hr uprising

Steven is a global leadership consultant, executive coach, Wall Street Journal bestselling author, and globally recognised specialist in the art of connection building and leadership.

In this episode, Steven talks to Lucinda about an all-new epidemic in the workplace - loneliness - and how we can increase a sense of belonging in order to promote talent acquisition and retention in our organisations.

KEY TAKEAWAYS

• Loneliness has a direct correlation and is an underlying component to most mental health disorders, such as anxiety, depression and suicide.
• Loneliness is growing, in large part, due to the increase in use of social media, which connects us remotely, but also isolates us socially.
• In the workplace, before today's world, if we needed help, then we sought out the guidance of another human being. Nowadays we seek e-learnings which as created huge separations.
• If we feel the sense that our working environment is overly professional, and that we cannot show up as our "true self", then this can lead to a sense of alienation. People do not see us, but instead the avatar that we bring into the workplace.

BEST MOMENTS

'Loneliness has been a key contributor to mental health disorders'

'This has created huge separations'

'Dependency shift is a huge driver in why people are feeling more lonely'

'We have less margin to actually connect with the people around us'

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

Steven Van Cohen LinkedIn - https://www.linkedin.com/in/steven-van-cohen-ms-351582a/

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/

For this very special 200th episode, Lucinda is joined by the wonderful Lucy Adams, the CEO of Disruptive HR to talk about not just her prolific and renowned career in the HR sector, but also the ever-changing world of HR itself, and why she has chosen to pioneer a more disruptive approach.

KEY TAKEAWAYS

• Change comes far easier if we question the narrative and test the boundaries of what is possible. In Lucy's case, the world of HR was due for a shake up.
• Career conversations are far more constructive than performance reviews. Objectives can be discussed, but it's far more valuable to talk about what each side has learned about the other.
• The EACH framework or model was designed to allow us to sum up our complex and stimulating ideas in a way we can remember. It stands for Employees as Adults Consumers and Human beings.
• in the wake of COVID, we should ask now if a better way of working exists. Why should people once again be brought back to offices when they work perfectly well from home.

BEST MOMENTS

'I was never frightened to say "Why?" and "What's the purpose of this?"'

'I describe myself as a recovering HR director'

'Rather than something that's done to you, it's something that you can take control of'

'Bring people back if there's purpose or value, but don't do it in the old school, old fashioned way'

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           

Disruptive HR - https://disruptivehr.club

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/

Building a successful business is all about the art of collaboration, and harnessing the varied and empowering talents of others in order to build strength. With this in mind, Lucinda welcomes Deb Mashek, the author of 'Collabor(h)ate', to explore the importance of effective collaboration, and how we can work to create a culture that encourages rather than divides.

KEY TAKEAWAYS

• Some are more naturally collaborative than others, and seek to work alone. We should reframe it as a resource for sharing, rather than a divisive experience.
• When looking at collaborative individuals, there are three parts to consider - skill-sets, positives mindsets regarding collaboration, and historical learnings.
• Interdependence is the extent to which our outcomes are dependent on other people's behaviours. This is about how work is structured measured and rewarded.
• To move projects forward, we have to figure out what we're trying to do, which voices we're generally hearing from, and making sure that we're including others who don't usually get heard.

BEST MOMENTS

'I'm a social psychologist on a mission to make wonderful collaborations in the workplace'

'There are so many ways of working together'

'We can learn from each other in a way that makes it easier to do better work'

'Partnerships and collaboration helps us all to be more successful'

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           

Deb Mashek - https://www.debmashek.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

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Eleanor Manley is the co-founder of Metta Space, and a specialist in helping companies to prevent, report & resolve workplace misconduct.

Eleanor joins Lucinda too discuss the most effective ways of managing misconduct in the workplace - from prevention, to reporting and resolution - and the fascinating role that technology is having in helping to highlight misconduct.

KEY TAKEAWAYS

• Women are more likely to resign in most cases, than report a case, meaning that retention plays a huge role in misconduct situations.
• Misconduct is defined as anything including sexual harassment, bullying, discrimination, but also fraud and bribery.
• In the new working world, there is a whole new set of rules and etiquette that may cause people to misunderstand the way we are meant to be operating. This may causes cases where learning moments are required.
• The main aim of resolution is to empower HR to be able to resolve cases before more stringent methods are required.

BEST MOMENTS

'It's a very broad term'

'We help companies to define and refine what workplace misconduct means'

'It isn't about intent - it's about impact'

'Companies have to be prepared'

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           

Eleanor Manley LinkedIn - https://www.linkedin.com/in/eleanormanley?trk=public_post_feed-actor-name

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 is joined by Barbara Wilson and Dr Liz O'Riordan, to discuss the important topic of working with cancer. As professionals who have both experienced this devastating condition up close, Barbara and Liz share their invaluable insights, discussing all-important legal entitlements, and the best ways of ensuring that those who find themselves suffering through a cancer diagnosis are treated with the utmost care, respect and fairness at a time when it is needed most.

