Ameren

In this role, I oversee talent processes, including: performance management, engagement, and talent planning, driving the implementation of new programs to enhance employee engagement. I also contribute to the leadership development committee, delivering training to leaders on compliance and HR responsibilities.

𝙆𝙚𝙮 𝘼𝙘𝙘𝙤𝙢𝙥𝙡𝙞𝙨𝙝𝙢𝙚𝙣𝙩𝙨
✓ Led improvements of succession planning processes and oversaw the implementation of Workday, ensuring effective communication and compliance adherence.
✓ Played a key role in defining the HR Business Partner model and facilitating training and certification programs for HR business partners to transition into strategic roles.
✓ Implemented Workday for performance management and workforce planning, significantly increasing the percentage of performance reviews conducted by managers.
✓ Established metrics for leader performance and employee engagement, creating dashboards to provide insights into workforce demographics and engagement levels.

Manager, Human Resources/Talent Partner

WestRock Company

Served as the HR Business Partner for the midwestern U.S., providing strategic HR consultation to regional leadership across 8 integrated manufacturing facilities. Led a team of 9 HR professionals and drove key initiatives in talent management, performance management, and employee engagement. Focused on aligning people strategies with business objectives, addressing complex issues in compensation, labor relations, and conflict resolution to foster a high-performing, engaged workforce.

𝙆𝙚𝙮 𝘼𝙘𝙘𝙤𝙢𝙥𝙡𝙞𝙨𝙝𝙢𝙚𝙣𝙩𝙨
✓ Implemented employee engagement strategies and performance management for the union side of the business, leading to a more motivated and productive workforce.
✓ As part of the retention team, identified ways to improve the conditions of the workplace through surveys and focus groups.
✓ Designed and implemented the company’s business partner model for HR.
✓ Drove process and paperwork automation to improve efficiencies, accuracy, and labor costs.
✓ Streamlined the recruiting and selection process by hiring designated recruiters for each plant location, modifying the number of interviews required, and changing the assessment used for 
selection.

Area Director of Human Resources/Talent Management

Entirety Leadership, LLC

As the owner of this Talent Management Consulting firm, I had the privilege of partnering with diverse clients to revolutionize their talent management processes, spanning talent acquisition, performance management, learning and development, and employee engagement. My role extended beyond traditional consulting, as I provided executive-level coaching, providing business leadership teams with insights and solutions to address critical challenges, driving impactful change and fostering organizational growth.

𝙆𝙚𝙮 𝘼𝙘𝙘𝙤𝙢𝙥𝙡𝙞𝙨𝙝𝙢𝙚𝙣𝙩𝙨
✓ Advised the Chairman of the Board and managed a team of three direct reports for a leading manufacturer of tactical gear, overseeing initiatives to enhance employee engagement, talent acquisition, and total rewards strategies.
✓ Spearheaded the consolidation of HR systems and processes for a real estate development firm, resulting in increased operational efficiency and the implementation of robust talent management programs.
✓ Led an HR team through a complex merger with a managed services provider, integrating HR systems and aligning compensation and benefits programs to drive employee retention and satisfaction.
✓ Implemented employee engagement strategies and performance management initiatives for a corrugated cardboard manufacturer, resulting in a more motivated and productive workforce.
✓ Transformed talent strategies and workforce planning for a consulting firm specializing in business transformation, optimizing HR practices and driving organizational effectiveness amidst challenging circumstances, including the COVID-19 pandemic.

Consulting HR & Talent Management Director

Royal Canin

While at Royal Canin, I spearheaded transformative initiatives aimed at integrating talent processes during significant organizational changes, such as the merger with Mars. Implementing Oracle's SuccessFactors for talent and performance management, I drove engagement initiatives, ensuring alignment with company standards and fostering a culture of excellence.

𝙆𝙚𝙮 𝘼𝙘𝙘𝙤𝙢𝙥𝙡𝙞𝙨𝙝𝙢𝙚𝙣𝙩𝙨
✓ Managed transformation activities during Royal Canin’s/Mars organizational transformation, ensuring seamless integration and operational alignment.
✓ Successfully implemented Oracle's SuccessFactors, enhancing talent and performance management processes and driving employee engagement initiatives.
✓ Achieved a remarkable increase in participation rates in the performance appraisal process, from 50% to 99%, through targeted interventions and process improvements.
✓ Led the implementation of comprehensive talent management initiatives, resulting in a 16% increase in overall employee engagement and a 25% increase in internal promotions within targeted functions.
✓ Utilized data-driven insights to identify and address key drivers of employee engagement, resulting in a 10% reduction in turnover.
✓ Restructured retail operations, delivering significant cost savings and improved territory performance.

