Britam

Britam Holding PLC is a leading diversified financial services group and is listed on the Nairobi Securities Exchange. The group has presence in seven Africa countries in Kenya, Uganda, Tanzania, Rwanda, South Sudan, Mozambique and Malawi.

Key Achievements:
o	Total Rewards (compensation & benefits) Strategy Blueprint Design and implementation for Britam
o	Established the HR Hub Service and Total Rewards Department at Britam (Focus on HR shared services, Admin function set up, Total Rewards and Performance management)
o	Total Remuneration survey – benefits benchmarking for pay-bands and salaries
o	2023 HR Budgeting and its approval in Half 2, 2022
o	Medical cover renewals FY 2023 for staff and directors
o	COLA and salary review implementation for 2023
o	Bonus framework review for 2023 execution
o	Pay-band tool and pay-scales refresh
o	Bonus payout implementation FY 2022 within budget
o	Job Evaluation and Pay Harmonization planning/implementation within a record 5 weeks plan - partnered with Mercer consultant.
o	HR Delivery survey for 2023 – scored 77% overall HRSAT score vs target of 70% for 2023
o	Performance  management  principles  and framework  review with enablement sessions
o	Benefits review and awareness sessions across Britam – dubbed #HRCaravan Series
o	Payroll process manual review and pay date affirmation for 25th of every month
o	EVP refresh and awareness to staff across Britam Group
o	HR Data analytics and metrics reporting revamp leveraging on Orgvue system and ERP upgrades – i.e. TCOE Report, Staff cost to revenue ratio, ENPs, etc
o	HR SLA service standards charter design and roll out
o	HR Static data clean-up and ERP system restructuring
o	Key Policies review and roll out – i.e. Medical ex-gratia, professional certification policy, Career growth policy.
>>Designed and rolled out Reward guidelines on promotions, new hires salaries/offers packages, counter offers, and pro-active retention interventions

HR Hub Shared Services & Total Rewards

GeorgiA Empathy Foundation

GeorgiA Empathy Foundation - was founded on a pivotal mission to put a smile on the faces of widows and orphans by empowering them to access essential needs of food, shelter, and education for the orphans and needy children. This is such a prime clarion mandate to bring hope and life to these families.

Co-Founder

Prospa (YC W21)

Key Responsibilities:

Here are some of the roles I did on the job;
•	Develop and maintain an in-depth understanding of Prospa’ product roadmaps, short and long-term business needs, strategies, plans, objectives, and people and culture needs
•	Establish the human resource requirements of the organization in terms of recruiting, retention, and succession planning
•	Design and implement practical and creative strategies to find, engage and retain the best technical and non-technical talent that align with Prospa’s objectives and strategies
•	Develop collaborative and efficient relationships and processes with executive team and hiring managers to create strategic organizational and talent solutions
•	Conduct background and reference checks and organize tactical yet comprehensive new-employee orientation
•	Review and manage a highly functional compensation, appraisal, welfare & benefit structure that drives attracts, and retains high performing talent
•	Assess training needs across our HR team to create and monitor high-impact training programs
•	Bridge management and employee relations by swiftly addressing demands, grievances or other issues to drive positive and productive resolutions
•	Uphold company culture and nurture a positive working environment
•	Ensure compliance with statutory requirements by all local, state and federal regulations
•	Develop and monitor overall HR strategies, systems, tactics and procedures across the organization

Head of People

Cellulant

Cellulant is Africa's no.1 company in the digital payments & financial transfers category with a presence in 18 African countries.

I was responsible for the following key metrics:
1)	Performance Development and people analytics
>>Strategic OKR/performance goals Setting, Review and appraisals - monitor and champion the performance development process.
>>Performance (OKRs) Reporting:  Responsible to produce all performance (OKRs) reports (monthly, quarterly, annually) and the relevant data analytics that are required to make the reports useful for performance management and improvement. 
>>Performance Management (OKRs) Education & Awareness: champion the continuous education and awareness to new and existing staff on performance management strategy/tools/systems 
>>Talent Review Process: I collaborate and work with other teams to plan, manage, and execute the annual talent review process to ensure timeliness and quality of output and to use the data generated to produce reports that facilitate career growth and development.
>>HR Metrics and analytics – Analyse key data trends and metrics/analytics to inform business decisions on a monthly/quarterly and annual basis.
2)	HR Operations delivery
>>Business Process Improvement - Analyse and propose/implement changes to internal business processes by leveraging industry knowledge and analytical abilities in identifying key drivers
>>HR Policies & Procedures:  Responsible for the development, review and execution of HR Policies
>>Run and lead a team responsible for benefits administration, payroll administration, pay-round reviews, bonus, incentives, and annual job evaluation and grading exercises
3)	HR Platforms & HR Systems - Lead/run a team responsible for HRIS system/automation process by continually identifying required enhancements to existing systems to ensure that all strategic planning and operations processes are optimized 
4)	Reward and Recognition - Designing and execution of all recognition programs/channels

