and ensuring easy access. (other takeaway - make IT your best friends) A recent Gartner study of 500 HR leaders found that 83% regretted a recent HR technology-buying decision. Before making a purchase, ask killer questions, request multiple demos, interview current customers, post inquiries in online forums, and tap into your local SHRM network - like HRP - to gather insights from nearby users. Moreover, take the time to map out your 3-5 year vision for your HR software ecosystem. Resist the temptation to be an early adopter solely for a discount; I've learned the hard way that buying into new software before the bugs are worked out can lead to deployment challenges. Technology is evolving rapidly, and the plug-and-play model is becoming increasingly prevalent. Early in my career, it was easier to simply turn on all the modules within a single HR system. However, today, there are multiple vendors that can integrate seamlessly. Determine your "hub" – likely your payroll system (remember the first rule of HR: Don't Mess Up Payroll), and then map out which systems can plug into it. When signing contracts with new vendors, ensure they can seamlessly integrate with your hub. As you build out the "spokes" of your technology wheel, identify opportunities for systems to share information and consider developing APIs to facilitate data exchange and reduce manual uploads. Finally, if you have a dedicated purchasing team, leverage their expertise! Vendors are becoming increasingly savvy, so partner with your procurement professionals to ensure they scrutinize the fine print in contracts. They can also assist in identifying potential overlaps with other systems already in use across the organization. (reminder - make IT your best friends!) By following these small planning steps, you can help reduce technology debt and ensure a streamlined, integrated HR software ecosystem. https://lnkd.in/e6xRT9rc

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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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Instead of being left behind, it’s time to embrace the tools that will make you and your organization stand out. Check out the article that is showcasing the work that Barge Design Solutions has done with AI in a space where finding #qualified #candidates is a very competitive landscape.

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When I heard about California’s Right to Disconnect Bill I thought… wait, what? Happy #HRThursday !   A bill has been introduced in California legislature that would give employees the "right to disconnect" from their jobs during nonworking hours. If passed, California would be the first state to create a "right to disconnect" for employees. Similar laws have already been enacted in 13 countries. The proposal extends to both non-exempt and exempt salaried employees. As I read this, I just wonder, how did we get here? Perhaps it is the unintended consequences of technology, if leaders have our cell phone number it’s just easy to shoot a text with questions after hours. What does it say about leaders that they are also working off-hours and need assistance?     I find these new laws so interesting. Something happened to someone(s) that got us here. Managers took advantage of employees and they spoke up. Instead of needing legislation to enforce basic workplace respect and boundaries, we should strive to build positive organizational cultures where leaders prioritize open communication, work-life balance, and valuing employees as human beings – not just workers. At the core of this issue seems to be a disconnect (pun intended) between leaders and their employees. If leaders made efforts to build real relationships with their teams, listened to their needs, and set reasonable expectations around work hours, there would be far less need for reactive laws like this. Are leaders even asking employees if they mind being contacted off-hours? Or are they just operating under the assumption that 24/7 availability is expected? This unilateral stance shows a lack of regard for employee #wellbeing and personal time. An open dialogue allowing employees to voice their preferences would go a long way. The fact that this bill extends to salaried, exempt employees is particularly concerning. The entire concept of exempt status is that these employees have more flexibility and autonomy in managing their workloads. Regulating their off-hours communication feels contradictory to that principle of workplace autonomy they're meant to have. Ultimately, I believe the healthiest company cultures are the ones that prioritize mutual understanding, empathy and respect between leaders and employees. If that mutual consideration was the norm, we wouldn't need heavy-handed legislation to enforce common decency. Building trusting relationships through active listening could preemptively address so many of these workplace issues. Here is SHRM’s stance on the situation, what are your thoughts?   https://lnkd.in/e4jk3QPq   #hr #hrcommunity #humanresourcesmanagement #retention #hiring #recruitment #recruiting #hiringtrends #hiringtips #TalentAcquisition #LearningAndDevelopment #LearnerExperience #EmployeeTraining 

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What are the hidden insights in your 2024 hiring data? It's more than just numbers. Each stat, from offer acceptance rates to hiring manager satisfaction, sheds light on your talent acquisition health. Ready to uncover what's working, what needs adjusting, and where 2025 can take your team? Swipe through to learn the five data points that matter most! #WeAreTMF #HealthcareIndustry #HealthcareRecruitment #TalentAcquisition #WorkforceDevelopment #HiringStrategy #StrategicPlanning

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As the workforces ages these types of benefits can help employees retain top talent with vital institutional knowledge.

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Let’s build trust at work — our upcoming UKG HR & Payroll eSymposium is all about the moments that add up to a high-trust environment on the job. Drive the conversation and earn free recertification credits! Learn more: https://ukg.inc/3QEIIsC. #UKGeSymposium

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Ready to wrap up the year with confidence? Discover 10 essential tips from isolved to fine-tune your HR operations, ensure compliance and set the foundation for a successful new year. Dive in for insights!

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At SHRM24, the future of HR was in the spotlight with AI at its core. Jessica Jensen, Indeed's CMO, emphasized that AI is transforming workplaces, pushing us to find the balance between technology and human touch. As generative AI (GenAI) emerges, it’s reshaping roles, especially in HR, where it could handle up to 88% of tasks. Svenja Gudell, Indeed's Chief Economist, highlighted that while GenAI's job market impact is still in its early stages, its influence will grow, affecting nearly every job. Janet Gipson from Yale shared how AI is enhancing their hiring process, freeing up recruiters to focus on candidate experience. The key takeaway? AI won't replace us; it will augment our roles, allowing more time for human connection and culture-building. As we navigate this shift, responsible AI use, reskilling, and empathy will be crucial. LaFawn Davis from Indeed stressed the importance of fair and trustworthy AI, reflecting the diverse perspectives of its creators. #AI #HR #SHRM24 #FutureOfWork #GenerativeAI #HumanTouch https://lnkd.in/gmMTY4ns

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Turnover is more than a number on a report—it’s a signal that something needs attention. Whether it’s a lack of growth opportunities, poor leadership, or cultural issues, high turnover means something isn’t working. The good news? It can be fixed. When leaders prioritize their people—by listening, supporting, and investing in them—they create an environment where employees feel valued. And when people feel valued, they stay. #EmployeeRetention #LeadershipWithHeart #PeopleFirst #WorkplaceCulture #TalentMatters #KeyHRInsights

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Are you in Talent Acquisition? Take a listen - my AMAZING boss did a fantastic podcast for ZipRecruiter and there's so many wonderful takeaway nuggets! I've learned so much from her and is the reason why I'm in leadership today! #bosslady #talentacquisition #healthcare #careergrowth

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It's been an exciting couple days at #HLTHUSA. The potential for enhancing our healthcare system is immense, presenting numerous opportunities for progress. Here are three areas I am passionate about: 1) The concept of "food is medicine" is pivotal. Transformative change and enhanced education are essential in the US to foster healthier lifestyles well before illness strikes. This is critical for our kids! 2) Artificial Intelligence (AI) stands ready to alleviate the administrative burden faced by our physicians and healthcare professionals, which currently consumes about 25% of their time. 3) There is a pressing need to understand why cancer rates are rising among younger demographics. It’s crucial to address this trend and explore strategies for reversing it. Excited about the future of healthcare and the positive impact we can make in these critical areas. #healthcare #innovation #AI #healthylifestyle #cancerresearch

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Change is constant in HR. How can you turn it into an advantage for your HR team? Learn three ways to embrace change and empower your workforce. Read the blog now.

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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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