Sr. Manager, People and Organization (Human Resource Management)

Elekta

During my time here, I crafted and executed tailored human resources processes and strategies to support 650 associates across the U.S., Canada, and Sweden. In this role, I managed a team of six professionals encompassing Generalists, Benefits, and Recruitment roles.

𝙆𝙚𝙮 𝘼𝙘𝙘𝙤𝙢𝙥𝙡𝙞𝙨𝙝𝙢𝙚𝙣𝙩𝙨
✓ Designed comprehensive HR solutions aligned with organizational objectives.
✓ Served on the company's global core team for the deployment of the Workday Human Resources System across seven countries.
✓ Implemented new wellness initiatives to stabilize healthcare costs, boost productivity, and reduce absenteeism.
✓ Developed progressive employee benefit programs to incentivize high performance.
✓ Created and executed a total rewards program, standardizing position grading, and implementing market-based evaluation systems to optimize salary costs.
✓ Automating performance management processes to ensure consistency and efficiency in handling employee-related matters, including self-evaluations and training.

Director, Human Resources Business Partners

𝗘𝗫𝗘𝗖𝗨𝗧𝗜𝗩𝗘 𝗧𝗔𝗟𝗘𝗡𝗧 𝗠𝗔𝗡𝗔𝗚𝗘𝗠𝗘𝗡𝗧 𝗟𝗘𝗔𝗗𝗘𝗥 • 𝗖𝗥𝗘𝗔𝗧𝗜𝗡𝗚 𝗔 𝗖𝗨𝗟𝗧𝗨𝗥𝗘 𝗢𝗙 𝗦𝗨𝗖𝗖𝗘𝗦𝗦 𝗧𝗛𝗥𝗢𝗨𝗚𝗛 𝗜𝗡𝗡𝗢𝗩𝗔𝗧𝗜𝗩𝗘 𝗧𝗔𝗟𝗘𝗡𝗧 𝗦𝗧𝗥𝗔𝗧𝗘𝗚𝗜𝗘𝗦

Dynamic and results-oriented TALENT MANAGEMENT LEADER with a proven track record in driving culture transformation, boosting performance, & enhancing employee engagement through innovative, purpose-driven strategies. Grounded in systems thinking and organizational change management, I excel in developing & implementing talent solutions that yield measurable results.

What I Do
Elevate Organizational Performance:
-Internal Career Mobility
-Performance Management
-Succession Planning
-Leadership Development
-Learning and Development
-Accelerate Business Growth:
I retain top talent and cultivate future leaders through strategic talent reviews, competency modeling, and tailored development solutions.

My Approach
Values-Driven Leadership:
-Curiosity: I delve into the underlying drivers of performance and decision-making.
-Compassion: I listen actively and address challenges with empathy.
-Connection: I foster collaboration by understanding diverse perspectives and needs.

Why I Do It
I believe integrated talent management is essential for business success, serving as the bridge between organizational goals & workforce performance. I am dedicated to aligning organizational development principles with cultural values to achieve exceptional results.

My Professional Objectives
-Drive Success: Leverage my expertise in organizational development to enhance both business outcomes and individual growth.
-Empower Leadership: Equip management teams to nurture a high-performing workforce.
-Future-Proof Talent Development: Strengthen succession planning & internal career pathways to prepare the next generation of leaders for tomorrow’s challenges.

Core Competencies:
- Business Aligned Talent Solutions
- Organizational Development
- Change Management
- Performance Management
- Leadership Development
- Succession Planning
- Employee Engagement
- Program & Process Design
- Strategic Human Resource Planning
- Executive Leadership
- Talent Management & Acquisition
- Strategic Partnerships
- Coaching & Mentoring
- Organizational Effectiveness
- HRIS & Data Analysis
- E-Learning & Instructional Design
- Diversity & Inclusion Initiatives

What I Bring to the Table?
I am dedicated to enhancing organizational effectiveness & driving business results through innovative talent management strategies. My consultative style fosters collaboration & trust, enabling me to build strong relationships & create tailored solutions that meet unique business needs.

Let’s connect to explore how I can help your organization unlock its full potential through strategic talent management!

👀 People Don’t Quit Jobs—They Quit Feeling Unseen

Every week, I remind myself of one truth:
People don’t quit jobs. They quit feeling unseen.

It’s not always the paycheck.
It’s not always the title.
It’s the quiet erosion of recognition.
It’s the silence after the extra effort.
It’s the absence of a leader who notices.

And when people feel invisible long enough, they don’t just disengage—
They leave.