Global HR Operations Manager - Africa (FINTECH)

KEY Achievements:
▪ Developed and implemented compensation and benefits structure/grading structure across 
the Business in 18 countries in Africa i.e job grades and pay grades with job families and success profiles– using Hay Grade of Kornferry grading
▪ Co-developed and implemented Employee value proposition (EVP) for Cellulant Group 
focusing on employee life cycle journey. This initiative led to growth of Cellulant eNPs 
(employee net promoter scores)
 >HRIS Automation of all HRIS process i.e. Employee Central self-service, leave management, 
payroll system, reward and recognition across the Group in Africa. 
▪ Robust management of employee benefits such as Medical Insurance, WIBA, Group Life, 
Personal Accident Cover and Pension Scheme for employee welfare and staff retention.
▪ Led conversations with line managers in handling employee relations, 
employee’s poor performance, disciplinary issues, grievances, and other employees 
relations matters to ensure regulatory compliance.

Group HR Operations Lead - Africa (FINTECH)

KEY Achievements:
▪ Developed and implement a Talent Internship Strategy that focused on creating a pipeline 
of potential talent and BCP.
>>Led a Team that recruited and onboarded new talent in our 8 Francophone New Africa Markets in 2019 including the contracting phase, onboarding, and probation phases. 
>> Lauched performance development model at Cellulant starting off with KPIs and evolved it to agile OKRs and championing its revolution across the Business. 
▪ Developed a robust HR dashboard that provides core HR metrics (from attraction to attrition) on productivity ratios, 
talent acquisition, turnover and employee engagement. I developed a framework that 
moves from metrics to analytics to analyze areas in the business on productivity levels, attrition risk and 
succession planning framework and placement of HIPOs. This contributed to revenue 
growth of Business in 2019 by double, growth expansion from 10 markets to 18 markets
▪ Developed and supervised the execution of a comprehensive conduct framework that 
addresses sexual harassment, general code of conduct, human rights etc. and overseeing 
and coordinating programmed activities, including prevention, enforcement and remedial 
action for misconduct.
▪ Managed the implementation of African Leadership University students sponsorship of 16 
students funded by Cellulant for 4 years till their graduation and placement to new roles at 
Cellulant.

Group HR Officer & HR Business Partner - Africa (FINTECH)

Capital Markets Authority- Kenya

Human Capital Assistant - Learning and Development

Fairmont The Norfolk

Talent and Culture Assistant

Mathira Water and Sanitation Company

HR Operations Assistant

Lake Victoria North Water Services Board

Human Resources Assistant

I am a tried and tested #HROperations People Leader with 10+ years of robust experience in multinational’s People Managerial team leadership, HR Operations/Shared Services, Benefits, Rewards and Recognition, Employee Welfare and relations, performance/productivity development, and Strategic HR Metrics and Analytics coupled with HRIS automation and excellent service delivery.

My philosophy and mission is to transform people’s lives by systematically helping them identify their capabilities/competencies and aligning them to their career growth paths using robust people programs.
I have excellent strategic competence in aligning People strategy to Corporate/Business strategy, people skills, proven team leadership, good communication, creative agility, proactive and confidence with extensive knowledge of Local and multi-national Labour Laws and dispute resolution as well as Employee motivation and proven ability to drive culture transformation change.

Key to mention, I am a Christian - married, with one wife, and two kids. When I am not working, I love to travel - nothing beats a good road trip. I do enjoy spending time with the family, meeting new people, cooking (BBQ to be precise), playing and social-work - mentoring youths in my University Alumni Club and Church Fellowship as the Youth Champion.

Employees are 300% more engaged after a strong 1 on 1 meeting.

Here is the guide to nailing your 1 on 1 meeting: 

Get more out of your meetings today. 
This guide covers all the secrets: 

- How to prepare
- How to maximise your time
- How to follow up effectively

The outcome of an effective 1-1 will be deeply impactful. 

