Mercury Performance Group, LLC

Chief Executive Officer

Marshall Goldsmith Stakeholder Centered Coaching

A guaranteed and measurable coaching system that enables successful leaders to become even more successful; that helps leaders and their teams work towards continuous improvement. 
Fact: 95% of leaders who use this have improved their effectiveness.

Executive Coach

American Challenger Development Corporation

Chief People Officer

Acosta

Design and execute strategies that deliver internal and external recruiting results to meet short-term and long-term business needs, both domestically and internationally while ensuring integration with the business. Lead several departments, including Global Talent Acquisition, Global Payroll HRIS, HR Operations, and Learning and Performance Systems, for approximately 30k employees, globally.
● Reduced cost per hire by 22% for over 25K annual hires by partnering with internal and external stakeholders to reshape the talent acquisition roles and processes.
● Launched a new human capital management system that brought multiple subsidiaries and countries into one common platform.
● Harmonized three learning management systems to one common platform including the selection, learning consulting, and change management.
● Improved HR Call Center and Help Desk outcomes for employees and reduced cost to serve by 18% across multiple locations.
● Administered an employee engagement survey to over 30K employees that included post-survey action planning and execution.

SVP, Head of HR Operations & Talent Acquisition

● Led a global payroll team responsible for almost 1 million paychecks per year in 5 countries.
● Partnered with stakeholders across the business to implement new ways to communicate with employees, using technology to reach employees when and where they need information.
● Retooled and launched new performance management processes aimed at constant employee engagement, development of key employees and successors, and useful coaching techniques.

VP, Head of HR Operations and Services

EverBank

Drove the transformation of the company by working closely with key business leaders and a combined team of Talent Acquisition, Learning, and Organizational Development. Led the center of excellence responsible for leader and manager development, career and performance enablement, culture and employee experience, organizational effectiveness and business transformation for over 4K employees in various locations across the U.S. Served as the key member of the Diversity and Inclusion effort that included leadership training and hiring initiatives, community outreach, and employee communications.
● Reduced cost per hire by 42%, saving $1.5MM over 18-months by coaching Talent Acquisition.
● Decreased time to fill by 26% and candidate days in process by 28% by cross training the recruiting staff and consulting the hiring manager.
● Achieved over 91% participation rate in the implementation of the new annual employee engagement survey.
● Launched employee communication initiatives that included newsletters, electronic handbooks, site posters, and internal television monitoring advertising.

VP, Head of Talent and Organizational Development

● Designed and launched the Foundations of Management Program, a voluntary 13-course management and leadership training program, resulting in higher promotion rates and improved performance scores.
● Developed and delivered Risk Control Self-Assessment training to all company risk control owners across the United States, including executive team members.
● Designed and delivered client focus training to all members of the Mortgage Servicing team, resulting in significant and sustained positive changes in net promoter scores.

VP, Head of Learning & Organizational Development

Wells Fargo

Counseled and advised managers to effectively address employee’s performance gaps and to take the appropriate steps to drive successful outcomes. Coached managers on sensitive work-related issues related to behavioral concerns and conflict resolution.

VP, Performance Consultant

JPMorgan Chase - Learning and Performance Solutions

Led and oversaw a team of 75 HR and learning professionals across the U.S in the planning and execution of learning programs/deliverables for over 14K employees in Mortgage Banking Borrower Assistance while leveraging appropriate change management practices to ensure training delivery in a timely, well-coordinated manner. Evaluated the effectiveness of the curriculum and knowledge-base and provided adjustments and recommendations as needed. Worked closely with various stakeholders across the support team with a full understanding of their training requirements while creating reusable learning solutions.
● Created and delivered over 350K learner hours and 500 unique courses to more than 14,000 learners from November 2011 to March 2012.
● Developed over 270 separate deliverables for the OCC Consent Order in 120 days.
● Collaborated with Policy and Procedure, Legal, Compliance, and Business Departments to improve overall client satisfaction and provide a consistent learning environment.

Vice President, Training Director

● Managed a team of 35 instructional designers, across the United States, responsible for developing Mortgage Banking training materials.
● Mentored and developed select instructional designers for supervisory and management positions, resulting in internal promotions for three designers during my move to a Director role.

