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Jonathan H. Westover, PhD
Managing Partner and Principal; Chief Academic and Learning Officer at Human Capital Innovations, LLC
Orem, United States
Jonathan H. Westover, Ph.D. is an award-winning US-based Amazon.com #1 Best Selling Author, ranked # 1 HR, Innovation, Leadership, Culture, and Future of Work Global Thought Leader & Influencer (Thinkers360), ranked in the Top 20 in Management and Organizational Culture (Global Gurus), and has been included on LeadersHum's Power List of the Top 200 Biggest Voices in Leadership. He is an entrepreneur, management consultant, teacher, and research academic based in Orem, Utah. He is the host and producer of the popular Human Capital Innovations (HCI) Podcast, Chief Academic & Learning Officer of the HCI Academy, and serves on a host of nonprofit, community, and association boards and committees and has received numerous awards for his teaching, research, and service to the community.
Current Professional Roles
Academic: Dr. Westover is a professor and chair of Organizational Leadership in the Woodbury School of Business at Utah Valley University, Academic Director of the UVU Center for Social Impact and the UVU SIMLab, and Faculty Fellow for Ethics in Public Life (previously the Associate Director) in the Center for the Study of Ethics. Dr. Westover has been published widely in academic journals, books, and practitioner publications. He is a regular visiting faculty member in other international graduate business programs.
Consulting: Jonathan is an experienced organizational leadership, people management, and organizational development consultant and managing partner and principal at Human Capital Innovations, LLC). For two decades, he has worked to help transform organizations across the globe. He is also the producer and host of the Human Capital Innovations (HCI) Podcast and Managing Editor of Human Capital Leadership Magazine. Previously, Jonathan was an external consultant with the firm Targeted Learning, and an internal consultant in the Human Resource Development office at Brigham Young University, in the corporate Organizational Development office at InterContinental Hotels, and in the corporate Organizational Development office at LG Electronics in Gumi, South Korea.
Thought Leadership: Jonathan is a member of the Forbes Coaches Council, Non-Resident Fellow in Social and Development Policy with the Nkafu Policy Institute (part of the Denis & Lenora Foretia Foundation), member of the HR Certification Institute CEO Advisory Council and past member of the board of directors, member of the Humantelligence Scientific Advisory, Board Chair and Director of the Corporate Division of the Global Listening Centre, a CIPD Academic Fellow, and an Advance HE Senior Fellow. Jonathan has been published widely and quoted as a management expert in popular and professional media locally, nationally, and abroad (such as Forbes, The Economist, U.S. News and World Report, The Wall Street Journal, MSNBC, PBS, NBC, CBS, ABC, FOX, MarketWatch, HR.com, SHRM.org, HRCI.org, The Washington Post, and USA Today).
Highlights of Past Academic and Professional Roles and Distinctions
• Visiting Academic at Harris Manchester College at the University of Oxford (2019)
• Fulbright Scholar and AMINEF Senior Scholar at Atma Jaya Catholic University in Jakarta, Indonesia (2018)
• Educational Development Visiting Fellow at the Centre for Teaching and Learning at the University of Windsor in Ontario, Canada (2018)
• Learning Innovation Research Fellow at the Institute of Teaching and Learning Innovation at the University of Queensland in Brisbane, Australia (2017)
• Visiting Scholar at the East-West Center in Washington (2017)
• POSCO Fellow at the East-West Center in Honolulu, Hawaii (2016)
• Visiting Scholar in the Kennan Institute at the Wilson Center in Washington, D.C. (2015)
• Fulbright Scholar at Belarusian State University in Minsk, Belarus (2012)
Education
Jonathan received his Bachelor of Science degree in Sociology: Research and Analysis (with minors in management and Korean) from the College of Family, Home, and Social Sciences and his Master of Public Administration degree (emphases in Organizational Behavior and Human Resource Management) from the Marriott School of Management at Brigham Young University. He received his Ph.D. in Sociology (emphases in International Political Economy and Work and Organizations) from the College of Social and Behavioral Science at the University of Utah. He has also received graduate certificates in demography and higher education teaching from the University of Utah.
How AI and Algorithms are Reshaping Organizations and Transforming the Way We Work
HCI
March 26, 2024
Artificial intelligence (AI) and algorithms have rapidly advanced over the past decade and are now infiltrating nearly every aspect of our lives and transforming entire industries. Once limited to science fiction stories, AI is increasingly woven into the fabric of our daily existence through applications ranging from internet search and social media to transportation, education, healthcare, retail, and more. This unprecedented technological transformation brings with it both tremendous opportunities and distinct challenges for organizations and their leaders.