Employees come out: 

↳ More engaged 
↳ More aligned with the vision 
↳ More motivated and inspired 
↳ With knowledge of where they need to improve
↳ With a greater understanding of their performance

Level up your 1-1 meetings today.
Here’s a sneak peek of some of the points: 

Preparation (employers):
- Ensure the agenda is crystal clear
- Give your team at least one week's notice of when it’ll be
- Send any questions that you’d like to go over

Preparation (employees): 
- Ensure you have questions to go through
- Write down things you want to bring up
- Book out 15 minutes after to digest things

In the Meeting (employers):
- Host it in a quiet room away from others
- Spend the first 5 minutes with easy warm-up questions
- Spend a lot of your time listening not talking

In the Meeting (employees):  
- Take your time, this meeting is for you
- Discuss your wins and areas you are happy with
- Provide clear communication on where you need help

Post Meeting (employers): 
- Ensure all notes are emailed across
- Provide very clear feedback
- Explain how you are going to support

Post meeting (employees): 
- Take time to review all notes
- If there is anything not mentioned in the notes, raise it
- Provide your honest feedback on how you thought it went

Remember: 

This time is for you and your team…
Avoid all distractions and focus in. 

What’s your top tip for a solid 1-1 meeting? 
Let me know below ⬇️

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And follow Chris Donnelly for more content like this. 

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Chrispinus Odhiambo

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

Employees who feel valued are 21% more productive.

Mismanagement and lack of understanding
can hinder team growth and productivity.

Without proper care and attention - 

Teams may feel undervalued.

Which leads to dissatisfaction and low performance.

Here's some wisdom from farming
practices to nurture our teams effectively:

1. Don’t shout at the crops
   ➟ Understand your team's needs
   ➟ Open, supportive communication is key
   
2. Don’t blame the crop for not growing fast enough
    ➟ Appreciate individual growth paces.
   
3. Don’t uproot crops before they’ve had a chance to grow 
   ➟ Encourage self-awareness and patience
   ➟ Recognizing potential in team members
   
4. Choose the best plants for the soil 
   ➟ Ensure roles suit each person’s skills
   ➟ And the team's environment for productivity
   
5. Irrigate and fertilize 
   ➟ Support team growth with resources
   ➟ Give what is needed to enhance productivity
   
6. Remove weeds
   ➟ Foster a harmonious team environment
   ➟ Be mindful of interpersonal dynamics, always
   
7. You will have good seasons and bad seasons - you can't control the weather only be prepared for it
   ➟ Encourage curiosity and resilience
   ➟ Prepare for challenges and embrace growth

By applying these insights,

We nurture a thriving team that withstands any season.

Think like a farmer and cultivate growth!

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58% of employees quit their jobs because of a toxic workplace.

And toxic workplaces cost US companies $223B due to turnover.

Nurturing a positive culture is crucial.
It's not just about the ambiance or workload.
It's about how these elements disrupt lives beyond office doors.

Diving deeper, here are 22 clear signs of a toxic workplace:

1. High Turnover: 
→ People leave. Often. And fast. 

2. Zero Recognition: 
→ Achievements go unnoticed. 

3. No Work-Life Balance: 
→ Your job is your life. Period. 

4. Constant Conflict: 
→ Disagreements escalate into wars. 

5. Rampant Gossip: 
→ Fact or fiction? It's all entertainment.

6. Rigid Hierarchies: 
→ The top of the pyramid is out of reach.

7. Lack of Empathy: 
→ Compassion is considered a weakness. 

8. Opaque Decisions: 
→ Leadership moves in mysterious ways.

9. Vanishing Enthusiasm: 
→ Work feels more like a life sentence. 

10. Cliques and Isolation: 
→ The office feels more like high school. 

11. Unfair Workloads: 
→ Equality in responsibilities is unheard of. 

12. Fear-Based Management: 
→ Intimidation is the preferred tool. 

13. Toxic Positivity: 
→ Negative emotions are swept under the rug. 

14. Undervalued Employees: 
→ You're just a small part of the machine. 

15. Stifled Growth: 
→ Personal and professional development is a myth. 

16. Lack of Safety: 
→ Physical or emotional danger is a constant threat.

17. Fear of Retribution: 
→ Speaking up feels like stepping on a landmine. 

18. Communication Breakdown: 
→ Silence and secrets, instead of openness. 

19. Lack of Genuine Connections: 
→ Work friends? More like acquaintances.

20. Misaligned Values: 
→ What the company preaches isn't what it practises. 

21. Unending Employee Burnout: 
→ Exhaustion is the norm, not the exception. 

22. Narcissistic Leadership: 
→ A belief in their infallibility and a disdain for rules. 


Facing these signs head-on is not just brave.
It's necessary. 

Creating a thriving, positive work environment is not a solo journey. 
It demands collective consciousness and action.

Agree?

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Let's shape a world of growth and empowerment, 
↳ fostering positive change in people and organisations globally.