AVP, Training & Instructional Design Manager

Unison Industries / GE Aviation

Designed and developed education and training materials for all audiences; performed all stages of technical content development for a variety of materials. Assisted in the design of templates and instructional elements for all learning content types and delivery modes.

Instructional Design Consultant

I help businesses solve people problems.

As CEO of Mercury Performance Group, I have 20+ years of experience helping businesses solve the people problems that stand in the way of their success.

Some of my clients call me "The Fixer" because I'm typically brought in once leaders are experiencing the pain of poor performance and misaligned teams.

But my most successful clients call me before their team needs fixing because they realize that empowered people transform organizations, and waiting till things go wrong is a recipe for disaster.

Get my best-selling book on team building, The Vanguard Edge: https://a.co/d/4q3j7Sq

Schedule a chat: https://calendly.com/bryan-howard-mpg/strategy-session

Today, I'm at Universal Studios and here's what it taught me about leadership...

Just kidding!

I'm enjoying a little quality time with my wonderful wife Erica.

I hope all of you get some quality time with the people you love, too.

Tis the season!

Bryan Howard

Solve your company's people problems today.

Podcast Alert: I had the pleasure of sitting down with Travis Miller of Miller Resource Group to kick off Season 4 of his podcast "Hired! The Podcast."

During the show, we discussed:

Team Effectiveness: Key traits of high-performing teams, including trust, communication, and collaboration.

Leadership Impact: How leadership styles influence team dynamics and success.

Conflict and Growth: Strategies for resolving conflicts and fostering team growth.

Innovation Focus: The role of adaptability and innovation in driving team competitiveness.

Give Travis and his company a follow if you aren't already (all the cool people are :) )

And let me know your favorite part of the show. 

Did I say anything goofy?

https://lnkd.in/eueEGj9K

With Thanksgiving just around the corner, I’ve been reflecting on the year, and let me tell you

running a business is basically like being in a year-round bootcamp you didn’t sign up for.

Here's three things I've learned in 2024, which may help you: 

Lesson one: 

Running a business is hard. 

It isn't “Oh, I forgot to send an email” hard. More like “I think I’ve aged 10 years in the last 12 months” hard. But, hey, who needs smooth skin when you’ve got grit, right?

Entrepreneurship is very different than running an established company, and it's almost as difficult to do as it is to spell. 

Every day brings a new challenge. Some of them are simple, Some of them punch you in the mouth so hard you see those cartoon birds flying in circles around your head.

As the owner, people are depending on you to figure it out, and with their help, that's always within reach.

Lesson two: 

Selling is non-negotiable. 

Turns out, people don’t just show up and throw money at you because you’re passionate or have a great product. Shocking, I know. 

Selling is the lifeblood of everything, whether you’re pitching to clients, investors, or your own team to stick with you through the chaos.

For me, I've spent this year trying to embrace the concept of "Consideration Set". 

If someone has a people problem that would benefit from an external solution, do they think of Peoplyst to solve it for them? You're reading this now (thank you, by the way) - do you think of Peoplyst to solve your people problems? See the dilemma?

Striking a balance between creating recognition and active selling is tough (and expensive). Like Grant Cardone says, "It they don't know you, they won't (can't) flow you." It's some Bro thinking, for sure, but it's also true.

Lesson three:

Resilience or bust. 

Resilience has basically been my co-pilot this year. The truth is, as Alex Hormozi says, the only time you really fail is when you decide to stop trying. Everything else? It’s just a temporary setback—sometimes disguised as a piñata full of wasps (take a moment with that visual). 

This year has tested me, stretched me, and occasionally laughed hysterically at my plans. But it’s also shown me what’s possible when you keep going, even when the road gets rough (or completely disappears).

We can't learn resilience and perserverance without challenges. Entrepreneurship is a quick teacher.

I like the Maya Angelou quote for this, "I can be changed by what happens to me. But I refuse to be reduced by it."

So, as I sit down for Thanksgiving dinner with my family, I’ll be grateful for the lessons, the resilience I didn’t know I had, and the people who’ve kept me sane through it all. 

If you’ve had a tough year too, just remember: if you’re still in the fight, you’re doing better than you think. Don't quit.

Here’s to surviving—and thriving—one lesson at a time.

Employee turnover is NO JOKE. It costs companies billions annually.

And the impact is staggering.