How To Avoid And Counteract Gaslighting As A Leader
Linkedln
February 11, 2024
We’ve all been there: A leader conveys a particular negative message, a certain harmful policy or practice is put in place or shifting priorities result in moving away from what was previously discussed or agreed upon. Sometimes this happens in completely innocent ways; after all, we are all imperfect, fallible individuals, and we fall down and mess up even when we have the best of intentions. Sometimes, things are even unclear in our own mind or we simply forget.
20 Essential Steps For New Entrepreneurs Preparing A Funding Pitch
Import from forbes.com
February 06, 2024
For budding entrepreneurs, success often hinges on securing essential funding, so meticulous preparation is key when gearing up to pitch ideas to potential investors.
How To Get Employees On Board With New Workplace Policies
Import from forbes.com
February 06, 2024
Implementing these strategies can pave the way for more successful adoption by employees and an enthusiastic embrace of the new direction a company is headed.
New Year, New You: Keys To Transformative Leadership
Import from forbes.com
February 06, 2024
If being a stronger and more connected leader in 2024 is on your vision board, take the time to reflect on how you might adopt a positive, thoughtful leadership style.
Building and Maintaining Organizational Trust
HCI Blog
February 02, 2024
Trust is the foundation of any successful organization. When employees trust their leadership and each other, they can work together efficiently and pursue shared goals effectively. However, trust takes time and effort to build, yet can easily be damaged.
18 Strategies For Delivering Effective Feedback To Direct Reports
Import from forbes.com
February 02, 2024
Delivering feedback to direct reports is an essential skill for senior leaders to master that can greatly impact the overall success and morale of an organization.
More Common Problems Entrepreneurs Face, And How To Solve Them: Part Two
Import from forbes.com
February 02, 2024
By implementing financial control, improving time management and establishing a clear and effective business policy, entrepreneurs can increase their chances of success.
Vol. 3 Issue 13: Leading with Compassion and Empathy
Linkedln
March 25, 2024
Get insights on HR, leadership, and industry trends via original research and interviews with executives and thought leaders from across the globe - subscribe here to the Alchemizing Human Capital newsletter to get future editions directly in your feed.
Vol. 3 Issue 12: Leading In Real Time
Linkedln
March 18, 2024
Get insights on HR, leadership, and industry trends via original research and interviews with executives and thought leaders from across the globe - subscribe here to the Alchemizing Human Capital newsletter to get future editions directly in your feed.
"Causes Employee Stress And Escalations: Advancing someone into leadership lacking people skills can be disastrous for team morale and productivity. Without the ability to connect with, inspire and support others, a leader may struggle to gain loyalty, trust or buy-in for initiatives from their team. Employees may feel undervalued, stressed or disconnected from the vision. Conflicts could escalate due to poor communication."
Vol. 3 Issue 10: How To Create Psychological Safety and Inspire High-Performing Teams
LinkedIn
March 04, 2024
Welcome to Vol. 3, Issue 10, of the Alchemizing Human Capital weekly newsletter. This week's content is focused on how to create psychological safety and inspire high-performing teams.
Vol. 3 Issue 8: Depoliticizing Diversity, Equity, Inclusion And Belonging Efforts In Organizations To Drive Greater Success
Linkedln
February 19, 2024
Welcome to Vol. 3, Issue 8, of the Alchemizing Human Capital weekly newsletter. This week's content is focused on depoliticizing diversity, equity, inclusion and belonging efforts in organizations to drive greater success.
Vol. 3 Issue 7: Creating and Sustaining a High-Performance Work Culture
Alchemizing Human Capital
February 12, 2024
Welcome to Vol. 3, Issue 6, of the Alchemizing Human Capital weekly newsletter. This week's content is focused on creating and sustaining a high-performance work culture.
Vol. 3 Issue 5: Prioritizing A Culture for Employee Engagement
Alchemizing Human Capital
January 29, 2024
Welcome to Vol. 3, Issue 5, of the Alchemizing Human Capital weekly newsletter. This week, content is focused on prioritizing a culture for employee engagement.
Vol. 3 Issue 3: How To Reduce Stress By Becoming A More Adaptable Leader
Linkedln
January 15, 2024
Get insights on HR, leadership, and industry trends via original research and interviews with executives and thought leaders from across the globe - subscribe here to the Alchemizing Human Capital newsletter to get future editions directly in your feed.
Vol. 3 Issue 2: Navigating Interpersonal Communications and Collaborations as a Leader
Alchemizing Human Capital
January 09, 2024
Welcome to Vol. 3, Issue 2, of the Alchemizing Human Capital weekly newsletter. This week, content is focused on navigating interpersonal communications and collaborations as a leader.