The 10/20/30 Rule

Credits to Soufyan Hamid, follow him for more practical content.
------

Here's the original post:

I only have 𝟭 𝗿𝘂𝗹𝗲: limit everything

1️⃣ Limit your slides
2️⃣ Limit your talk time
3️⃣ Limit your text

And this rule has a name

The 𝟭𝟬 𝟮𝟬 𝟯𝟬 𝗿𝘂𝗹𝗲

👊 10 slides
👊 20 minutes
👊 30 point font

I adapted this marketing/founder pitch rule for 𝗙𝗶𝗻𝗮𝗻𝗰𝗲

Because you may have a lot to say

Nobody wants to sleep because of a boring presentation

Don't take this as a religion

It's a simple guideline to make you think about
- decreasing the main deck to the minimum slides
- have a minimum talk time to allow discussion (and go 𝘁𝗼 𝘁𝗵𝗲 𝗽𝗼𝗶𝗻𝘁)
- a big writing font so your slides are not too detailed

And since I want you to learn it

Here is my guide

-------

🛎️ Want to develop your 𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝘀𝘁𝗼𝗿𝘆𝘁𝗲𝗹𝗹𝗶𝗻𝗴 𝘀𝗸𝗶𝗹𝗹𝘀:

Start with Soufyan's Financial Storytelling Program Online: https://lnkd.in/g7yBnrJK

Master the art of financial storytelling with a 4-step tested and approved approach.

-------

Follow Business Infographics to learn from the best visuals.

Being easy to work with is often overlooked.

Yet it's the silent engine of growth, empowerment, and leadership.


Being easy to work with:
• paves the way for seamless collaboration, setting competition aside. 
• opens doors to endless opportunities, simply because people enjoy working with you. 
• encourages a mindset that values open communication, simplicity, and adaptability.


Here are 12 behaviours of easy-to-work-with leaders: 

1. Clear Communication.
→ They articulate thoughts clearly and value active listening. 

2. Collaboration.
→ Sharing successes and responsibilities comes naturally. 

3. Flexibility.
→ Adaptability is their superpower, welcoming change with open arms. 

4. Reliability.
→ Commitments are sacred; deadlines, met with precision. 

5. Positivity.
→ Challenges are but opportunities in disguise. 

6. Empathy.
→ Understanding flows freely, fostering genuine connections. 

7. Resourcefulness.
→ Solutions aren’t just found; they’re created. 

8. Constructive Feedback.
→ Growth is a shared journey, navigated with thoughtful guidance. 

9. Thirst for Knowledge.
→ Learning is a continuous journey, not a destination.

10. Respect for All.
→ Every colleague is valued, every contribution appreciated.

11. Accountability.
→ Mistakes are owned, lessons are learned. 

12. Trustworthiness.
→ Confidentiality and ethics aren’t just words but principles they live by.

Being easy to work with isn't just about making your job easier.

It's about lifting others, paving the way for collective success, 
↳ and embodying the very essence of leadership.

Agree?
Anything else you would add?

P.S. Repost this ♻️ to share it with your network.
And follow Véronique Barrot for more posts like this.

📌 Want a high-res PDF of this cheat sheet?
Try my free newsletter (Link in the comments & on my profile).
You'll get this cheat sheet & 40+ others for free.
Thank you!

Let's shape a world of growth and empowerment, 
↳ fostering positive change in people and organisations globally.

Quality sleep is the new luxury. 

About 1 in 3 adults sleep less than 7 hours per night. 

In today's fast-paced world, sleep often takes a backseat. 
We compromise our sleep for various reasons: 

↳ for our careers or businesses, 
↳ for more money and recognition, 
↳ for parties and people who don't prioritize their health either. 

And that can have terrible consequences. 

👇 Lack of sleep can lead to various physical and mental health issues, including: 

• Cardiovascular diseases 
• Alzheimer's disease 
• Memory and cognitive problems 
• Stress & Depression 
• High blood sugar 
• High cholesterol 
• Infections & Injuries 
• Hormonal imbalances, and more. 

📌 5 tips for healthy sleep to avoid these adverse effects: 

1) Stick to a consistent sleep schedule. 
2) Establish a relaxing bedtime routine. 
3) Create a comfortable sleep environment. 
4) Limit caffeine and alcohol intake before bedtime. 
5) Stay physically active during the day, but avoid vigorous exercise close to bedtime. 

Often, what we truly need for our physical and mental well-being, resilience, and peak performance is quite basic. 

Sleep is not just a luxury. 
It's a fundamental necessity that we should all prioritize. 🙌


Become a goals master and master your success:

Less than 10% of people achieve their goals.
(University of Scranton)

Many struggle to set and achieve goals effectively.

Leading to frustration and stagnation.

Without a clear roadmap, goals feel overwhelming.