Recent studies show:
• 20% turnover rate in many industries
• 50% higher costs for training new employees
• 70% of employees leave due to poor management

And the cost is alarming:
→ $600 billion lost annually in the U.S. alone
→ Loss of productivity and morale
→ Increased recruitment and training expenses

High turnover affects more than just the bottom line. It disrupts teams, delays projects, and damages the company's reputation.

Want to address turnover at your company?

At Peoplyst, here's what we recommend:

1. Improve Onboarding:
     A thorough onboarding process for new hires.

2. Offer Competitive Salaries:
     Ensure compensation at least matches industry standards.

3. Provide Career Development:
     Opportunities for growth and learning.

4. Foster a Positive Work Environment:
     Create a culture of trust and psychological safety.

5. Recognize and Reward:
     Celebrate team and individual achievements and hard work.

6. Ensure Work-Life Balance:
     Provide flexible schedules and encourage recharge time.

7. Conduct Exit Interviews:
     Understand why employees leave and address issues quickly.

8. Train Managers:
     Equip managers to lead effectively and empathetically.

9. Promote Internal Mobility:
     Encourage employees to move within the company.

10. Regular Feedback:
     Use frequent check-ins to discuss performance and satisfaction.

Reduce turnover, and your team will feel:
→ More valued
→ More committed
→ More productive

That's a win for them,
And a win for the company.

Think someone else can benefit from these tips? Please like and ♻️repost.

P.S. What's your favorite way to get employees to stay?

Before joining a company, most only think about:

- Salary & benefits
- Perks
- Title

Understandable since people have to pay bills and put food on the table.

After years of experience,

Here's what matters most in the long term:

• Skill-based workshops
• Hands-on training programs
• Opportunities for certification
• Support for ongoing education
• A culture of knowledge-sharing
• Access to mentors and coaches
• Regular feedback and evaluations
• Continuous learning opportunities
• Opportunities to show off new skills

Your needs might be different.

Focus on what helps you grow.

Keep reassessing your skills as you advance in your career.

Often, a lower salary with lots of opportunities is better
than a higher salary with no chance to grow.

What does your experience tell you?

My brilliant LinkedIn connections have spoken! 

In a recent poll I ran, the majority of you said...

The number one productivity killer in the workplace isn’t bad coffee, awkward team-building exercises, or that one guy who always hits “reply all.” 

Nope—it’s a lack of role clarity. I couldn’t agree more.

The truth is that unclear roles are like the office version of trying to assemble IKEA furniture without the manual. Sure, you’ll eventually get something together, but it probably won’t hold up when it matters most. 

So, here are 10 reasons why it matters and 10 actions you can take today to avoid having your team become a cautionary tale sitcom (OK, The Office is a funny show, but do you really want to live it?).

Why it Matters:

 1. Confusion reigns when responsibilities overlap or are vague.
 2. Time gets wasted as employees figure out who owns what.
 3. Miscommunication becomes a daily struggle.
 4. Accountability disappears when no one knows their exact duties.
 5. Projects stall due to unclear expectations.
 6. Team morale suffers as frustration builds.
 7. Talent gets underutilized when people aren’t matched to the right tasks.
 8. Decision-making slows without clear authority.
 9. Employee engagement plummets.
10. High performers leave for places where the direction is clear.

What You Can Do About it:

 1. Define Roles Clearly: Write down each role's core responsibilities and share them widely.
    
 2. Create an Accountability Matrix: Use tools like RACI charts to clarify who’s Responsible, Accountable, Consulted, and Informed for every task.
    
 3. Document Job Descriptions: Make them easily accessible to everyone and update them regularly.
    
 4. Over-Communicate Early: When starting new projects, outline everyone’s responsibilities upfront.
    
 5. Ask Questions: Don’t assume everyone knows their role—ask for feedback and adjust as needed.
    
 6. Check for Overlaps: Identify areas where two or more roles might clash or overlap, then adjust responsibilities to avoid confusion.
    
 7. Train Managers: Equip leaders to clearly communicate expectations and assign tasks effectively.
    
 8. Set Clear Goals: Align tasks and roles to broader organizational goals to avoid busy work.
    
 9. Regularly Review Roles: Make this part of performance reviews or team check-ins.
    
10. Encourage Open Dialogue: Foster a culture where team members feel comfortable asking for clarity without fear of judgment.

