Lucinda speaks with data protection expert Sarah Hodgkin-Bates about the critical overlap between HR and compliance, specifically regarding the handling of employee personal data.  They examine the importance of setting a company culture of transparency and cooperation by properly managing data protection, and discuss the legal frameworks governing data (GDPR/Data Protection Act 2018), how to manage access to different types of employee records (e.g., payroll vs. disciplinary), and the challenges organisations face with complex areas like Subject Access Requests (SARs) and the proper retention of sensitive data. KEY TAKEAWAYS Being transparent about how employee data is used, often via separate employee privacy notices, builds a positive, co-operative company culture and a better employee brand. A core principle of data protection is to minimise access. Access should only be given to individuals who strictly need it for their job or role (e.g., payroll staff, but not the whole accounts team). Subject Access Requests (SARs) are often raised during complaints to create stress. Organisations must have a clear procedure and recognise that a SAR must be fulfilled within one month, as failure to comply could lead to regulatory body involvement. Data protection classifies certain types of personal data (like protected characteristics under the Equality Act 2010 or biometric data from CCTV) as 'special category data,' requiring elevated security measures like encryption and limited access. BEST MOMENTS "If you get your data protection right, you are creating a spirit of transparency and cooperation." "A basic principle of data protection is to minimise access. So you would only give access to people that strictly need it for their job or role." "Subject Access Requests... are usually raised because someone has a complaint or a grievance and they're looking to gather evidence or to create stress and hassle." "If you are challenged by an employee, you must be able to give them an open and honest answer about how you're using your data and why you're using it." VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ CONTACT SARAH LinkedIn - https://www.linkedin.com/in/sarah-hodgkin-bates-35a035177/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda speaks with Kate Fletcher, founder of FutureX Leaders, about the evolving landscape of leadership and the emotional challenges leaders face today.  They discuss the findings of recent research highlighting that a significant number of leaders feel pressured to perform rather than be their authentic selves, leading to emotional exhaustion, and highlight the importance of intentional leadership practices and the value of community in navigating the complexities of modern organisational life KEY TAKEAWAYS A significant number of leaders (90%) feel pressured to perform rather than be their authentic selves, leading to emotional exhaustion for nearly 70% of them. This highlights the need for better support systems for leaders to manage their emotional well-being. There is a growing recognition that leadership must evolve to be more human-centric, focusing on adaptability, emotional fluency, and psychological safety. This shift is essential for leaders to navigate the complexities and uncertainties of today's business environment. FutureX Leaders emphasises the value of peer support and connection. Regular interactions within peer cohorts foster trust, belonging, and accountability, allowing leaders to share experiences, solve problems collaboratively, and learn from one another. Traditional classroom-based leadership training is deemed ineffective. FutureX Leaders advocates for a more practical approach, where leaders engage in real-time learning and practice, enabling them to apply concepts directly to their work environments. BEST MOMENTS "90% of leaders feel the pressure to perform rather than actually show up as who they really are." “What we need is a real shift towards much more human leadership... about adaptability, emotional fluency, psychological safety." "Classroom-based leadership development just doesn't work. People need something frequent, regular, that's about the practice of leadership." "If you are exhausted at work, then that actually feeds over into your home life as well." VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ CONTACT KATE LinkedIn - https://www.linkedin.com/in/katefletcher-ceo-mentor/ Substack - https://substack.com/@thekatefletcher ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda is joined by special guest Matthew Adam, to look at the concept of systemic psychotherapy, exploring how its principles, rooted in understanding the interconnected nature of relationships within a system, are highly relevant to organisational leadership.  Using a 5x5 model framework—which balances five essential team functions against five common team dysfunctions—they examine the active, proactive process required to foster a healthy, high-performing organisational culture. KEY TAKEAWAYS Systemic psychotherapy focuses on relationships and the interconnected nature of elements within a system, similar to how an ecosystem or a family operates, and this thinking is highly applicable to improving organisational systems. The 5x5 model addresses the "five dysfunctions of a team" by balancing them against five essential team functions, providing an active, hands-on framework for improving team dynamics and performance. Working on the model creates a positive, multi-modal, and circulatory impact across the organisation, meaning that strengthening one area simultaneously enhances all other areas due to the interconnected nature of the system. The starting point for implementing the model is encouraging a reflective space where leaders address questions about how they can improve and what they would like to do differently, moving from a problem-saturated focus to a strength-based position. BEST