⸻

🚫 The Myth of the “Better Offer”

We love to blame turnover on external factors:
➡ A competitor with higher pay.
➡ A startup with bigger perks.
➡ A recruiter with perfect timing.

But most exits don’t start with an offer.
They start with a thought:
“Nobody here really sees me. Why should I stay?”

⸻

🌱 Why “Being Seen” Matters

Being seen is more than surface-level recognition.
It’s:
	•	Noticing the quiet contributors who never ask for applause but keep everything running.
	•	Listening with presence when someone says, “I’m struggling,” instead of brushing past it.
	•	Acknowledging potential even before it shows up in metrics or job titles.

When people feel seen, they feel safe.
When people feel safe, they give their best.
And when people give their best, organizations thrive.

⸻

🛠️ The Daily Leadership Habit

I’ve made it my mission to never let people feel unseen.
It doesn’t require a grand strategy or a million-dollar budget.
It requires presence.

Here’s the 3-step practice I live by:
	1.	Ask one genuine question every day. (“How are you, really?”)
	2.	Give one piece of specific recognition. (“The way you handled that client issue was brilliant.”)
	3.	Spot one piece of potential. (Encourage someone who doesn’t yet see what you see in them.)

Small actions. Big results.

⸻

⚡ The Leadership Challenge

The truth is, strategy doesn’t retain people. Vision doesn’t retain people. Perks don’t retain people.

Leaders do.

The kind who stand tall.
The kind who see far.
But most importantly—
The kind who notice the people walking right beside them.

⸻

💬 Your Turn:
What’s one small way a leader made you feel seen?
Drop it in the comments—your story might inspire someone to do the same for their team today.

#Leadership #EmployeeEngagement #WorkplaceCulture #TalentManagement #GiraffeCode

Tawna Agee-Hanslick, MA-HRM, PHR, AI  HI, CPRW

AI+HI CERTIFIED TALENT LEADER | I ALIGN PEOPLE, PURPOSE & PERFORMANCE | OD, L&D, SUCCESSION , CULTURE | GIRAFFE NATION MINDSET

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🦒 Leadership Isn’t How Far Ahead You Can See—It’s How Well You Notice the People Walking Beside You

Some leaders are obsessed with “vision.”
They’re always scanning the horizon.
Talking about five-year plans.
Chasing the next big thing.

But here’s the truth: It’s not the horizon that loses you people—it’s the blind spots right beside you.

👀 The Power of Peripheral Vision

Real leadership is noticing:
	•	The team member who’s quieter than usual.
	•	The one carrying more than their share without complaint.
	•	The one whose ideas aren’t getting airtime.

It’s asking, “How’s it going—really?”
It’s listening like the answer matters.
It’s stepping in before burnout turns into a resignation letter.


🚫 Far Vision Without Near Vision Is a Risk

You can have the boldest, clearest, most inspiring vision for the future—
…but if you’re not tuned in to your people today, that vision will never get off the ground.

Because people don’t follow a strategy.
They follow a leader who sees them.


💬 Your Turn:
When’s a time you noticed something small that made a big difference for your team?
Your story might be the reminder another leader needs today.

#Leadership #WorkplaceCulture #GiraffeCode #EmployeeEngagement #HumanFriday

🚨 He’s Not Retiring—He’s Reinventing. And Honestly? I’m in Awe.

In two weeks, my husband walks away from corporate life.
Not because he has to.
Because he’s finally ready to do something for him.

After decades in account management—road warrior, client calls in hotel lobbies, always chasing the next quarter—he’s trading the grind for something more human.

He’s starting his Encore Career.

And it’s not a step back.
It’s a step into alignment.

🎯 What’s an Encore Career?

It’s the second (or third) act you choose with intention.
It’s where wisdom meets freedom, and your title matters less than your peace.

✅ Purpose-driven
✅ People-centered
✅ Flexible, fulfilling, aligned with your actual values

Not retirement. Not survival.
Just real work that fits real life.

🚗 His New Path?

He’s selling cars.

Yup. You read that right.
Not for the paycheck (though let’s be honest—it helps).
For the connection. The trust. The stories. The chance to help someone make a big decision and feel seen.

He’s not clocking in. He’s showing up.

He’ll be off the road, present for dinner, and working with people instead of performance metrics.

And I’ve never seen him more alive.


👀 Why Am I Sharing This?

Because so many of us are craving a pivot—but scared to admit it.

We think:

“What will people think?”

“What if I’m too old?”

“What if it’s not what I expected?”

But what if it’s better?

What if you’re not too late—you’re just getting started?