When everyone knows what they’re supposed to do, magic happens—

projects move faster, morale improves, and suddenly, you’re not spending hours in meetings just figuring out who’s responsible for the thing. 

Everyone wins!

Did you find this useful? ♻️ Like and Repost to share.

P.S. What did I miss in this post? I feel like it's something obvious, but can't put my finger on it.

Want Mediocrity? Keep your expectations vague.

Personal core values are essential for living your best life.

And that's a fact. Let me explain...

I discovered this years ago after a severe health scare. I felt lost and unsure about my direction.

I started to think:

- What truly matters to me?
- How do I want to live my life?
- What values will guide my decisions?

Here's how I chose the right values for me:

→ I reflected deeply.
I took time to think about what makes me happy, what angers me, and what I admire in others.
Reflection brought clarity.

→ I made a list.
I wrote down values that resonated with me.
It helped to see them on paper.

→ I prioritized.
I chose the top five values that felt most important (five felt right; you might be different).
This made my core values clear and actionable.

→ I sought feedback.
I asked close friends and family what they saw as my strengths and values.
Their insights were invaluable.

→ I lived them out.
I started making decisions based on my values.
It wasn't always easy, but it was worth it.

And I'm still living by my values every day (some days are better than others - it's a journey).

Living by your core values leads to a fulfilling and authentic life.

If you haven't already chosen your values, take the time to do it. You'll be glad you did.

P.S. Mine are my 5 Gs - Grit, Growth, Gratitude, Generosity, and Grace.

What are yours?

Shoppers, please treat employees well on Black Friday.

5 ways to show respect to retail workers:

1. Be Patient

Understand that employees are handling a high volume of customers.

Take a deep breath and wait your turn without showing frustration.

2. Be Polite

Use kind words and a friendly tone when speaking to staff.

A simple "please" and "thank you" go a long way.

3. Follow Store Policies

Respect the rules set by the store for everyone's safety and convenience.

If an item is out of stock, understand it’s not the employee's fault.

4. Clean Up After Yourself

Dispose of trash and put items back where you found them.

A tidy store helps employees serve you better and faster.

5. Acknowledge Their Hard Work

Recognize the effort employees put in to make your shopping experience smooth.

A kind word or a smile can make their day.


What's in it for you?

↳ Better service:

Employees are more likely to go the extra mile for polite customers.

↳ Positive atmosphere:

A respectful environment makes shopping more enjoyable for everyone.

↳ Less stress:

Politeness reduces the stress of both employees and customers.

Treating retail workers with respect not only improves their day but also enhances your shopping experience.


P.S. This is actually good advice for every day.

P.S.S. If you are a retail employee or one of the many employees who support retail stores and online shopping sites, thank you for what you do!

Technological Transformation in HR - it's changing everything.

12 Ways Tech is Revolutionizing HR:

Tech in HR is more than just software.

It’s transforming:

↳ Recruitment
↳ Employee Engagement
↳ Performance Management

Here are 12 ways tech is reshaping HR:

1. Automating Recruitment Processes
   - AI tools screen resumes faster and more accurately.
   - Saves time and ensures the best candidates are shortlisted.

2. Enhancing Employee Onboarding
    - Digital platforms streamline the onboarding process.
    - New hires get up to speed quicker with interactive training modules.

3. Improving Employee Engagement
   - Apps and platforms keep employees connected and engaged.
   - Real-time feedback and recognition boost morale.

4. Streamlining Performance Management
   - Continuous performance tracking through software.
   - Clear insights into employee progress and areas for improvement.

5. Facilitating Remote Work
   - Cloud-based systems enable remote work seamlessly.
   - Employees can work from anywhere, increasing flexibility.

6. Data-Driven Decision Making
   - HR analytics provide valuable insights.
   - Informed decisions based on real-time data.

7. Enhancing Learning and Development
  - E-learning platforms offer personalized training.
  - Employees can upskill at their own pace.

8. Simplifying Payroll and Benefits Administration
   - Automated systems handle payroll and benefits efficiently.
   - Reduces errors and saves time for HR teams.

9. Boosting Internal Communication
   - Collaboration tools enhance communication within teams.
   - Ensures everyone is on the same page.

10. Supporting Employee Well-being
   - Wellness apps help monitor and improve employee health.
   - Promotes a healthier and more productive workforce.