KEY TAKEAWAYS

• Most medical directors and HR line managers are not aware that once diagnosed with cancer, you are legally disabled and have certain rights.
• One in two of us will be diagnosed with cancer in our lifetime - a huge number representing half the population. 1000 people are diagnosed every day.
• Some organisations have great policies, while others have none in place. Some have great policies but no structure for rolling it out on a local basis. We need a sense of uniformity and order.
• A terrifying statistic is that many women suffering through cancer do not tell their places of work for fear of being "retired". They carry on and push themselves to the limit, making themselves even worse.

BEST MOMENTS

'She gave me the power to say that this is what I am entitled to'

'More and more of us are surviving cancer and want to return to work'

'Some HR teams don't understand their responsibilities'

VALUABLE RESOURCES

• Practical Wellbeing Resources
• How to create a positive mental health culture within a hybrid workplace
• New Info-book: Rethinking Performance Appraisals
• Resource: Actus Survey Directory
• Resource: The Actus 360 Question Directory
• Additional free HR Resources 
• Virtual Training Programmes

If you liked this episode, try these

• Our new 'How to...' Series
• Podcast Episode 103: Wellbeing And Health In Business – with Anna Harrington
• Practical Wellbeing Strategies

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

 

How To Be A Change Superhero - by Lucinda Carney

www.changesuperhero.com

www.hruprising.com           

About The Guests, Barbara Wilson and Dr Liz O'Riordan

Publicis Groupe Working with Cancer Pledge

• Website - https://www.workingwithcancerpledge.com/
• Pledge – https://www.workingwithcancerpledge.com/about-the-pledge

Barbara Wilson- Founder and Director of Working With Cancer.

Barbara is a senior HR professional with over 40 years’ experience. In 2005, after being diagnosed with breast cancer and based on her professional and personal experience, Barbara set up a group with the aim of helping those of working age affected by cancer to return successfully to work. The group was the first to develop guidelines on work and cancer for HR professionals, line managers, employees and carers.

Barbara is a member of the CIPD, trained as a coach at Ashridge Management College, and is married with two sons.

• Website https://workingwithcancer.co.uk/
• LinkedIn https://www.linkedin.com/company/working-with-cancer/
• Instagram @workingwithcanceruk
• Twitter @WorkWithCancer

Dr Liz O'Riordan

Liz was a 40-year-old consultant breast surgeon when she was diagnosed with Stage 3 breast cancer in July 2015. She suddenly realised that she had no idea what it was like to be a patient, despite spending her working life treating the disease. She started an award-winning blog to help doctors and patients see what having breast cancer is really like, in a friendly, informative way and now speaks all over the world about her experiences, including a TEDx talk (Jar of Joy), focusing on digital healthcare, self-care, and how to improve the patient experience. Her upcoming memoir comes out on 6th July 2023.

• Book pre-order details: https://unbound.com/books/under-the-knife
• Speaker, Author and Storyteller - liz.oriordan.co.uk
• Podcast Host – Don’t Ignore The Elephant
• Co-author of ‘The Complete Guide to Breast Cancer’
• Instagram @oriordanliz
• Twitter @Liz_ORiordan

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 comes to the third part in her mini series on rethinking performance appraisals and reviews, with an episode dedicated to practical methods you can use to make sure that performance management is kept as a continuous practice throughout the year, instead of a stressful annual process that doesn't capture the true picture of someone's performance.

KEY TAKEAWAYS

• If our line managers are not motivated to have quality conversations, then when they feel the pain of people leaving, they will realise why it's so vital.
• Evidence clearly shows that people with clear goals, and who are able to realign with them on a regular basis, are far more engaged and far less likely to leave the business.
• We motivate continuous performance management by communicating how strategically it can be achieved, and also what it can mean to the individual.
• Without defining set review points as an annual process, we do still need to set expectations that carry on at various points throughout the year in order to keep goals and missions moving.

BEST MOMENTS

'All of this points to an approach that's much more goal and feedback focussed'

'We need to link to our strategy and purpose'

'We need to motivate that change'

'We need to be very clear about the process of expectation'

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          

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 talks about the ways in which we can rethink our appraisal and performance review process, and the methods we should all be adopting in order to make sure that our people are feeling nurtured and encouraged, while also feeling a sense of ongoing development.