❤️ This Is for You If…
	•	You’re burned out but still have so much to give
	•	You’ve outgrown your job, but not your dreams
	•	You want work that fits your life—not runs it
	•	You’re tired of pretending this is “just a season”

You’re not done.
You’re different now.
And different is powerful.


🔥 What would your encore career look like if fear wasn’t a factor?
Drop it in the comments—even if it feels wild. I want to hear it. 👇
Or tell me: Have you already made a midlife career pivot? How did it change you?

Let’s start a real conversation about what reinvention really looks like.

#EncoreCareer #CareerPivot #MidlifeMomentum #SecondActSuccess #HRLeadership #LifeAfter50 #NotDoneYet #PurposeDrivenWork #CareerReinvention

Tawna Agee-Hanslick, MA-HRM, PHR, sHRBP

👉 “Before you wrap the week, ask yourself: did I lead with height, grace, and truth—or just height?”


🦒 Did You Lead With Height, Grace, and Truth—Or Just Height?

As the week winds down, most leaders review what got done.
But far fewer pause to reflect on how they led.

Height alone—vision, authority, position—gets you noticed.
But height without grace or truth? That’s not leadership. That’s posturing.


🌍 Height: The Easy Part

Standing tall is important. Leaders need vision, perspective, and the ability to see further.
But height can tempt us to:
 • Speak more than we listen.
 • Stand apart instead of alongside.
 • Focus on the view at the top and miss the people at the base.

Height shows direction.
But without grace and truth, height becomes distance.


🌱 Grace: The Human Multiplier

Grace in leadership is how we carry our height.
It looks like:
 • Responding to mistakes with coaching, not condemnation.
 • Recognizing contributions without waiting for perfection.
 • Making space for voices quieter than our own.

Grace multiplies trust. And trust multiplies results.

🕊️ Truth: The Anchor

Grace without truth is soft. Truth without grace is sharp.
But when leaders hold both, they create alignment.

Truth is:
 • Giving feedback that matters, even if it’s hard.
 • Naming the disconnect between values and actions.
 • Standing up for people when it’s easier to stay quiet.

Truth keeps leadership grounded, even when the winds change.


🦒 A Giraffe Code Reflection
 • Lions roar from height alone, demanding obedience.
 • Turtles shrink, avoiding truth to stay safe.
 • Giraffes stand tall and lead with grace and truth—seeing further while staying connected.

That’s leadership worth following.


⚡ Your Friday Question

Before you log off for the week, ask yourself:
Did I lead with height, grace, and truth—or just height?

Your answer matters.
Because people don’t just remember what you accomplished.
They remember how you made them feel along the way.


💬 Your Turn:
What practice helps you balance vision, humanity, and truth in your leadership?

#Leadership #GiraffeCode #WorkplaceCulture #ThoughtLeadership

🦒 Leadership Isn’t Nodding Along

Leadership isn’t nodding along. It’s being the one voice that asks the question everyone else is afraid to.

Last week, I sat in a meeting where everyone nodded along—except one person.

They raised the hard question nobody wanted to touch.
The room went silent.
And then the conversation finally got real.

That moment reminded me: true leadership isn’t about going with the flow. It’s about being willing to disrupt it when the flow is headed in the wrong direction.

👀 Why This Matters

Too often, we confuse agreement with alignment.
But nodding along doesn’t build trust. It just builds false comfort.

Real leaders:
 • Risk discomfort to surface the truth.
 • Model courage when the room craves consensus.
 • Create space for hard conversations instead of avoiding them.

Because teams don’t grow from polite silence.
They grow from honest dialogue.


🦒 The Giraffe Code Lens
 • Lions roar their own answers, drowning out the room.
 • Turtles shrink, hoping someone else will take the risk.
 • Giraffes stand tall enough to see the bigger picture—
and speak truth with both height and grace.

That’s the kind of leadership people remember.


⚡ Your Turn
So, what’s your move?
When’s the last time you spoke the tough truth, even when silence felt safer?

End the silence. Lead with courage.

#Leadership #Courage #GiraffeCode #WorkplaceCulture

🔊 Your Employees Aren’t Quiet Quitting—They’re Loud Listening. And They Don’t Like What They Hear.

For months, headlines have screamed about “quiet quitting.”
But let’s be real: most employees aren’t secretly disengaging.

They’re listening. Loudly.
And what they’re hearing is pushing them away.


👂 What Employees Are Actually Hearing
 • Leaders saying, “We care about work-life balance,” while rewarding only those who overwork.
 • Companies claiming, “People first,” while cutting jobs before bonuses.
 • Managers preaching, “We want your ideas,” while shooting down anything that challenges the status quo.

It’s not silence that’s the problem.
It’s the disconnect between words and actions.