11. Enabling Talent Management
   - Software helps identify and nurture top talent.
   - Strategic planning for future workforce needs.

12. Enhancing Compliance and Security
   - Tech ensures compliance with labor laws and regulations.
   - Protects sensitive employee data with advanced security measures.

Tech is the future of HR.

Share this to spread awareness about the HR tech revolution.

Need help embracing Tech in HR in your company? I'm happy to lend a hand.

Some Thanksgiving fun.

Disclaimer: May cause humorous reflection and laughter,

Thanksgiving Carousel

Strong leadership is the linchpin of success.

Master the art of leading to boost performance and team dynamics.

By embodying vision, accountability, and support:

→ Inspire your team,
→ Foster trust,
→ Navigate change with confidence.

Great leaders are the driving force behind engaged employees and high-performing teams.

Let me break it down.

1. Inspire: Vision and Motivation

Leaders provide a clear vision and motivation to their teams.

Examples:
• Articulating a compelling mission.
• Setting ambitious yet achievable goals.
• Celebrating small wins to boost morale.

Tips:
• Communicate your vision regularly.
• Be passionate about your goals.
• Recognize and reward efforts.

2. Foster Trust: Building Relationships

Trust is the foundation of any strong team.

Examples:
• Being transparent with your team.
• Showing empathy and understanding.
• Encouraging open communication.

Tips:
• Practice active listening.
• Be consistent and reliable.
• Create a safe environment for feedback.

3. Navigate Change: Confidence and Adaptability

Change is inevitable. Leaders handle it with confidence.

Examples:
• Leading through organizational changes.
• Adapting to market shifts.
• Managing crises effectively.

Tips:
• Stay calm under pressure.
• Be proactive, not reactive.
• Involve your team in the change process.

Effective leadership is more than managing tasks. It's about inspiring people, fostering trust, and navigating change with confidence.

As leaders, time is what we want most, but what we use worst.

Imagine a workplace where results matter more than hours.

Achieving more with focused effort.

BUT.

Most jobs still measure time over outcomes, leaving employees feeling stuck and undervalued.

Sound familiar?

Here are 12 ways to focus on outcomes:

 - Set Clear Objectives: Define clear outcome-based goals and targets.

 - Use Key Performance Indicators: Track progress with pre-defined measurements.

 - Allow Flexible Scheduling: Allow employees to choose their work hours.

 - Hold Outcome-Based Meetings: Focus discussions on results, not time spent.

 - Set Project Milestones: Break projects into achievable outcome steps.

 - Change Performance Reviews: Evaluate based on results, not hours worked.

 - Encourage Task Prioritization: Help employees focus on high-impact tasks first.

 - Be Work-Location Flexible: Give options and let employees choose where to work.

 - Require Skill Development: Invest in training to productivity and grow careers.

 - Employ Collaborative Tools: Use tech to encourage and streamline teamwork.

 - Develop Feedback Loops: Regularly review progress and adjust goals.

 - Use Recognition Programs: Celebrate and reward for achieving outcomes.

A Word of Caution: 

Outcome-based evaluation is powerful, but it comes with responsibility. 

Don't let your team get caught in the endless hamster wheel of achievement. 

As leaders, it's your job to balance ambition with humanity. Protect your employees from burnout by ensuring they have the time and space to recharge and maintain a healthy work-life balance.

Post Disclaimer: 

If you prefer mediocre performance, disengaged employees, and endless hours of ineffective work, please ignore this post. 

Do not repost unless you’re willing to help create workplaces where results—and people—truly thrive. 😊

A Quick Look at Why Leadership Development Fails

(well beyond training programs and resources)

After working as a leadership consultant for years,
I've learned some key reasons why leadership development doesn't work,
and what to do instead:

1) Inconsistent Support

Don't: Assume initial enthusiasm is enough to sustain any change
Instead: Ensure ongoing support from top management.

