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#81 Top of Mind for Leaders
The One Minute For: Leaders & Kind, Top of Mind in HR, and Finding the Perfect Match:
Art Voloshyn
September 24, 2024
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IN TODAY’S EPISODE 👀
Table of Contents
THE ONE MINUTE TO GET INSIGHTS ✨
 | Do Leaders Need to Be Kind? How Kindness Builds Trust and Drives Business |
In today’s fast-paced business environment, the significance of kindness in leadership is often overlooked. However, genuine kindness, fueled by empathy and mindfulness, is now recognized as a key driver of business success, building trust and fostering positive relationships within teams.
Key Insights:
Kindness Builds Trust: Genuine empathy and kindness enhance collaboration and improve employee morale.
Leadership with Presence: Leaders who actively listen and remain present are better equipped to lead effectively.
Productivity Through Kindness: Kindness in leadership correlates with increased productivity and better business outcomes.
Kindness and Organizational Culture: Shifting from cutthroat to empowering environments strengthens team spirit and employee well-being.
Trust as the Foundation: Building trust through kindness is essential for long-term organizational success.
Leadership today requires a shift from traditional authoritarian models to one rooted in kindness and empathy. Leaders who genuinely care about their teams, actively listen, and remain present can build trust and foster positive environments. This approach not only strengthens team collaboration and morale but also enhances productivity and business outcomes. Kindness is no longer just a nice-to-have trait—it’s a vital leadership quality that drives success and retains talent in modern organizations.
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THE ONE MINUTE OF EXPERT VOICE 🎙
 | What’s Top of Mind in HR: End of Summer Roundup |
As we head into fall, the HR landscape is buzzing with conversations around generative AI, hybrid work models, professional development, and toxic workplace cultures. Here are four key reads that caught my eye, offering valuable insights on these pressing topics.
 | Laurel Kalser: GenAI Kalser highlights a surprising gap: employees are embracing generative AI at a much faster rate than their companies. McKinsey research shows 91% of workers are already using AI in some capacity, while organizations lag behind. The solution? Companies must seize the momentum by investing in upskilling their workforce and strategically integrating AI into talent management. |
 | Paige McGlauflin: Hybrid Work McGlauflin explores the rise of “hushed hybrid” arrangements, where managers allow employees to work remotely despite official return-to-office (RTO) mandates. While it offers flexibility, this trend breeds inequity and secrecy. The key takeaway? Employers need to understand the reasons for non-compliance and offer hybrid solutions that encourage meaningful in-office collaboration. |
 | Shawna Simcik: Employee Development Simcik emphasizes the power of employee development, citing a Deloitte study that reveals companies focused on learning are 92% more likely to innovate. By prioritizing comprehensive training, organizations not only retain top talent but also lead in market advancements. Employee growth directly translates into business growth. |
 | Sharlyn Lauby: Toxic Work Cultures Lauby’s deep dive into toxic work environments shows they still persist, driving 20% of U.S. employees to quit, costing billions in turnover. The solution lies in fostering psychological safety, ensuring employees feel heard without fear of retribution. It’s not just about culture—it’s about improving engagement, retention, and compliance. |
The future of work is rapidly evolving, with generative AI, hybrid flexibility, employee development, and addressing toxic cultures all taking center stage. Leaders must embrace these changes, listen to their employees, and invest in tools that foster innovation, trust, and engagement. Whether it's integrating AI, crafting hybrid policies, or developing talent, now is the time to ensure your organization thrives in this dynamic environment.
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 | Finding the Perfect Match: How Person-Job Fit Drives Organizational Growth |
Finding the perfect alignment between employees and their roles—person-job fit—can significantly impact organizational growth. Here’s a step-by-step guide to assessing and improving person-job fit to ensure your team thrives.
How to Do It
1. Clearly Define Job Requirements and Organizational Culture
Before assessing candidates, it’s essential to outline clear job descriptions and convey your organizational culture. This clarity helps attract the right candidates whose skills and values align with the role and your company's mission.
2. Use Behavioral Interviews
Behavioral interviews allow you to evaluate how candidates have handled real-life situations. Asking them to share specific examples from their past reveals their problem-solving abilities, teamwork, and cultural alignment.
3. Incorporate Skills Assessments
Skills assessments provide practical insight into whether a candidate possesses the technical abilities required for the job. These tests ensure that the candidate can meet the job's demands.
4. Evaluate Cultural Fit
Cultural fit plays a crucial role in long-term success. Involve team members in the interview process and use surveys to determine how well a candidate’s values and work style align with your organizational culture.
5. Provide Realistic Job Previews
Offering candidates a realistic view of the role, including its challenges and rewards, helps them assess if the position matches their expectations, reducing the risk of turnover later.
6. Continuous Feedback and Development
Even after hiring, it’s vital to regularly assess and provide feedback. Ongoing development opportunities help align employees with their roles and allow for growth within the organization.
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