🚫 The Cost of the Disconnect

When employees hear promises that don’t line up with reality, trust evaporates.
And when trust is gone, engagement follows.

Quiet quitting isn’t disengagement.
It’s self-preservation.
It’s employees saying: “I’ve heard enough to know my effort won’t be valued here.”


🌱 What Loud Listening Leaders Do Differently

Leaders who get it don’t fear “quiet quitting.”
They:
 • Say less, do more.
 • Align their policies with their promises.
 • Close the gap between what’s heard and what’s felt.

Because people don’t leave companies for lack of ping-pong tables or pizza Fridays.
They leave when they stop believing leadership.


🦒 A Giraffe Code Perspective
 • Lions roar louder when trust erodes, hoping noise will cover the cracks.
 • Turtles pull back and pretend nothing’s wrong.
 • Giraffes stand tall enough to listen deeply, see the disconnect, and move with integrity.

That’s how you build a culture where employees don’t just listen—
They believe.


⚡ The Takeaway

Your employees aren’t quiet quitting.
They’re loud listening.
And the question is: Do you like what they’re hearing from you?


💬 Your Turn:
What’s one small action you’ve seen rebuild trust between leadership and employees? Drop it below—someone needs that idea today.

#QuietQuitting #Leadership #EmployeeEngagement #WorkplaceCulture #GiraffeCode

The Privilege of Growth: A Reframe for the Tired, the Stretched, and the Becoming

You’re tired.
Not just “long-week tired,” but soul-weary, decision-fatigued, “is this what I asked for?” tired.

And yet—what a privilege.

“What a privilege to be tired from work you once begged the universe for.
What a privilege to feel overwhelmed by growth you used to dream about.
What a privilege to be challenged by a life you created on purpose.
What a privilege to outgrow things you used to settle for.”

I came across this quote and just sat with it.
Let it land. Let it convict. Let it comfort.

Because somewhere between the chaos of your inbox and the weight of your calendar, this version of your life is something you once cried out for.

You prayed for this opportunity.
You worked for this career.
You visualized this independence.
You dreamed of having options—now you’re overwhelmed by them.

And now? You’re living it.
Messy. Demanding. Unfiltered.
But real.
And yours.

🧠 Overwhelmed Doesn’t Always Mean Misaligned

We often mistake stretch for straying.
But sometimes you’re not off-course—you’re just being grown. Strengthened.
Confronted by the exact capacity you asked for and are now being called to rise into.

That doesn’t mean hustle without boundaries.
But it might mean re-framing what your current discomfort is revealing.


🌱 Evidence You’re in a Life You Once Wanted:
	•	You’re tired—but it’s purpose-tired, not despair-tired.
	•	You’re outgrowing things you used to tolerate without question.
	•	You’re challenged by the very calling you once begged to step into.
	•	You crave peace more than recognition—and that shift alone is growth.


✨ Here’s the Reframe:

What you’re navigating now isn’t proof you’re failing.
It’s proof you’re becoming.
You’re in a life that stretches you because it was designed to grow you.

And it’s only Tuesday.

Take a breath.
Drink some water.
And remember: growth doesn’t always feel graceful—but it is sacred.

Reflection Question:
What in your life feels heavy right now—but is actually a sign of answered prayer?

Share it in the comments. Let’s stop shrinking from the stretch and start honoring the evidence of our evolution.


#Leadership #GrowthMindset #SlayYourDay #GratitudeInTheGrind #TuesdayTruth #PurposeWork #Becoming

💼 Slay Your Day – With Purpose & Peace

Scripture:
“The Lord will fight for you; you need only to be still.”
— Exodus 14:14

Quote:
“Some days she conquered the world. Other days, she simply held it together. Both are victories.”

Not every day requires force. Some days call for focus, faith, and quiet resilience. You don’t have to prove your worth—just walk in it.

Whether you’re leading, learning, or just showing up the best you can—today is a win.

Let peace guide your pace. Let purpose fuel your steps. Let grace do the heavy lifting.

#Leadership #FaithAndWork #GraceInTheWorkplace #SlayYourDay

💥 Why does the world — and the workplace — feel so out of whack?

Recruiting and hiring are broken. Here’s why:
	•	Too automated, not human enough. Applicant tracking systems reject great candidates before a human ever sees them.
	•	Bias still runs deep. From résumé name bias to “culture fit” excuses, talent gets filtered through old-world lenses.
	•	Speed over substance. Many roles are filled to tick a box, not to build a lasting team.
	•	Candidates treated like numbers. Ghosting, no feedback, and zero relationship-building erode trust before day one.