KEY TAKEAWAYS

• Evidence has shown that setting regular goals, talking continuously (instead of once per year), and providing valuable feedback constantly, are far more effective ways to help people's performance levels.
• Criticising a process is easy, but we don't necessarily always get effective answers when we look for replacements for these processes.
• People don't like appraisal processes because they're typically backward-looking and feel like a box-ticking exercise . It's difficult to explain the benefits of tasks performed up to a year ago, when trying to focus upon the roles and responsibilities of today.
• Whatever your process is, you need to have an element of goal-setting. An ongoing goal-setting and feedback process works well, but there needs to be a way to assimilate the information gained. Lip service is to be avoided.

BEST MOMENTS

'It's something that should be going on on a regular basis'

'It becomes very stressful and emotional. Depending on how your manager is, it can feel critical and non-specific'

'These things aren't the fault of appraisals. They're the fault of the way they've been designed'

'It's interesting to take a step back and look at what it is we need to do'

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   

• New Resource: Actus Survey Directory
• New Resource: The Actus 360 Question Directory
• Whitepaper: How do you design an Appraisal process?
• Blog: How to design an appraisal process
• Blog: Empowering employees in 2023 with a performance appraisal
• Form: 5 Principles when Designing an Appraisal Form
• Free Appraisal Template

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/

Charles Cotton is the senior adviser for performance and reward to the CIPD. He directs its reward research agenda and recently produced a survey on UK reward management.

Charles joins Lucinda to discuss issues surrounding the cost of living crisis, and what we can do in an HR capacity to help people during this time of upheaval.

KEY TAKEAWAYS

• The cost of living crisis is so difficult because it is caused by a variety of factors: the war in Ukraine, the hangover from COVID, supply issues, extreme weather, food production, plus economical issues. This makes it incredibly complex in terms of a solution.
• Poor financial wellbeing for employees will have knock-on effects for the organisation itself, such as mental and physical health, affecting work performance. This can make financial incentives by the organisations worth the investment.
• The most common reason cited by employers when adopting the fair living wage, is that they feel it is the fair and right thing to do.
• There are other ways to benefit employees through this time of crisis. Benefits such as help with groceries, transport and childcare can prove more beneficial in some cases than simple money.

BEST MOMENTS

'It's a very big issue. It's also a very complex issue'

'There is a business case for spending more on your employees'

'Not only do money worries affect employee wellbeing - they can also affect employee and organisational performance'

'It can cost employers less to buy these benefits that for staff to buy them themselves'

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          

Charles Cotton at CIPD - https://events.cipd.co.uk/events/blog/speaker/charles-cotton/

About The Guest, Charles Cotton CIPD

Charles Cotton is the senior adviser for performance and reward to the CIPD. He directs its reward research agenda and recently produced a survey on UK reward management http://tinyurl.com/nk8zat5. He is also responsible for the CIPD’s public policy work (http://tinyurl.com/6jgrhmf) in the area of reward and has given evidence to select committees on banking pay executive remuneration and politicians’ expenses as well responding to various consultations, such as on pensions, retirement and corporate governance.

Charles Cotton at CIPD - https://events.cipd.co.uk/events/blog/speaker/charles-cotton/

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/

Lesley Salem is founder of Over The Bloody Moon, podcast hostess of "The Change Makers" and hostess of OTBM Masterclasses and Meet Ups, so an encyclopaedia when it comes to menopause.

Lesley joins Lucinda to talk about how the menopause affects the workplace, and how the perception of such an important event in our lives has changed across the generations.

KEY TAKEAWAYS

• Menopause has always been treated as a taboo subject, and hardly talked about. However, it needs to be brought out into the open as it has a great effect on the workplace as we know it.
• The Men-O-Vest has been designed to reproduce the same hot flush feelings of menopause so that more empathy can be created around a subject that many men find difficult to understand.
• The construct in which women operate in many organisations is still very patriarchal. This opens a much wider question about the emergence of feminine leadership power.

BEST MOMENTS

'This was something that was treated like a dark secret'

'It's meant to be a time of reflection and connection and space'

'The voice becomes louder and more visible'

'There is a huge amount of skill sitting in that population that businesses don't want to lose'

About the Guest, Lesley Salem

With over 20 years experience working for brands and consulting for a range of clients Lesley set up Over The Bloody Moon to address a gap she noticed with her own perimenopausal journey. As a self-confessed research geek, Lesley wanted to provide reliable, emotional and practical menopause support for individuals and organisations to remove the muddle and stigma out of menopause.

Seeking the knowledge of leading specialists, and her own evidence-based tools, acquired as a certified integrated health coach, and menopause coach, Lesley has carefully curated accurate, trusted information for individuals and organisations, looking to support their employees to nurture and retain female talent.

Our free menopause hub: www.overthebloodymoon.com/myotbm

Instagram: @overthebloodymoon

Facebook: @overthebloodymoonaboutmenopause

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         

Over The Bloody Moon - https://www.overthebloodymoon.com/service-page/menopause-health-coaching-lesley-salem

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/