Vol. 2 Issue 52: Generosity Burnout - Strategies For Sustaining Engagement And Impact In Knowledge-Intensive Roles
LinkedIn
December 26, 2023
Welcome to Vol. 2 Issue 52 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on generosity burnout and strategies for sustaining engagement and impact knowledge-intensive roles.
Vol. 2 Issue 51: Designing a Dynamic and Productive Workplace
LinkedIn
December 18, 2023
Welcome to Vol. 2 Issue 51 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on designing a dynamic and productive workplace.
Vol. 2 Issue 46: Developing the Leadership Capabilities of Tomorrow
LinkedIn
November 13, 2023
Welcome to Vol. 2 Issue 46 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on developing the leadership capabilities of tomorrow.
This issue features Murray Sabrin, Mark Willis, Michael Teape, Bradley Hamner, and Richard Newman.
Vol. 2 Issue 44: People-Focused Leaders and Organizations
LinkedIn
October 30, 2023
Welcome to Vol. 2 Issue 44 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on people-focused leaders and organizations.
Vol. 2 Issue 43: The Necessity of the Values of Dignity and Respect in Leadership
LinkedIn
October 23, 2023
Welcome to Vol. 2 Issue 43 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on the necessity of the values of dignity and respect in leadership.
Vol. 2 Issue 41: Mobilizing the Creativity and Productivity of Your Team
LinkedIn
October 09, 2023
Welcome to Vol. 2 Issue 41 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on mobilizing the creativity and productivity of your team
Vol. 2 Issue 40: The Importance of Self-Awareness and Maximizing One’s Impact
LinkedIn
October 02, 2023
Welcome to Vol. 2 Issue 40 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on the importance of self-awareness and maximizing one's impact.
This issue features Angel Henry, Richard White, Brian Smith, Nicole Morgan, and Olivia Pedersen.
Leading for Transformation: Navigating the Shifting Landscape of Work
HCI Press
August 20, 2023
Leading for Transformation - Navigating the Shifting Landscape of Work is a groundbreaking book that serves as a compass for leaders who are navigating the ever-changing landscape of work. In this insightful and thought-provoking guide, renowned leadership expert Jonathan H. Westover, PhD, provides a roadmap for leaders to embrace the challenges and opportunities presented by the dynamic world of work.
Drawing upon extensive research and real-world examples, Dr. Westover explores the critical role of transformational leadership in driving organizational success amidst constant change. He offers practical strategies, actionable insights, and powerful frameworks that empower leaders to adapt, innovate, and thrive in an environment where the only constant is change.
From understanding the forces reshaping the workplace to developing a forward-thinking and agile mindset, this book equips leaders with the tools they need to lead their teams and organizations through transformational change. Dr. Westover delves into topics such as fostering a culture of continuous learning, embracing technology and automation, and nurturing a resilient workforce that embraces change.
Whether you are a seasoned executive, a middle manager, or an aspiring leader, Leading for Transformation - Navigating the Shifting Landscape of Work offers valuable guidance for anyone seeking to make a lasting impact in today's rapidly evolving world of work. Packed with practical advice and thought-provoking questions, this book invites leaders to reflect, challenge their assumptions, and step into their role as catalysts for positive change.
If you are ready to embrace the shifting landscape of work and lead your organization to new heights, this book is an essential resource that will inspire and empower you to become a transformational leader. Take the first step towards leading for transformation and unlock the full potential of your leadership.
Tags: Management, Change Management, Diversity and Inclusion
'Bluer than Indigo' Leadership: The Journey of Becoming a Truly Remarkable Leader
HCI Press
July 16, 2021
Early in my adult life, I learned about an Asian proverb that translates as ‘Bluer than Indigo.' If you think about the color indigo, it is a brilliant, deep and vibrant blue — what some would call the bluest of blues. To have something that is “bluer than indigo” is rare and truly remarkable.
Contrary to popular myth, there is no one-size-fits-all or cookie cutter approach to effective leadership. There is no silver bullet, no secret sauce, no go-to model that will solve all our problems. The truth is, great leaders have all had their unique strengths (and flaws) and have all had to discover and then pave their own distinctive path in their life’s journey to fulfill their leadership potential.
‘Bluer than Indigo’ Leadership will help you discover your own path and explore those ordinary, everyday actions that will help you respond to an uncertain future and produce extraordinary results for individuals, teams, and organizations.