And it doesn’t stop there.
Only 21% of employees are actively engaged.
Systems feel dehumanizing.
Bullies are thriving while the good ones are burning out.

We’re living through a trust recession — in leaders, institutions, and even each other.

But here’s the truth:
📉 We can’t fix everything at once.
📈 We can change the small circle we touch every day.

Here’s where we start:
1️⃣ Lead with dignity. Treat people like human beings, not headcount.
2️⃣ Listen deeply. Real listening builds trust faster than any “engagement initiative.”
3️⃣ Call out toxic behavior. Silence is permission.
4️⃣ Value contribution over credentials. Hire humans, not résumés.
5️⃣ Model respect and integrity — even when no one’s watching.

One leader, one manager, one colleague at a time —
That’s how we shift from disengagement to belonging.
From bullying to psychological safety.
From “systems first” to people first.

If you’re reading this, you are part of the solution.
The question is: What will you do today to make work more human?

#Leadership #WorkplaceCulture #EmployeeEngagement #HR #FutureOfWork #Recruiting

🌱 If You Only Water Your Plants Once a Year, Don’t Be Surprised When Nothing Grows

Too many companies treat employee engagement like spring cleaning:

Once  a year, they pull it out, dust it off, and give it some attention—usually in the form of a survey.

Then they’re shocked when morale wilts, turnover climbs, and innovation dries up.


💧 Engagement Is Alive

Culture isn’t a policy—it’s a living ecosystem.
Like a garden, it needs:
☀ Light – visibility and transparency from leaders
💧 Water – real-time feedback, recognition, and support
🌱 Space – room to grow without micromanagement choking the roots

You can’t revive a disengaged workforce with one big annual splash.

📊 The Engagement Mirage

A high survey score is like a green leaf in a drought—it looks good, but the roots are dying.

Surveys aren’t bad. But they’re a thermometer, not the treatment.

🌿 Where Engagement Really Grows

It’s in the everyday moments:
	•	Spotting burnout before it becomes a resignation letter
	•	Giving a heartfelt “thank you” in the moment
	•	Acting on feedback while it’s fresh
	•	Showing up consistently, even under pressure

Small, steady care beats seasonal effort every time.

🌻 The 3-Minute Daily Habit
	1.	Ask: “How’s your week—really?”
	2.	Recognize one specific win
	3.	Act on one piece of feedback—quickly and visibly

Do this every day, and engagement becomes self-sustaining.

⚡ Your Turn
Stop thinking annual. Start thinking daily.
💬 What’s one “watering” habit that’s helped your culture grow? Drop it below—someone’s team needs your idea today.

#EmployeeEngagement #Leadership #HR #WorkplaceCulture

👉 “Don’t fear AI. Fear being the leader who pretends it isn’t here.”

⸻

🚨 Don’t Fear AI. Fear Being the Leader Who Pretends It Isn’t Here.

Every workplace conversation right now circles around one question:
Will AI take our jobs?

It’s the wrong question.

Because the real risk isn’t AI replacing people—
It’s leaders refusing to acknowledge AI at all.


🤖 The Silent Leadership Risk

AI is already embedded in recruiting platforms, HRIS systems, learning tools, and even the apps your employees use daily.

So when leaders say, “We’re not really using AI,” what employees hear is:
 • You’re not paying attention.
 • You’re not preparing us.
 • You’re not leading where the world is going.

And that erodes trust faster than any chatbot ever could.


🧠 Why Pretending Is Dangerous

When leaders ignore AI, three things happen:
 1. Employees learn it without you — creating shadow practices and compliance risks.
 2. Your culture fractures — innovators sprint ahead, while others are left anxious or resistant.
 3. Your credibility drops — because people can tell when leadership is out of touch.

AI is not just a tool. It’s a workplace literacy.


🌍 The Leaders Who Thrive

The leaders who will thrive aren’t the ones who master every new platform.
They’re the ones who:
 • Admit they don’t have all the answers.
 • Learn alongside their teams.
 • Ask better questions: How can AI free us to do more human work? How do we build trust while using it?

They stand tall enough to see AI as both a disruptor and an opportunity.


🦒 A Giraffe Code View
 • Lions roar: “AI will replace you.”
 • Turtles hide: “AI doesn’t matter here.”
 • Giraffes see far: “AI is here. Let’s learn how to use it together—ethically, wisely, and with humanity at the center.”


⚡ The Wisdom Drop

Don’t fear AI.
Fear being the leader who pretends it isn’t here.

Because history doesn’t remember the leaders who ignored change.
It remembers the ones who embraced it—and helped others do the same.