2) Poorly Defined Goals

Don't: Rely on vague or broad goals
Instead: Set clear, measurable objectives for leadership programs

3) Inadequate Resources

Don't: Expect leaders to grow without investment
Instead: Provide the necessary tools and plenty of time for development

4) One-Size-Fits-All Approach

Don't: Use generic, off-the-shelf programs for all leaders
Instead: Tailor programs to individual needs and contexts

5) Lack of Follow-Up

Don't: Forget about leaders after initial training sessions
Instead: Regularly review progress against the defined objectives and provide feedback

6) Resistance to Change

Don't: Allow a culture of complacency
Instead: Encourage and reward openness to new methods and ideas

7) Limited Real-World Application

Don't: Focus solely on theoretical knowledge
Instead: Integrate learning with practical, on-the-job experiences

8) Insufficient Accountability

Don't: Let them off the hook for failing to improve
Instead: Hold leaders accountable for hitting their development goals

9) Ignoring Organizational Culture

Don't: Neglect the impact of the existing work environment
Instead: Align leadership development with company values and culture

10) Short-Term Focus

Don't: Expect immediate results from short-term efforts
Instead: Invest in long-term development plans and measure accordingly

11) Lack of Engagement

Don't: Allow passive attendance in development programs
Instead: Require active participation and enthusiasm or exit from the program

12) Inadequate Measurement

Don't: Skip the evaluation process
Instead: Track and measure the impact of leadership development on all stakeholders

13) Poor Selection of Participants

Don't: Select leaders without proper assessment
Instead: Choose participants based on desire, potential, and readiness

14) Ineffective Communication

Don't: Leave participants in the dark about expectations
Instead: Clearly communicate the purpose and benefits of development

15) Neglecting Soft Skills

Don't: Focus exclusively on technical skills
Instead: Emphasize the importance of emotional intelligence and interpersonal skills

16) Lack of Continuous Improvement

Don't: Stick to outdated methods and content
Instead: Regularly update and refine leadership programs, retraining when necessary


Address these 16 pitfalls,
and your leadership development will thrive.

Find this helpful? Please ♻️repost.

P.S. Which reasons resonate most with your experience?

A sign that reads, "Show me what you measure, and I'll tell you what you value."

Onboarding sounds simple—until you realize it involves more than handing someone a laptop and showing them where the coffee machine is (OK, coffee is pretty important on most days).

What’s the most important part of an effective onboarding process? I’ve listed four options in the poll below, but if something else makes or breaks onboarding in your experience, I’d love to hear about it in the comments.

With everyone's insights, maybe we can all figure out how to stop turning Day 1 into the Hunger Games for new hires. 

Looking forward to your thoughts! ♻️ Repost to help get more answers.

What’s the most important aspect of an effective onboarding process?

Enhancing employee experience is crucial.

The right strategies can:

→ Boost morale.
→ Increase productivity.
→ Retain top talent.

How can you bring this to life in your company?

Provide growth opportunities to keep employees engaged.
Foster a positive culture to create a supportive environment.
Offer flexible work options so employees can create their own perfect balance.
Recognize achievements to help employees feel your appreciation.
Encourage feedback to make employees feel heard.
Act quickly on feedback so employees know you care.

Invest in your employees.
They are the foundation of your success.
In some cases, they are also your product.

Be an organization that values its people.
Your efforts can transform your workplace and help you achieve new levels of success.

Need some help making it happen? Send me a message - I can help.

Anything you'd add to this list?

It's time to think like a scientist, here's why:

A thriving workplace culture boosts revenue by 682%
and Net Income by 756%.

Mismanagement and poor communication do the opposite.

We know both of these statements to be true, well-researched facts.

So you may be saying, "That's great, Bryan, but what do I do about it?" 

Here's some wisdom from scientific practices
to build a thriving workplace culture:

1. Conduct regular experiments - try new things to keep things fresh
 → Learn what motivates your team
 → Open, supportive, two-way feedback is key
 
2. Measure and analyze results - measure the things you value
 → Appreciate different growth rates
 → Use data to guide improvements
 
3. Hypothesize and test - make a guess, then see if you're right
 → Encourage innovation and creativity
 → Recognize and nurture potential
 
4. Create a conducive environment - trust and psychological safety are key
 → Ensure roles align with skills
 → Foster an innovative workspace
 
5. Provide necessary resources - be realistic - outputs require inputs
 → Support team growth with tools and training
 → Shift from expense focus to investment focus
 
6. Eliminate negative elements - some people are just unhappy
 → Maintain a positive team culture
 → Be aware of interpersonal dynamics and ready to act on them
 
7. Prepare for variables - workplace culture thrives on conflict, not comfort
 → Be ready for challenges and embrace change - if there aren't any challenges, create some
 → Intentionally grow resilience and adaptability

Your company's culture is growing, whether you do anything or not.