These 12 powerful goal-setting methods
will turn aspirations into accomplishments:

 1. SMART Goals
    ➥ Ideal for clear-cut objectives and planning.
    
 2. CLEAR Goals
    ➥ Best for environments where adaptability is key.
    
 3. HARD Goals 
    ➥ Suited for personal growth, emotional investment.
    
 4. OKRs
    ➥ Effective for aligning teams towards outcomes.
    
 5. Backward Goals
    ➥ Perfect for reverse-engineering success.
    
 6. WOOP
    ➥ Useful for overcoming obstacles through planning.
    
 7. Vision Boards
    ➥ Inspires creativity and maintains focus.
    
 8. Five Golden Rules
    ➥ A foundational approach for goal achievement.
    
 9. Personal Development Plans
    ➥ For individual development for skill enhancement.
    
10. Step Goals
    ➥ For gradual progress in specific competencies.
    
11. Behavioral Change Goals
    ➥ Aids in establishing new, beneficial habits.
    
12. Set-Based Goals
    ➥ Adapts to evolving priorities, fostering resilience.

Embrace the process.

For it is in the pursuit that we find our true potential
and leave an indelible mark on the world.


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Please repost to help others out there! ♻️

Your best people always have options. Always.

It takes more than money to hold onto them.

You know, those high-flyers who:

➟ Smash their targets
➟ Are always innovating
➟ Inspire those around them

So, how do you make your company a place
they never want to leave?

Here are 7 solid strategies, courtesy of
Great Place to Work Institute:

1. Connect Your People to a Purpose
Everyone wants to be part of something bigger.
Show how their work supports the company's mission.

2. Hear Them Out
Give your team a platform to share their ideas.
It makes them feel valued and involved.

3. Trust Their Judgment
Micromanagement kills motivation.
Let them own their tasks and decisions.

4. Recognize, Recognize, Recognize
A simple "thank you" is powerful.
Acknowledge their efforts and achievements.

5. Create a Sense of Community
Work should feel like a second home.
Build a culture where everyone supports each other.

6. Make the Customer Impact Clear 
Help them see how their work benefits customers.
It adds meaning to their daily grind.

7. Do Good Together
Volunteering or charity work brings teams closer.
And gives a sense of purpose beyond the day-to-day.

How to keep your stars from drifting away?

Create an atmosphere where they feel:

• Valued & trusted
• Challenged & supported
• Part of something meaningful

It's not about holding them back.
It's about giving them the space and support to soar.

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Think you’re too non-emotional to improve your EQ?
Just hear me out on this:

When we are working & problem solving, our
logic is driving. This is true for females & males.

Gathering data, facts, & concepts to build a 
body of knowledge to analyze & strategize. 

Now, the inherent problem with this simplistic view 
is that business is not just based on data & facts. 

People run businesses. 
People consume business’s outputs. 
↳ And people are emotional. 

In fact, there is no way for us to 
bypass emotions during cognition. 

Trying to is closing off precious 
emotional & intuitive context &
increasing mental health risk. 

When we suppress, ignore, or hold
emotions, we are just saving them for later. 

Could be hours later when we process them in private. 

Or it could years later when they rear their ugly heads. 

What if instead, we thought about 
emotions as data points to analyze?

Curious as to the how?

It’s simple. 

We combine strategic thinking &
emotional intelligence. 

Use this cheat sheet to learn how; for yourself
to increase your self-awareness & for others 
to increase your empathy & social awareness. 

A beloved pointy-eared man once said, 

“Logic is the beginning of wisdom, not the end.”

– Leonard Nimoy

__________
♻️ Repost to help educate your network.
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𝐓𝐡𝐞 5 𝐓𝐫𝐚𝐢𝐭𝐬 𝐨𝐟 𝐓𝐇𝐄 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬-𝐎𝐫𝐢𝐞𝐧𝐭𝐞𝐝 𝐋𝐞𝐚𝐝𝐞𝐫

"The title of the leader," according to Brian Tracy, "is Chief Problem Solver." And I agree with this - in fact - everyone's title is "Problem Solver."

A Harvard study showed that all great solutions are from a systematic approach to a problem. 

Here is the abbreviated solution-oriented approach I use to teach managers and leaders in The Leadership Academy to solve problems systematically and create strategic solutions:

1. DEFINE THE PROBLEM CLEARLY
This step is the most important.

Whenever there is a problem, gather the right people in the room and define it accurately. If you define it wrong, you will have a bad solution.

The best way to define the problem and solution is to use a flip chart or whiteboard, and then everyone can debate the problem definition.

KEY INSIGHT: Avoid GroupThink.
At the lower rungs of the organization (supervisor, manager, director, and even VP), people will agree quickly. This is because people want to be friends and not hurt the relationship, which is a big mistake. 

YOU WANT STRONG DEBATE on the problem definition. The C-Level knows this, and their debates can be ferocious.