MOMENTS "Systemic psychotherapy is really about relationships. It's about how do we understand the interconnected nature of the elements that comprise a system and how they interact with each other." “Dysfunction doesn't have to mean dysfunctional" "Working on one particular area, you're positively impacting all of the others simultaneously." "We sometimes have to define our structure so that not only are we addressing team dynamic, but we're also introducing agility and flexibility." VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠Mastering Motivation with Rob Lion (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ CONTACT MATTHEW LinkedIn - https://www.linkedin.com/in/matthew-adam1/ 5x5 Website - http://www.the5x5model.com/ For Consulting - http://www.systemicsolutionsconsulting.co.uk/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda is joined by allyship expert Julie Kratz, who discusses her research on why people with power often disengage from conversations about diversity and inclusion, feeling either "threatened" or "irrelevant."  Together they explore her latest book, which outlines a "use fear as fuel" strategy and introduces a framework for building allyship programs. Julie stresses that everyone has power and a social responsibility to champion inclusion, arguing that strong allyship is less about transactional "doing" and more about building meaningful relationships that lead to personal fulfilment, better team dynamics, and positive organisational change. KEY TAKEAWAYS Many people in positions of power, particularly white men, do not believe conversations about diversity and inclusion are meant to include them, often fuelled by fears of status loss, irrelevance, or the belief that allyship offers "all risk, no reward." Everyone has power, and the first step to becoming an effective ally is to build a strong "allyship why" rooted in the understanding that humans are a social species whose survival and happiness depend on collaboration and helping one another. Effective allyship involves moving beyond individual action to creating systemic change, which includes building highly customised allyship programs that focus on key behaviours like modeling and storytelling to make inclusive practices contagious. Organisations need to focus on building inclusive policies (e.g., caregiving leave, pay equity) and objective hiring and promotion processes to minimise bias, as people are often judged on potential (if they resemble current leadership) or actual performance (if they are different). BEST MOMENTS "The first step that I offer is really building your allyship why. Like why do you want to be helpful to other people?" "Power's not bad, it's what you do with it that matters. And so don't you want to be on the good side of history, like don't you want to be the one that's standing up to social issues, even if it doesn't impact you?" "The more you are look and act like the C-suite leader, that again is predominantly white male, the more you have proxy to power." "Modelling plus storytelling. So I can model the behaviour, and you could be like, 'Yeah, that's great for Julie, but that doesn't really work for me and my style.' But what if I told you a story in addition to that, that you could kind of see yourself in?" VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ CONTACT JULIE Her LinkedIn- ⁠https://www.linkedin.com/in/juliekratz/⁠ The Next Pivot Point Website - ⁠https://www.nextpivotpoint.com/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda looks at the critical role of organisational culture in driving high performance and compliance, emphasising that culture, often defined as "the way we do things around here," significantly influences employee engagement, behaviour, and decision-making.  She also discusses practical tools for mapping and diagnosing culture, such as Cameron and Quinn's cultural diagnostics and the cultural web, while highlighting the importance of psychological safety in fostering a learning environment KEY TAKEAWAYS Tools such as Cameron and Quinn's cultural diagnostics and the cultural web can help organisations assess their current culture and identify areas for improvement Creating a culture of psychological safety is vital for effective learning and development. Employees should feel comfortable making mistakes, asking questions, and providing feedback without fear of negative consequences. Leaders play a critical role in shaping organisational culture. Their behaviours and values set the tone for the entire organisation. It is important for leaders to model the desired behaviours and encourage ethical decision-making. Compliance is increasingly viewed as a cultural issue rather than just a regulatory requirement. Organisations should embed compliance values into everyday processes and decision-making to ensure that employees understand the importance of compliance beyond mere tick-box exercises. BEST MOMENTS "Culture is so hard to define. It defines how our people show up. It defines what they prioritise, how aligned their actions are, the values they promote." "If we want to drive high performance, we are either pushing against the tide or we're going with it. And the tide in this case is culture." "Psychological safety was the top factor in terms of generating high performance teams." "Culture makes a massive difference. It’s not just about compliance; it’s about whether the people follow things." VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda examines talent retention and development, building on the previous discussion about attracting talent, and emphasising the importance of creating a high-performance culture that not only draws in great people but also keeps them engaged and motivated. Lucinda explores the evolving definition of talent, highlighting the need for inclusivity and recognising diverse contributions within organisations KEY TAKEAWAYS Talent should