The Alchemy of Truly Remarkable Leadership: Ordinary, Everyday Actions that Produce Extraordinary Results
HCI Press
November 20, 2020
Consider how the nature of work has shifted over the past 50 years. With increased globalization, rapid technological advancement, and a shift in economic composition, the average jobs of today look very little like the average jobs 50 years ago. What will the jobs and organizations of tomorrow look like? Moreover, what does this all mean for organizational leaders? What are the core competencies and capabilities of organizations and their leadership that are prepared for continued disruption and geo-political and socio-economic shifts? Regardless of what the future holds, increasingly leaders need to be socially-minded, data-driven, decisive, champions of talent, and disruptors of the traditional notions of leadership, teams, organizations, and work. The Alchemy of Truly Remarkable Leadership will help you to explore your own leadership competencies and capabilities and consider ways to apply and implement them into your workplace and personal life.
Shifting Trajectories in Globalization, Labor, and the Transformation of Work
Cambridge Scholars Publishing
October 01, 2018
In todays shifting global economy and the emergence of technology and service-oriented knowledge organization, requiring enhanced levels of organizational flexibility and innovation, how do we maximize the human capital potential of workers to enhance their ability to perform and add value in a hyper-intensive competitive global marketplace? What are the methods and strategies for effectively motivating employees and increasing the job satisfaction of workers? What are the important drivers of worker satisfaction? What are the important individual, organizational, and social outcomes of various job satisfaction levels? What are the individual, organizational, and societal differences in job satisfaction levels and its determinants? These are just some of the pressing questions facing the organizations of today which this volume discusses.
International Political Economy: Facing Global Challenges
Common Ground Publishing
June 15, 2018
International political economy (IPE) is an interdisciplinary field that draws on many distinct academic schools, most notably political economy, political science and economics, also sociology, history, and cultural studies. IPE ultimately is concerned with the ways in which political forces (states, institutions, individual actors, etc.) shape the systems through which economic interactions are expressed, and conversely the effect that economic interactions (including the power of collective markets and individuals acting both within and outside them) have upon political structures and outcomes. Given the rapidly changing and increasingly interconnected global landscape, a solid grasp of global systems and structures are important for an informed citizenry and competitive institutions. Within the context of complex global tensions, IPE has emerged as a balanced and interdisciplinary approach to examining and addressing the global challenges we face. This edited collection provides a comprehensive introduction to the interdisciplinary field of International Political Economy (IPE) and explores its increasingly important role within a shifting global landscape, presenting a wide range of cross-disciplinary research in an organized, clear, and accessible manner. This book will be informative to scholars and practitioners alike seeking to understand the wide range of influences and impacts of global affairs in an increasingly interconnected and globalized world.
Globalization and Higher Education
Common Ground Publishing
April 01, 2018
International political economy (IPE) is an interdisciplinary field that draws on many distinct academic schools, most notably political economy, political science and economics, also sociology, history, and cultural studies. IPE ultimately is concerned with the ways in which political forces (states, institutions, individual actors, etc.) shape the systems through which economic interactions are expressed, and conversely the effect that economic interactions (including the power of collective markets and individuals acting both within and outside them) have upon political structures and outcomes. Given the rapidly changing and increasingly interconnected global landscape, a solid grasp of global systems and structures are important for an informed citizenry and competitive institutions. Within the context of complex global tensions, IPE has emerged as a balanced and interdisciplinary approach to examining and addressing the global challenges we face. This edited collection provides a comprehensive introduction to the interdisciplinary field of International Political Economy (IPE) and explores its increasingly important role within a shifting global landscape, presenting a wide range of cross-disciplinary research in an organized, clear, and accessible manner. This book will be informative to scholars and practitioners alike seeking to understand the wide range of influences and impacts of global affairs in an increasingly interconnected and globalized world.
Strategic Sustainable Business
HCI Press
December 10, 2015
Strategic Sustainable Business provides readers with a broad overview of the core concepts of sustainability and sustainable business practice. It is intended for use in undergraduate business courses and will also be of interest to students in environmental studies, engineering, urban planning, and government. This book is not meant to exhort all business people on the path to sustainability enlightenment but to highlight some of the benefits, opportunities, and challenges associated with sustainable business practices. What distinguishes this book is that it provides a conceptual foundation to promote understanding of sustainability concepts and frameworks and also discusses real-world business examples of sustainability in action. It is believed that this is the best way to teach sustainability as it applies to the business world—a conceptual foundation with practical application. Sustainable business involves businesses operating with interest and concern for their long-term economic, environmental, and social impact. For-profit businesses focus first and foremost on their own economic bottom line, oftentimes, with a short-term perspective. However, with a sustainability perspective, businesses also consider a longer-term and broader triple bottom line that takes into account not only company profits but also environmental and social impacts. The economic, environmental, and social perspectives are increasingly interrelated and relevant for businesses. This text was compiled, edited, and adapted from multiple open source textbooks and created under a Creative Commons License without attribution as requested by the work’s original creator or licensee. For a free copy of the e-text, please visit HCIPress.org.