2. BRAINSTORM SOLUTIONS
You want to look at solutions from several angles:
a.) Quick or Long-Term Fix - Do we need to stop the bleeding now?

b.) What do the customers/stakeholders need and want? Needs and wants are different. How does it affect them? What are they willing to pay for it? 

c.) ROI - is this an opportunity? Is there a service or product out of this?

d) What is the competition doing? This is less important than a lot of people think but consider them.

3. PROBLEM or OPPORTUNITY
Think iPhone 1. Was the iPhone a solution to a problem? Or an opportunity? 

How many people were saying we needed an iPhone at the time when everyone had a Blackberry?

Steve Jobs and his team saw the problem and opportunity when no one else did.

4. ACCOUNTABILITY GOES OUT THE WINDOW
"Who's to blame?" is not the question to ask. 

The best question is always: "Where do we go from here?"

Keep the meeting creative and solutions-focused.

5. THE BEST QUESTIONS FORM THE BEST SOLUTIONS 
Don't rush to a solution. Ask:
a.) Who is the customer or stakeholder, and how are they affected?
b.) What do they need vs. desire?
c.) Is this an A problem or a B problem?
d.) Is there an ROI? Is there a new product or service?
e.) Is this the best we can do?

Let me know if you want to learn more about The Leadership Academy and how these Zoom 90-minute sessions with 30 to 200 leaders work. 
You can email or DM me. 

Your partner in success, Joe Murphy

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Being easy to work with is often overlooked.

Yet it's the silent engine of growth, empowerment, and leadership.

TRY Coursera Plus (7000+ Courses) 14- days for FREE: https://lnkd.in/d__XRqeM

Being easy to work with:
• paves the way for seamless collaboration, setting competition aside. 
• opens doors to endless opportunities, simply because people enjoy working with you. 
• encourages a mindset that values open communication, simplicity, and adaptability.


Here are 12 behaviours of easy-to-work-with leaders: 

1. Clear Communication.
→ They articulate thoughts clearly and value active listening. 

2. Collaboration.
→ Sharing successes and responsibilities comes naturally. 

3. Flexibility.
→ Adaptability is their superpower, welcoming change with open arms. 

4. Reliability.
→ Commitments are sacred; deadlines, met with precision. 

5. Positivity.
→ Challenges are but opportunities in disguise. 

6. Empathy.
→ Understanding flows freely, fostering genuine connections. 

7. Resourcefulness.
→ Solutions aren’t just found; they’re created. 

8. Constructive Feedback.
→ Growth is a shared journey, navigated with thoughtful guidance. 

9. Thirst for Knowledge.
→ Learning is a continuous journey, not a destination.

10. Respect for All.
→ Every colleague is valued, every contribution appreciated.

11. Accountability.
→ Mistakes are owned, lessons are learned. 

12. Trustworthiness.
→ Confidentiality and ethics aren’t just words but principles they live by.

Being easy to work with isn't just about making your job easier.

It's about lifting others, paving the way for collective success, 
↳ and embodying the very essence of leadership.

Agree?
Anything else you would add?

P.S. Repost this ♻️ to share it with your network.
And follow Véronique Barrot for more posts like this.

𝗙𝗥𝗘𝗘 𝗖𝗼𝘂𝗿𝘀𝗲𝘀 𝘆𝗼𝘂 𝘄𝗶𝗹𝗹 𝗿𝗲𝗴𝗿𝗲𝘁 𝗻𝗼𝘁 𝘁𝗮𝗸𝗶𝗻𝗴 𝗶𝗻 𝟐𝟎𝟐𝟒.

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#interviewquestions #interview #skills #management #hire #job

I used to have a colleague with the same traits.
In most cases, they get paid more than the people who are doing the actual work.
Someone once told me if you want to look busy in the office 
Put on a stern face, walk out in a rush and talk to yourself 🤣🤣🤣🤣
Is it true ?

The periodic table of HR 📌

Steal this sheet for your team.

Recruitment (R):

→ Application Rate (AppR) 
→ Time-to-Hire (TTH) 
→ Quality of Hire (QoH) 
→ Offer Acceptance Rate (OAR)

Employee Relations (ER):

→ Employee Satisfaction Index (ESI)
→ Turnover Rate (ToR)
→ Conflict Resolution Time (CRT)
→ Employee Net Promoter Score (eNPS) 

Compensation & Benefits (C&B):

→ Pay Equity Ratio (PER)
→ Benefit Utilization Rate (BUR)
→ Market Competitiveness (MC) 
→ Total Rewards (TR) 

Learning & Development (L&D):

→ Training Investment (TI) 
→ Learning Participation Rate (LPR) 
→ Skill Advancement Rate (SAR) 
→ Leadership Development (LD) 

HR Technology (Tech):

→ HRIS Utilization (HRISU) 
→ Automation Index (AI) 
→ Employee Self-Service (ESS) 
→ Data Security Compliance (DSC) 

What else would you add?

