CareerAgility LLC

Every time I vote, I think of the thousands of people who sacrificed everything for this right and privilege. To vote is to have a voice and be actively engaged in society. Yet today, many choose not to exercise it. We live in divided times, but ironically, we all want the same basic things. To be: ✔️ Respected ✔️ Heard ✔️ Successful ✔️ Safe and secure ✔️ Loved ✔️  Trusted Remember in Kindergarten when sharing was simple and encouraged? My elementary school report card included a grade for our ability to work together. Perhaps it's time to remember what unites us - our shared humanity and the simple wisdom of kindness. We all thrive when we remember our humanity, listen more, and practice empathy. I have to constantly remind myself to “practice kindness and random acts of beauty.” 

Do a deep dive into your workplace dynamics 🔦 Data insights shed light on what's working, what needs attention, and what requires redesign. But how comprehensive is your view? 🔍🤔 Our approach provides a comprehensive understanding of your organizational ecosystem. Get ready for a 360° perspective on your workplace. 💯 Our big reveal is fast-approaching. Stay tuned. 📆📣 #HiWorksSolutions #DataDrivenInsights #WorkplaceRevolution

You've heard about the big changes coming. 👀 We've hinted at our unique approach to data. 📊 Now, imagine a tool that unlocks potential across your entire workforce. 🔓 What if you could measure the unmeasurable? Our solution goes beyond traditional metrics providing insights you've that shines a bright light in the recesses of your organization. Stay tuned. We're almost ready to show you how. #ComingSoon #HiWorksSolutions #WorkplaceRevolution

The workplace revolution begins with a new perspective on data. We've designed a solution for hearing every voice in your organization. 🗣️👥 Can you guess what it is? Hint: It combines the power of quantitative and qualitative insights we mentioned yesterday. 📊🔍 #ComingSoon #WorkplaceRevolution #HumanInfrastructureArchitect # Unlocking your organization's true potential

I just read a piece in the Biz Women regarding the “power” shift from an "employee" to an "employer" job market. The title says it all: It's not just salary. Employers are cutting back on other benefits. The article cited the following stats based on research conducted by ResumeTemplates: 💣 27% of companies have reduced current employees’ salaries 💣 23% of companies reduced paid time off 💣 21% decreased or removed stock options/equity grants 💣 20% eliminated meal allowances 💣 19% have reduced or eliminated 401(k) matching 💣 19% have cut back on employee wellness programs 💣 16% cutting back health care benefits; and last but not least 💣 15% are reducing parental leave benefits. These reductions in conjunction with requiring a return to the office is a recipe for disaster. It ultimately leads to further disengagement, attrition, and burnout in the "ranks" while the C-Suite and shareholders' benefits remain unchanged. The question is: Do these same companies cut back on their investment in their technical infrastructure? The people side of the business is equally as important, if not more so, than the technical one. Research continues to demonstrate that profitability increases concurrently with employee engagement.  Yet, companies would rather place profitability (which is important) ahead of investing in their human infrastructure -- the people. Do you agree? If not, please let me know so I can broaden my understanding and perspective. #employeeengagement #humaninfrastructure #returntooffice https://lnkd.in/ePnxnzwC

Thank you, John Cribbs, Ph.D., for inviting me to be the inaugural presenter tomorrow (9/24) at Wentworth Technical Institute's Dean's Panel. The topic I will be speaking about is “The Art of Being a Professional Human Being.” The purpose of tomorrow's provocative yet practical program is to make visible the invisible aspects of professionalism, humanness, and presence to enhance individual, team, and organizational success. As Jonathan Swift said: “Vision is the art of seeing the invisible.” 

Are you joining us? Tune into tomorrow (Tuesday 8/27) "Ask Nancy" for an insightful conversation Nancy Burger and I will be having on topics related to human capital and approaches for maximizing your investment in your people. Come with questions, comments and insights you have about the human side of business. Hope you'll join us! Date: Tuesday 8/27 Time: 11:00 a.m. ET/8:00 PT, Where: Linkedin: https://lnkd.in/eBQ3UAF6 Facebook:  https://lnkd.in/ektwhefg YouTube: https://lnkd.in/eFxVkjqH

Rethinking the “human” side of business. Have you noticed that, in the face of an economic downturn, organizations conduct lay-offs or roll back their investment in supporting and developing their people?  In all my years in the people business I have never experienced companies rolling back their investment in the technical infrastructure. In fact, it is typically considered to be essential for achieving profitability – the golden calf. This is understandable since technical infrastructure expenditures are considered investments, while people-centric expenditures are seen as expenses. We in HR-related activities have not done a good job of demonstrating how investing in people contributes to the top and bottom lines. Here’s the dirty little secret most executives miss: it’s people who use the technical infrastructure and systems. Without engaged and knowledgeable people, these systems have a limited return on investment. Research conducted by Gallup consistently finds that on average 77% of the workforce is disengaged. This translates into billions of dollars in lost of productivity. Merriam-Webster defines infrastructure in two ways: resources needed to successfully complete specific activities. It consists of interdependent parts required for functioning. When an infrastructure is weak or rigid, it is unable to withstand strong winds or an earthquake. The intersection of people, culture and systems forms an infrastructure – the human infrastructure. The majority of the barriers to achieving organizational success can be traced back to problems with the people, culture or people-centric systems. Mitigating these barriers requires an understanding of the entire infrastructure and its interdependencies. When faced with uncertain economic times, think carefully about reducing the investment in the human infrastructure. It is critical for weathering the storm. This is a complex topic with far-reaching implications. If you're interested in diving deeper into the concept of the human infrastructure, let me know in the comments below to schedule time to chat.

Recently, I read an opinion piece (7/21/2024) written by Lydia Polgreen, a journalist for the New York Times, in which she addressed the issue of people calling Kamala Harris a DEI hire. Polgreen deftly points out that for all the criticism around white men being pushed out by “minority” candidates, JD Vance was a recipient of a commitment to diversity, equity and inclusion. Yale, like many universities (especially the elites) pledges to help cover costs for students coming from a poor background. Vance was a recipient of Yale’s largesse when he was admitted to Yale Law School and received financial aid. In 2016, he wrote that he was admitted “‘not because of anything he had done or earned – it was because I was one the poorest kids in school.’”  Yale covered all his expenses. I’m using this as an example of the narrow definition that critics of DEI have chosen to use. Polgreen notes that the definition depends on an understanding “the role of identity in shaping the opportunities that define one’s life.” Here’s the point – white men are also beneficiaries of DEI and affirmation action. Critics either fail to fully understand the definition of diversity or they choose the definition that suits their needs. The article is enlightening and well substantiated. It is, in my opinion, a strong counter to allegations that affirmation action and/or DEI is discriminatory against white men. Let me know your reaction to piece -- I'm curious. #DEI #affirmationaction #inclusion https://lnkd.in/eE3V4Xwy

I heard a piece on the NPR News Hour last night that addressed the issue of fewer young men are applying to college. More specifically, to rectify the situation, Montclair State University launched a program in 2022, known as the Male Enrollment and Graduation Alliance, aimed at recruiting and retaining more men This sounds like affirmative action favoring young men and yet there's no push back--yet. Perhaps eventually there will be since the young men are primarily from under-privileged communities. That said, I whole-heartedly support the program. It just struck me as odd.