If you aren't purposefully guiding it, it will grow in the wrong direction.

Why not think like a scientist and build a successful culture?

Think this is helpful? Please like and ♻️repost.

Like this kind of content? Follow me for more.

P.S. I'll send you a free copy of my book if you post a comment telling me where the percentages I gave came from. 

P.S.S If someone beats you to it, I'll still send you a free book if you post a quick story of where you've seen this culture success in action.

Hey leaders - AI can handle more than just recruiting.

7 HR tasks AI performs better than managers:

- New Hire Onboarding:

No more awkward desks full of paper to sign - AI can automate the entire onboarding process, from document submission to scheduling orientation and training. 

Save the human touch for a warm welcome and team member introductions.

- Performance Reviews:

AI objectively defines and evaluates performance data, removing biases and providing fair assessments.

Save the human touch for clearly communicating measurable expectations.

- Training and Development:

AI personalizes training programs based on employee needs and progress, making learning more effective and "just-in-time".

Save the human touch for personal growth conversations to help enrich learning paths.

- Employee Engagement:

Using sentiment analysis and surveys, AI tools can track engagement levels and suggest interventions to keep morale high.

Save the human touch for adding the bravery necessary to actually implement the interventions.

- Payroll Management:

AI automates payroll calculations and audit functions, reducing errors and ensuring timely payments.

Save the human touch for applying empathy and understanding to payroll conversations.

- Compliance Monitoring:

AI monitors legal requirements and ensures that the company complies with all regulations. This is essential for companies operating in multiple jurisdictions.

Save the human touch for communicating how requirements differ between jurisdictions to ensure any perceived bias or unfairness is addressed appropriately.

- Predictive Analytics:

AI forecasts trends like employee turnover and helps in making data-driven decisions.

Save the human touch for which trends matter in your business.


Not going to lie, this can feel overwhelming.

Start with one task and gradually integrate more AI solutions. As you gain experience, implementing solutions will feel easier and faster.

Give it a try and you’ll see efficiency and accuracy improve.

Did you find this helpful? ♻️ Repost to share with others.

P.S. How have you used AI in your HR world so far?

Ever wondered how influence can increase your skill and widen your career path?

We're having a live conversation with Elaina Zuker, best-selling author and creator of one of the newest offerings in our training catalog, Secrets of Influence.

Join us to hear Elaina's story and how her teachings and writings can help you succeed in your business and personal life.

https://lnkd.in/e5bUpq6J

Join Tony Lawrence of Peoplyst for an engaging live chat with Elaina Zuker, best-selling author of The 7 Secrets of Influence.

In this insightful conversation, Elaina will share her expertise on the art of influence—an essential skill for leaders, collaborators, and anyone striving to create meaningful impact. Guided by Tony's thoughtful questions, the discussion will explore:

- Why influence is a must-have skill for 2025 and beyond, backed by research from Harvard Business Review and the World Economic Forum.
- Myths and misconceptions: Is influence the same as manipulation?
- Can influence be learned, or is it an innate talent?

Don’t miss this opportunity to hear from one of the most respected voices in influence and communication. Reserve your spot now!

Catherine Greer, MBA Finance "Sunny", TIERRA (TE) MCCUTCHEON RAPER and 58 other attendees

Secrets of Influence: Live with Best-Selling Author Elaina Zuker

BrandBossHQ is a terrific brand and marketing agency. I just can't recommend them enough to do their work justice. 

If you want a partner to get your brand where you want it to be, reach out to them. 

I promise, they won't pitch you anything like what Jaguar just did!

Open video: Meet the Team Behind BrandBossHQ! on youtube.com

If you value perspective and a coach who sees the things you need to see and can share them with you in a caring way, Susanne is that person. 

I've hired her many times for my leaders and she's coached some big names you know.

This podcast will surely be chock full of value.

Pre-subscribe. You'll be happy you did.

Coach to CEOs, C-Suite and senior-level executives, helping them achieve greater satisfaction and results, in business and in life.

LAUNCHING SOON! 
Pre-subscribe at www.deepfearpodcast.com

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