Let me know in the comments below 👇

——

♻️ If you liked this (and want to support my work):

🡢 Like
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Thank you!

How to Set Priorities When Your Plate Is Too Full

Credit to Eric Partaker. Follow him for more visuals on business, leadership, & self-mastery.

What methods can you adopt to better prioritize? 

Original post below:

------

Set priorities like a world-class CEO:

Feeling swamped? You don't need more time.
You need better priorities.

This cheat sheet helps you cut through the clutter.

1. Start with your goals.
Know what you aim to achieve.
This will guide all your decisions.

2. Choose your tools.
Select from the 9 I've outlined.
Each brings its own strengths.

3. Prioritize and execute.
Apply the tools to establish your plan.
Then, take action.

I've included something here for everyone:
Individuals, Teams & Leaders.

✅ Eisenhower Matrix
Urgent vs. important. Focus on what truly matters.

✅ Oliver Burkeman's 3-3-3 Method
3 things only. Keep it simple.

✅ Time Blocking
Schedule time for tasks. Stick to the plan.

✅ ABCDE Method
Rank tasks by importance. Tackle the A's first.

✅ MoSCoW Method
Be clear on what matters.

✅ Kanban Board
Manage tasks visually. See your team's progress.

✅ Warren Buffett’s 25/5 Rule
Focus on your top 5. Dismiss the rest.

✅ Pareto Principle
Focus on the 20% of effort that drives 80% of results.

✅ Theory of Constraints
Spot bottlenecks. Fix them for better flow.

Remember, it's all about making choices.
Not everything can be a priority.

Use these tools.
Decide wisely.
Focus and act.

That's how the best in the world do it.

------

Grow your professional skills with daily visual wisdom.
Follow Infographic Insights for the best posts on:
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🌟 Leadership
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Motivation happens as a result of being inspired and truthfully, I don't believe it's possible to motivate anyone to do anything; they must do that for themselves. 

However, I do believe that you can inspire people enough to become motivated and want to do great things. 

Leading and inspiring others has always been a function of effectively communicating with them. If we fail to establish a relationship and regularly communicate with our people, our chances of ever inspiring them to do anything is ZERO.

Motivation is our "inner drive." It's the desire or willingness that compels us to take action, pursue goals, and achieve certain outcomes. It is that psychological force that energizes, directs, and sustains our behavior toward achieving specific objectives and fulfilling certain needs.

As leaders, we need to tap into the "inner drive" of the people on our team to inspire them toward high levels of motivation. Motivation is required as it plays a crucial role in human behavior and performance. 

It is a driving force behind developing goals, initiating tasks, exerting effort, and persisting against challenges or obstacles. Motivation affects the intensity, direction, and duration of our actions, ultimately determining our level of engagement and achievement. 

This is why we need motivation, for ourselves and our teams.

If you want to see motivation in your organization, you must learn how to inspire it in others. Inspiring others is not about manipulating or controlling them. It's about empowering and motivating them to reach their full potential. It's a valuable skill that can be developed with practice and conscious effort.

Here are some steps you can take to be more inspiring:

1) Grow your level of self-awareness,
2) Lead by example,
3) Improve your communication skills,
4) Get to know your people,
5) Share your vision,
6) Encourage and empower others,
7) Be positive, optimistic, authentic, and genuine.

Practice these steps consistently, and over time you will become a more inspiring individual. To inspire your people to be their best you must create an environment that fosters collaboration, growth, and self-belief. They have to know that you have their back.  

Remember that motivation comes from inspiration, and inspiring others requires genuine care, empathy, and an understanding of each person's unique aspirations and motivations. 

Tailor your approach to each individual and consistently demonstrate your belief in their potential, and you will always be well served by it. 

Are you motivating or inspiring your people?
 
#ceos 
#leadership 
#motivation 
#execution

Everywhere I speak these days, I’m asked how to increase employee engagement and bring people together to connect to create belonging? The ultimate mindset shift is seeing this as an opportunity not a threat.

I encourage leaders to begin with providing development opportunities, ensuring their performance management structure is sound and creating a culture of empathy and inclusiveness for employees.

If your employees feel there is no upward mobility or opportunity for them to grow, they’re going to start looking elsewhere.

If they don't feel like they belong or they doubt their place in the organization, they're going to feel left out.

Global Engagement Solutions shows us beautifully in this graphic the power of employee engagement and how to use it.

Research is continuing to show employees want flexible work options.

They want their managers and organization to understand who they are, what they need and to care for them as they navigate a changing work and world climate.

Where I see tremendous opportunity for leaders is to provide meaningful feedback on a consistent and frequent basis.