💬 Your Turn:
How is AI already showing up in your work—whether your leaders talk about it or not?

#AI #Leadership #FutureOfWork #HRTech #GiraffeCode

Alex Pyatkovsky nails it! Job searching at 50+ is not “the same as before, but with a better résumé.” It’s navigating a hiring process where the rules have quietly shifted — and where the bias isn’t always blatant, but it’s real.

I’ve seen it firsthand: the “overqualified” label, the “culture fit” euphemism, the subtle assumption that adaptability has an expiration date. Yet, I’ve also seen how those same candidates bring problem-solving skills forged in downturns, leadership under pressure, and adaptability honed long before “agile” was a buzzword.

Experience isn’t the weight in the backpack — it’s the toolkit that gets you over the finish line. Employers who understand that won’t just fill a role, they’ll invest in someone who has already navigated challenges their team hasn’t faced yet.

If you’re 50+ and in the search, the market may hand you extra hurdles — but you also carry the playbook for winning anyway.

Some people think job hunting at 50+ is like job hunting at 30 just with a better resume. It’s not.

It’s walking into a race you’ve already run three times… only to find they’ve moved the finish line, changed the rules, and handed you a heavier backpack while telling you to “keep up.”

It’s updating your LinkedIn profile until it sparkles, learning new software just to prove you can, cutting your resume down to one page (because apparently decades of experience should be summarized like a summer internship), and still getting ghosted after round three of interviews.

It’s smiling through the “you’re overqualified” speech, nodding when they say they’re looking for “fresh perspectives,” and resisting the urge to reply, “My perspective is fresh, it just comes with 25 years of receipts to prove it works.”

You start to notice the coded language.
“Too experienced.”
“Not the right culture fit.”
“Your salary expectations might be high.”

And you realize what they’re really saying: “We think someone younger will cost less, stay longer, and be easier to mold.”

But here’s what they forget at 50+, you’ve been through recessions, layoffs, leadership changes, and industry shifts. You’ve solved problems that didn’t have Googleable answers. You’ve navigated impossible deadlines without AI, survived bosses who made The Office look like a documentary, and kept teams afloat when budgets were slashed.

You’re not stuck in the past. You’re standing on a foundation that took decades to build, one that makes you adaptable, not outdated.

Still, job hunting at this age is humbling. You go from leading strategy meetings to sitting in your kitchen at 2 a.m., rewriting cover letters for companies that may never respond. You start to question yourself. Maybe you are asking for too much. Maybe you aren’t as sharp as you used to be. Maybe the world has moved on without you.

But then you remember, you’ve rebuilt before. From broken roles. From bad bosses. From entire industries changing overnight. You’ve picked yourself up when no one else thought you could.

This season is no different.

So if you’re 50+ and in the middle of the search right now, hear this: you are not done. You are not obsolete. You are not asking for too much when you’re simply asking to be paid what you’re worth.

The right opportunity will not look at your age and see a risk, it will see a return on investment. It will see steadiness in chaos, clarity in complexity, and a work ethic that doesn’t need to be managed every minute of the day.

And when that role comes? You’ll walk in knowing you didn’t just survive the process — you defied it.

Because you’re not just hunting for a job.
You’re proving, yet again, that experience is not a liability.
It’s the advantage that will make you unforgettable.

They’re not quitting the job. They’re quitting the lie.

Stop calling them job hoppers.
They’re not running away.
They’re running toward self-respect.

The sharpest talent won’t stick around for dysfunction, broken promises, or leaders asleep at the wheel. They’ll walk—fast.

If you’re losing them, don’t blame their loyalty.
Check your culture!

Fractional HR Consultant | Reputation Risk Strategist | Compliance & Clarity Architect | Founder, Hérétique Strategies | SHRM-CP For leaders, rebels, and survivors. Not for HR theater.

My client was coming home from work every day in tears. She’d just started a new role, and within a week, Lumina’s client manager told her to quit. Not because she couldn’t handle it—but because she shouldn’t have to. The environment was toxic. The expectations were a mess. The support didn’t exist.

Still, she hesitated. She didn’t want to “let anyone down.” She didn’t want to be labeled a job hopper.

But let’s be real—“job hopper” is just a lazy label slapped on people who move fast when something feels wrong.
It’s what they call you when you refuse to stay stuck.
When you walk out before the damage sets in.

Leaving isn’t weakness. It’s strength.
It’s knowing what you’re worth and not waiting around for someone else to see it.

Employers need to wake the hell up. The truth is, the people you’re labeling as “job hoppers” are often the ones with the sharpest instincts, the clearest boundaries, and the guts to walk when something’s broken. 