not be limited to a select group of high performers or leaders. It encompasses a diverse range of individuals, including specialists, reliable experts, and emerging leaders, highlighting the importance of recognising and harnessing everyone's unique contributions. Organisations often invest heavily in recruitment but neglect onboarding and ongoing development. To retain talent, it's crucial to provide meaningful career opportunities, learning and development options, and a sense of purpose beyond just a pay cheque. The shift to hybrid work has changed how employees engage with their organisations. Companies need to ensure that visibility and performance evaluations are fair and inclusive, avoiding biases that may arise from physical presence in the workplace. Engaging employees in their career development is essential. This involves regular performance conversations that focus on individual aspirations and growth, allowing employees to take an active role in shaping their career paths. BEST MOMENTS "We know that talent is broad. It's about seeking out everybody's talent. Talent is your high-performing specialist... Everyone plays their part." "People want more than a pay cheque. They want purpose, flexibility, growth, and to feel that their career is moving forward." "If you think of a modern talent strategy... it needs to be conscious, intentional, and on their terms as well." "We need to engage the individual in driving their career. People want choice, autonomy, and clarity on how they can grow." "Don't start investing and don't bite off more than you can chew. Start small and then turn those insights into action." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Lucinda examines the critical topic of recruiting and onboarding talent as part of the high-performance series, stressing the fact that attracting and retaining the right people is not merely an HR task but a strategic business priority that requires clarity and collaboration KEY TAKEAWAYS Before starting the recruitment process, it's essential to have a clear understanding of the role's requirements, including necessary skills, behaviours, and cultural fit.  Treat candidates with respect throughout the recruitment process. Ensure transparent communication, provide timely feedback, and create a human-centred experience to enhance your employer brand. Implement structured interviews with standardised questions to ensure fairness and reduce bias. Use techniques like the STAR model to help candidates articulate their experiences effectively. Maintain engagement with new hires between the acceptance of their offer and their start date. Personalise the onboarding experience to help them feel welcomed and connected to the team, while also setting clear expectations for their role. BEST MOMENTS "Attracting and retaining the right people is so much more than a tick box HR task, isn't it? It's a strategic business priority." "It's about having purpose, understanding what it is that we really need to achieve. It's not about dusting off an old job description." "Job seekers today are savvy. They're not just looking at our job description; they'll be checking out the Glassdoor reviews, LinkedIn presence, maybe company values." "Make sure that the communication around it is real, is personal. It's very interesting because when it's just a massive numbers game, it's quite hard." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk  Dr Jo Burrell - https://uk.linkedin.com/in/dr-jo-burrell-04901a96 ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter

Lucinda discusses the importance of cultivating a learning culture within organisations, emphasising that learning should be embedded in every aspect of organisational life rather than limited to traditional training courses. Drawing on insights from industry experts, the episode explores the concept of psychological safety and its role in fostering an environment where employees feel safe to ask questions, admit mistakes, and challenge the status quo. KEY TAKEAWAYS A learning culture is defined as one where learning is embedded in every aspect of organisational life, moving beyond traditional training courses to create an environment that encourages continuous development and innovation. Creating a psychologically safe environment is crucial for fostering a learning culture. Employees should feel safe to ask questions, admit mistakes, and challenge ideas without fear of embarrassment or punishment. The framework of Environment, Permission, and Culture (EPC) is essential for establishing a learning culture. Organisations need to create the right environment, give employees permission to learn, and cultivate a culture that values learning at all levels. Learning and development initiatives should align with the organisation's strategic goals to ensure that learning is purposeful and contributes to overall business success. This alignment helps justify investment in learning programs. BEST MOMENTS "Having opportunities to learn and grow is one of those key questions when you look at employee engagement." "We need to create this environment where it's okay for people to speak up, to ask questions, to admit mistakes, or admit they don't know the answer without the fear of embarrassment or punishment." "A high-performing learning culture doesn't come from one-off training, sticking plasters, and it doesn't come from ticking boxes." "If you look at where your strategic challenges are for the business, make sure that the L&D is aligned to that." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Lucinda studies the topic of "Reward for Performance: What Really Works?" as part of our high-performance series. She explores the multifaceted nature of rewards, emphasising that while monetary compensation is often the first thought, it is not the only—or necessarily the most effective—motivator for high performance. The discussion covers the importance of defining high performance within organisations, the role of recognition and intrinsic motivators, and the potential pitfalls of performance-related pay. KEY TAKEAWAYS High performance in organisations is not solely defined by output or sales figures. It encompasses behaviours, values alignment, teamwork, and leadership qualities.  