Take the time to assess each employee’s productivity. Ask them what they truly want to be doing. See how this aligns with strategic goals, but also their fit for their current role on a quarterly basis.

Be adaptable. All around, help your employees to see the growth opportunities that exist in their current organization. Have the conversation and support them.

Make sure the conversations are taking place and you let your people know they are valued.

Otherwise, you may find them looking elsewhere.



#employeeengagement 
#emotionalintelligence 
#leadership 
#infographics 
#communication 
#personaldevelopment

These FREE LinkedIn courses aren’t just about getting through the door—they're about thriving in your profession:

Getting ahead in your career with more than just qualifications or experience. It’s time to focus on the leadership that will set you apart.

Check out these 5 amazing courses on LinkedIn designed to boost your career:
• building resilience
• mastering communication
• building confidence

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📌 Which course are you trying?
Let me know down below ⬇️

♻️ Share this with your network to help others learn these top skills
And follow Harry Karydes for more!

---

👉  Want a high-res PDF of this cheat sheet? 🔥

Try The Extra Mile Newsletter:
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You'll get this cheat sheet + more for free.

In a world where everyone is obsessed with unwavering goals, dare to be different. Here's a better way: 
 
Setting clear intentions has been the number ONE thing that will transform how you lead a team of 3, 30 or 300. 
 
And it starts with YOU. 
 
1️⃣  Define your why: 
↳ Forget the traditional "what" and "how."" Dive deep into your "why."" 
↳ It's the fuel that propels you forward, even when the road ahead seems murky. 
 
2️⃣ Visualize success: 
↳ While others chase goals blindly, visualize your success vividly. 
↳ It's not just about dreaming; it's about crafting a detailed roadmap to turn those dreams into reality. 
 
3️⃣ Break it down: 
↳ In a world obsessed with grand gestures, dare to break down your goals into bite-sized chunks. 
↳ It's the small steps that lead to significant leaps. 
 
4️⃣ Take action: 
↳ Intentions without action are merely illusions. 
↳ Embrace the power of deliberate action, and watch as your intentions manifest into tangible results. 
 
📌 PS...Contrary to popular belief, setting clear intentions isn't about rigid plans; it's about infusing your journey with purpose and direction. Embrace the contrarian mindset, and let your intentions pave the path to extraordinary success. 
 
--- 
 
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Try The Extra Mile Newsletter: 
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You'll get this cheat sheet + more for free.

The foundation of transformative leadership:

Trust.

Leaders who cultivate trust not only enhance team dynamics but also skyrocket overall performance.

Building trust, however, is an art and a science.

Obstacles to nurturing trust:
❌ Hesitancy to delegate, fearing loss of control.
❌ Failure to communicate effectively, leading to misunderstandings.
❌ Inconsistency in words and actions, eroding credibility.

The power of trust in leadership is game-changing.

Trust-centric leadership can:
✅ Elevate team morale and cooperation.
✅ Encourage innovation by fostering a safe space for risk-taking.
✅ Strengthen loyalty and commitment across the board.

How trust reshaped my approach to leadership:
→ I prioritize transparency in all communications.
→ I empower my team, trusting them with significant responsibilities.
→ The payoff? A harmonious, motivated team, and breakthrough achievements.

Key strategies to build trust as a leader:
1️⃣ Be transparent with your team, sharing both wins and challenges.
2️⃣ Show consistent reliability—follow through on your commitments.
3️⃣ Create a culture of mutual respect, where every opinion is valued.
4️⃣ Demonstrate empathy and understanding towards your team's needs.

Trust isn't just a component of leadership;

It's the essence that binds a team and propels it towards excellence.

What are your strategies for building trust within your team?

—

♻️ Repost to help others in your network.

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🔥 If you enjoyed this, try my newsletter. Link in profile.

With 75% of projects failing due to communication - 

Its significance cannot be overstated.

Here's how leaders can improve communication:

➟ Flexibility: 
Encourage diverse communication channels.

➟ Priorities: 
Emphasize clarity and brevity.

➟ Growth: 
Promote continuous learning.

➟ Inclusion: 
Create an environment where every voice is valued.

➟ Leadership: 
Lead by example, demonstrating transparency.

Then harness these 6 communication strengths:

➟ Active listening
➟ Clear communication
➟ Constructive feedback
➟ Emotional intelligence
➟ Open-ended questions
➟ Empathetic engagement

Elevate your team’s performance and
unity through masterful communication.

Your leadership and success depend on it.

Find this valuable? Repost to share with others ♻️.
And follow Nihar Chhaya for more like it.

P.S. Want a high-res PDF of this infographic?
Try my free newsletter for leaders: https://lnkd.in/gP4x3sC


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