They’re not disloyal, they’re self aware….a quality missing in MOST people today. And if you’re still refusing to hire them because they didn’t stick around to be exploited, you’re not protecting your company. You’re repelling the very talent that could transform it. 

The workplace has changed. People aren’t leaving because they’re flaky or uncommitted. They’re leaving because they’re done tolerating dysfunction. If you can’t see that, you’re not leading…you’re asleep at the wheel.

And yes, there are exceptions. Some people bounce without reason, without effort, without care. But your job as a leader is to know the difference. To weed through the noise and spot the ones who aren’t running….they’re refusing to settle. 

The ones who want values you actual follow, not just a mission statement. Standards, not just slogans. A work environment that backs its words with action. If your company’s culture is just branding, don’t be surprised when people walk. They’re not quitting the job. They’re quitting the lie.

🦒 Talent Tuesday: The “War for Talent” Was the Wrong Metaphor All Along

We’ve been talking about the “war for talent” for decades.
But let’s be honest—nobody’s winning.
 • Employers are stretched thin, scrambling to fill skill gaps.
 • Employees are burned out, over-surveyed, and under-supported.
 • The power balance swings back and forth like a pendulum—never landing in a place that feels sustainable.

So no—talent hasn’t “won.” Companies haven’t “won.”
Because this was never meant to be a war.

🌍 The Bigger Picture

Wars create winners and losers.
But workplaces aren’t battlefields—they’re ecosystems.
 • Lions roar about winning the fight for top talent.
 • Turtles hide and wait for the market to stabilize.
 • Giraffes stand tall enough to see further: that the metaphor itself is broken.

The future isn’t about fighting for talent—it’s about cultivating it.
It’s about building environments where people don’t have to fight to be seen, supported, or developed.


💡 The Talent Tuesday Takeaway

The question isn’t: “Who’s winning the war for talent?”
The real question is:
“Are we creating workplaces where talent and business can thrive together?”

That’s not a battle.
That’s a partnership.


💬 What do you think—should we retire the “war for talent” language once and for all? Or does it still ring true in your world?

#TalentTuesday #FutureOfWork #Leadership #EmployeeExperience #GiraffeCode

🧩 Your Talent Strategy Should Answer 3 Framework Questions

Every organization says “people are our greatest asset.”
But if you don’t have a framework for how you attract, grow, and keep talent—then it’s just a slogan.

Here’s the truth: a real talent strategy boils down to 3 questions.
And if you can’t answer them clearly, you don’t have a strategy—you have a wishlist.


1️⃣ Who Do We Need?

This is workforce planning 101—but most companies skip straight to “hiring fast” instead of “hiring right.”

👉 Start by mapping critical skills, roles, and capabilities your business actually needs to grow.
👉 Don’t just ask “how many heads do we need?”—ask “what kind of heads, hearts, and hands do we need?”
👉 Use frameworks like RODES (Role, Objectives, Details, Examples, Sense) to design jobs that attract the right people, not just available people.

If you can’t define who you need, you’ll always hire who you don’t.


2️⃣ How Do We Grow Them?

Recruiting gets all the attention, but retention is built in development.

👉 Use structured frameworks like GROW (Goal, Reality, Options, Will) to turn performance conversations into coaching moments.
👉 Build career pathing frameworks: What does “next” look like here? If people can’t see it, they’ll go find it elsewhere.
👉 Prioritize skills over titles. The future workforce will be built on capabilities, not job descriptions.

If you don’t grow people, they’ll outgrow you.


3️⃣ Why Will They Stay?

This is where culture and strategy collide.

👉 Ask: Why would our best people choose us again tomorrow?
👉 Your EVP (Employee Value Proposition) isn’t your careers page—it’s what employees say about you after they leave.
👉 Retention isn’t perks. It’s purpose. It’s trust. It’s leaders who stand tall enough to see people, not just performance.

If you don’t know why people would stay, you’ve already told them why they should leave.


🦒 The Giraffe Code Lens
 • Lions roar about headcount and hustle.
 • Turtles avoid the tough questions until it’s too late.
 • Giraffes stand tall enough to ask the deeper questions—Who? How? Why?—and then lead with height, grace, and truth.

That’s the kind of talent strategy that wins.

⚡ The Takeaway:
Your talent strategy isn’t about slogans or perks.
It’s about clarity:
 1. Who do we need?
 2. How do we grow them?
 3. Why will they stay?

Answer those, and you won’t just compete for talent—you’ll keep it.

💬 Your Turn:
Which of these 3 questions does your organization struggle with most right now?

#TalentTuesday #Leadership #TalentStrategy #FutureOfWork #GiraffeCode

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