Recognition plays a crucial role in motivating employees. Regular, specific, and timely feedback can significantly enhance engagement and performance.  While performance-related pay can motivate high performers, it must be transparent, well-defined, and linked to clear performance expectations.  In environments where financial rewards are limited, organisations can explore non-monetary rewards such as flexible working arrangements, learning opportunities, and personalised recognition.  BEST MOMENTS "High performing organisations are 2.5 times more likely to have aligned performance expectations and recognition systems." "Recognition really does matter. And also, we have to think about intrinsic reward, motivation." "If you look at the evidence around what drives high performance, goal setting with regular feedback is one of the strongest sustainable drivers." "The most effective rewards come from truly understanding what motivates our people." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk Lou's Marathon Programme ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Lucinda welcomes returning guest Dr. Jo Burrell, a clinical psychologist and co-founder of Ultimate Resilience. They delve into the alarming findings of the latest HR Wellbeing Report, which reveals that nearly half of HR professionals are experiencing clinical levels of depression, significantly higher than the general population. With over 1,400 respondents, the report highlights a stark disparity between the mental health struggles faced by HR professionals and the support they receive. Jo discusses the importance of open conversations about mental wellbeing in the HR field, the need for systemic support such as supervision, and practical tips for building resilience. KEY TAKEAWAYS The recent HR wellbeing report revealed that 44% of HR professionals meet the threshold for clinical levels of depression, which is 2.5 times higher than the general population. Additionally, 63% are likely experiencing significant symptoms of burnout. Despite the high levels of suffering, only 13% of HR professionals reported feeling very supported at work regarding their mental wellbeing. This indicates a significant gap between the mental health challenges faced and the support available. There is a "conspiracy of silence" surrounding HR wellbeing, where professionals feel they cannot express their struggles. Encouraging open discussions about mental health and creating a supportive environment is crucial for addressing these issues. Setting clear boundaries between work and personal life is essential for preventing burnout. HR professionals need to be assertive in protecting their time and wellbeing, which includes disconnecting from work after hours. BEST MOMENTS "What we found was 44% of respondents meeting the threshold for clinical levels of depression, which is two and a half times higher than we would expect to see in the general population." "There's a big disparity between the level of suffering and the degree of support that's available for people." "I think there's been a lack of acknowledgement that this has become a profession that is incredibly challenging." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk  Dr Jo Burrell - https://uk.linkedin.com/in/dr-jo-burrell-04901a96 ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda continues the High Performance HR series by focussing on the critical elements of performance management that drive high performance within organisations. She talks about the importance of clear goals, regular feedback, ongoing development, and a supportive culture in fostering employee engagement and performance. Lucinda also outlines practical strategies for implementing continuous performance management, moving away from traditional annual appraisals to a more dynamic approach that includes regular check-ins and coaching conversations. KEY TAKEAWAYS High performance is driven by clear goals supported by regular, constructive feedback. Engaging employees in setting their own SMART goals significantly enhances their engagement and performance. Moving away from traditional annual appraisals to a culture of ongoing performance conversations is essential. Regular check-ins, goal adjustments, and developmental feedback foster a dynamic and responsive work environment. Ongoing development and coaching are critical for employee engagement and performance. Managers should adopt a collaborative coaching style, encouraging employees to reflect on their performance and identify areas for improvement. Acknowledging high performance behaviours boosts morale and reinforces desired actions. Recognition should be timely and specific to ensure employees feel valued and motivated. BEST MOMENTS "Clear goals supported by regular feedback is the most consistently cited way to achieve high performance." "Continuous performance management is trying to create a culture of ongoing dialogue between managers and employees." "If goal setting is a living, breathing process, it’s not something that’s gathering dust in a drawer for years." "Employees who receive daily feedback from their managers are three times more likely to be engaged than those who receive just annual feedback." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/ HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda continues the High Performance HR series by delving into the critical roles of leadership and management in fostering a high-performance culture within organisations. It begins with a clear distinction between leadership and management, emphasising that while both roles are essential, they serve different functions—management focuses on planning and organising, while leadership is about inspiring and setting direction. The episode outlines practical strategies for HR professionals to influence and embed effective leadership and management behaviours, including defining expectations, role modelling, and providing training KEY TAKEAWAYS Leadership focuses on setting direction and inspiring others, while management is about planning, organising, and ensuring day-to-day operations run smoothly. Both roles are essential for driving high performance in an organisation. Effective leadership and management behaviours significantly influence employee engagement and organisational culture. Managers account for up to 70% of the variance in employee engagement scores, highlighting their critical role in fostering a high-performance environment. HR professionals can shape leadership and management culture by defining clear expectations, role modelling desired behaviours, and recognising and rewarding effective management practices. Establishing a management charter can help set these expectations. Providing ongoing training and development opportunities for leaders and managers is crucial. This includes essential people management skills, coaching, mentoring, and 360-degree feedback to enhance self-awareness and improve leadership effectiveness. BEST MOMENTS "Managers make sure we do things right. Leaders make sure we do the right things." "Good leadership is not nice to have. It's essential because leaders and managers both contribute to a high performance culture." "If you want more engaged people in your organisation, look at the behaviours of your managers and leaders." "It's really about showing that we value leadership and management." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/ HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda discusses Practical Organisational Development (OD) and its connection to high performance. She focusses upon the definition of OD, emphasising its role in enabling sustained organisational performance through the involvement of people. Lucinda also outlines key topics related to OD, such as organisational structure, talent management, and culture change, and introduces a five-step process for implementing OD interventions. KEY TAKEAWAYS OD is a planned and systematic approach to enhancing sustained organisational performance through the involvement of its people. It aligns structural, cultural, and strategic elements to meet the evolving needs of the business environment. The process includes diagnosing needs, exploring options, implementing the plan, and evaluating the impact. This cyclical approach ensures that interventions are evidence-based and aligned with organisational goals. Berk-Litwin Model: This model identifies 12 key factors influencing organisational change and performance, highlighting the causal relationships between transformational factors (like leadership and culture) and transactional factors (such as structures and management practices). Practical applications of OD can be seen in various contexts, such as a retail bank undergoing digital transformation or an NHS organisation adapting to new mandates. Each scenario requires tailored strategies to address leadership, culture, systems, and individual performance. BEST MOMENTS "Organisational Development is a planned and systematic approach to enabling sustained organisational performance through the involvement of its people." "The Berk-Litwin model shows how there are causal relationships between them. Everything's like a lever; you tweak one and it might affect the other." "If you're making changes, helping people to understand the why, so that they don't see it as being knee-jerk, is crucial." "It's really easy to make sure you always know why you're doing something and try to connect all activities with the business strategy." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

In this second part of High Performance HR, Lucinda talks about how to target and measure success within HR functions. She discusses the importance of utilising data to demonstrate HR's impact on business value, emphasising the balanced scorecard framework as a strategic tool for aligning HR activities with organisational goals. Lucinda also talks about various metrics, including engagement surveys, employee net promoter scores, and foundational HR metrics, while also highlighting the role of AI in enhancing recruitment and operational efficiency KEY TAKEAWAYS The balanced scorecard is a strategic performance management tool that aligns business activities with strategic objectives, moving beyond traditional financial metrics to include customer satisfaction, internal processes, and organizational capacity. HR professionals should focus on identifying and measuring key metrics that demonstrate the value of HR initiatives, helping to establish credibility and align HR strategies with overall business goals. Employee engagement surveys, pulse surveys, and employee net promoter scores (eNPS) are essential tools for gathering data on employee satisfaction and engagement, which can inform HR strategies and initiatives. When developing a balanced scorecard, it is crucial to select a few relevant metrics from each quadrant that align with the organisation's goals, rather than attempting to measure everything, which can dilute focus and impact. BEST MOMENTS "It's about looking at how we can discard the soft and fluffy suggestion... and we can choose the right data, methods of gathering data and metrics that will help demonstrate business value."  "The balanced scorecard is more of a holistic approach of strategic execution, helping you to do things more broadly, and it's going to lead to more sustainable success."  "If you want to ultimately impact financial performance, you need to start with learning capacity." "What gets measured is seen as what matters." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda presents the first instalment of the High Performance HR series, focusing on maximising personal impact as HR professionals, emphasising the importance of self-awareness, encouraging listeners to identify their unique strengths, values, and areas for development. Lucinda talks about five key areas: knowing oneself, setting personal career goals, overcoming imposter syndrome, defining how to add value to the organisation, and building relationships for long-term success KEY TAKEAWAYS Understanding your core values is essential for making aligned decisions in your career. Reflect on past experiences to identify what truly fulfils you and how your values influence your choices. Define what you want to achieve in your career and life. Consider your ambitions, the type of organisation that suits you, and how your personal and family plans may impact your career trajectory. Recognise feelings of self-doubt and understand that many people experience imposter syndrome. Track your achievements, seek support from trusted colleagues, and challenge negative thoughts to build confidence. Understand your organisation's vision, mission, and values. Align your HR strategies with these elements to add real value and position yourself as a thought leader within your organisation. BEST MOMENTS "Before we can make a meaningful impact as HR professionals in the businesses we work for, we need to understand ourselves first." "Your values will, know it or not, they will be influencing decisions you make, career paths you follow, the things that you find fulfilling and the things that you find grating." "Recognise if you are not taking on new challenges because you've got a fear of failure." "If your organisation doesn't have a clear vision, mission and values, think about why not; could you help the organisation to develop them?" VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda introduces an exciting new series titled "High Performance HR," aimed at providing practical insights and tools for HR professionals looking to drive strategic impact within their organisations. She discusses how each episode will be focusing on key aspects of high-performance HR, including individual purpose, strategic alignment, organisational development, leadership, performance management processes, reward strategies, talent development, and cultural mapping. KEY TAKEAWAYS The podcast is launching a new series titled "High Performance HR," aimed at providing practical insights and tools for HR professionals to enhance their strategic impact within organisations. The series will emphasise actionable tips and strategies that HR professionals can implement to align their people strategy with organisational goals, fostering a high-performance culture. The series will cover various topics, including individual purpose, strategic alignment, organisational development, leadership, performance management processes, reward strategies, learning culture, talent management, and cultural development. Listeners are encouraged to share the podcast with others, leave reviews, and provide feedback on the content to ensure it meets their needs and expectations. BEST MOMENTS "I want to provide you as listeners with helpful tips that you can genuinely put into practice." "High Performance HR is about making sure that our people strategy is aligned with our business goals." "Great leadership is at the heart of a high performance culture." "This series is designed to be practical, thought-provoking, and something that you can put into practice." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda welcomes Jeannette Crisp, the Director of People and Culture at the Duke of Edinburgh's Award. Jeanette shares her journey into HR, highlighting her diverse experiences in the public sector and the importance of strategic thinking in people management. She discusses the development of the organisation's people strategy, the significance of employee engagement, and the impact of their work on young people KEY TAKEAWAYS The importance of working in roles that have a meaningful impact on individuals and communities is crucial. Engaging with organisations that focus on making a difference, such as charities and the NHS, can be highly motivating. Strategic thinking can be cultivated through a combination of practical experience and formal education. While a master's degree can provide valuable theoretical knowledge, real-world experience and the ability to influence and shape organisational culture are equally important. Building strong relationships and understanding diverse perspectives within an organisation is crucial. Engaging with individuals at all levels, including those in non-managerial roles, can provide valuable insights and enhance organisational culture. Embracing every opportunity for learning, whether through mentorship, coaching, or challenging assignments, is vital for personal and professional growth. Being open to discomfort can lead to significant development. BEST MOMENTS "If we're doing our jobs right, then we're enabling more young people and we're reaching out to more marginalised young people and enabling them to hopefully realise their potential." "If you've got a process, you must, must, must follow it... you go back and you change that process afterwards and you improve it and you learn." "It's all about applying it and embedding it; it's definitely not something you just get a tick box." "Don't ever assume that you'll make everybody happy... there will be people that you will never make happy." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda welcomes Ruth Cornish, an independent Chief People Officer with a diverse background in HR across various industries, including financial services, retail, and public sector. Ruth shares her journey from temping at American Express to founding her own HR consultancy, discussing the challenges and successes she encountered along the way, including her experience with cancer and how it shaped her business model. The conversation delves into the importance of resilience, strategic thinking in HR, and the value of having a positive mindset. KEY TAKEAWAYS Working across various industries, such as financial services, retail, and public sector, allows professionals to gain a broader perspective and apply transferable skills, enhancing their ability to add value in different organisational contexts. A positive mindset can significantly influence outcomes, especially in challenging situations. Believing in the ability to overcome difficulties can lead to better recovery and resilience. Strategy can be distilled into a simple concept: understanding where an organisation is now and where it wants to be in the future. Effective HR professionals can translate this vision into actionable plans that benefit employees at all levels. Identifying and leveraging personal strengths is crucial for career success. Professionals should seek roles that allow them to excel in their areas of expertise rather than trying to be an expert in every aspect of their field. BEST MOMENTS "I think that being independent and looking after lots of different businesses allows you to add value and spot things in a way that you wouldn't if you were just internal in one industry." "I think it's important for our economy to grow to get that full HR support. We need it. How can we support it?" "Don't think you have to be an expert in everything. It's fine to say I don't know, or I'll look it up." "If you focus on looking up and creating things that will make things go right, then hopefully that should mean that fewer things go wrong." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda talks to Jen Scherler, the Global Head of Country Consultants at Cisco, to discuss her career journey and the evolution of her role within the organisation. Jen shares insights into managing HR activities across 95 countries, emphasising the importance of compliance and the challenges of navigating different cultural landscapes. She reflects on her transition from an individual contributor to a leader of leaders, highlighting the skills necessary for success at this level, such as building relationships and fostering a collaborative environment KEY TAKEAWAYS In a leadership role, it's essential to focus on identifying problems and orchestrating solutions rather than knowing every detail. Building a network of knowledgeable individuals and leveraging their expertise is crucial for effective decision-making. Establishing strong relationships within the organisation is vital. Engaging in conversations to understand the needs and challenges of others fosters collaboration and creates a positive work environment, enhancing overall effectiveness. It's important to see how individual contributions fit into the broader organisational ecosystem. This perspective helps in recognising the interdependencies between different roles and functions, leading to more strategic thinking. Having mentors and supporters who can provide constructive feedback and encouragement is invaluable. They can help counter self-doubt and provide insights that reinforce confidence in one's abilities. BEST MOMENTS "As a leader, you don’t need to know everything. What you need to do is identify the problem and find the right information to move forward." "You have to be able to slightly distance everything that's going on and take a step back, being calm and analytical about what the problem is." "I genuinely care for the people I work with, the people I work for, and the people that work for me. I care about the work we do and the outcomes it drives." "When I first took the role, the country teams sat in the background. Now, they are fundamental in getting employees onboarded during major strategic projects." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda is joined by Helen Ketteringham, the Chief People Officer at NCFE, an education charity based in the North East of England. Helen shares her journey in HR, detailing her 20 years of experience across various sectors, including retail and financial services, before stepping into her current role. She discusses the importance of navigating uncertainty in leadership, the value of a coaching culture, and the significance of continuous learning. KEY TAKEAWAYS A commitment to lifelong learning is essential for personal and professional growth. Adopting a learning mindset helps navigate the complexities and uncertainties of the workplace. Establishing a coaching culture within an organisation is crucial. It not only empowers leaders to support their teams effectively but also fosters a collaborative environment where individuals can develop their skills and self-awareness. Comfort with ambiguity and uncertainty is a vital skill for leaders, especially in HR roles. Embracing change and viewing it as an opportunity can lead to innovative solutions and better organisational outcomes. Building strong networks both internally and externally enhances the ability to address challenges and leverage diverse expertise. Collaboration is key to achieving strategic goals and fostering a supportive workplace culture. BEST MOMENTS "What I was looking for was a real sort of sense of purpose and meaning... it was definitely meaning I was looking for and it's definitely delivered on that." "I think the biggest difference for me... is around navigating uncertainty... we need to understand that ourselves." "If you're somebody who really likes certainty, you feel like you need to have all the answers... but in actual fact, no one has all the answers." "It's about linking through those approaches to business outcomes further down the line... storytelling is really helpful." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/