Strategic, Sustainable, and Innovative Entrepreneurship
HCI Press
September 10, 2015
This book offers students and instructors the opportunity to analyze businesses whose products and strategies are designed to offer innovative solutions to some of the twenty-first century’s most difficult societal challenges. A new generation of profitable businesses is actively engaged in clean tech, renewable energy, and financially successful product system design and supply chain strategies that attempt to meet our economic development aspirations while addressing our social and ecological challenges. This textbook offers background educational materials for instructors and students, business cases illustrating sustainability innovation, and teaching notes that enable instructors to work effectively and accelerate student learning. This text was compiled, edited, and adapted from multiple open source textbooks and created under a Creative Commons License without attribution as requested by the work’s original creator or licensee. For a free copy of the e-text, please visit HCIPress.org.
The Organizational and Business Ethics Imperative
Common Ground Publishing
June 05, 2015
One need only turn on the news or briefly peruse the daily headlines to see countless examples and evidences of ethical failures in all aspects of our daily lives. The impacts of these ethical missteps can be far reaching, often with everyone in society paying the price in some way. Furthermore, with an increasingly interconnected and complex globalized world, we have communication technologies that allow for the instant sharing of information, along with a citizenry hungry to consume the next big scandal. Once more, increasingly complex technological integration of previously isolated systems has created ever more complex systems that are increasingly sensitive to the surrounding environment. This can often result in a chain reaction effect of one seemingly small and isolated ethical blunder that can then have wide-ranging societal impacts. Within this increasingly complex environment, with ever more damage caused by unethical leaders in organizations of all types and sizes in all parts of the globe, never before has there existed such an imperative for strong organizational and business ethics. Additionally, not only must organizational leaders seek to "do no harm," but they must put their pragmatic ethical knowledge to work to find creative and innovative solutions to society's most perplexing challenges.
Teaching Organizational and Business Ethics
Common Ground Publishing
June 05, 2015
In an increasingly complex and interconnected world, with a seemingly endless supply of examples of corporate scandal and organizational exploitation and abuses of employees, consumers, and the environment represented daily in the media, there is an ever increasing need for our organizational leaders to be more firmly grounded in sound ethical principles and practices. Furthermore, the business students of today will be the business leaders of tomorrow and need to be adequately trained in how to deal with the complexity and the ambiguity inherent in the ethical dilemmas they will face. With the far reaching societal impacts of organizational and business ethics missteps, we need business leaders with pragmatic ethical knowledge and dispositions and sensitivities to work to find creative and innovative solutions to society's most perplexing challenges.
Strategic Organizational and Business Ethics Toolkit
HCI Press
January 18, 2015
Ethics is about determining value; it’s deciding what’s worth doing and what doesn’t matter so much. Business ethics is the way we decide what kind of career to pursue, what choices we make on the job, which companies we want to work with, and what kind of economic world we want to live in and then leave behind for those coming after. There are no perfect answers to these questions, but there’s a difference between thinking them through and winging it. Strategic Organizational and Business Ethics Toolkit provides a framework for identifying, analyzing, and resolving ethical dilemmas encountered through working life. This text was compiled, edited, and adapted from multiple open source textbooks and created under a Creative Commons License without attribution as requested by the work’s original creator or licensee. For a free copy of the e-text, please visit HCIPress.org.
Human Capital Leadership: A Strategic Approach to Optimizing Workplace Potential
Cognella Academic Publishing
December 19, 2014
"Human Capital Leadership: A Strategic Approach to Optimizing Workplace Potential provides a comprehensive introduction to human resource management issues in the modern workplace.
Focused on understanding complex human behavior within a dynamic organizational context, the book covers strategic human capital leadership, globalization, and strategic IHRM to meet AACSB requirements.
Human Capital Leadership presents a wide range of introductory material, human resource management readings, management case studies, and cross-disciplinary research in an organized, clear, and accessible manner. The concise and lively approach of the text engages students and helps them develop their critical thinking skills and human resource competencies, while applying core concepts to a global workplace environment.
Of special note are the supplemental resources, most of which are not typically available in academic readers. These include in-depth glossaries, a topical index, and appendices on U.S. employment and labor law.
Written for undergraduate and graduate business students, the substantive content of Human Capital Leadership makes the book a successful stand-alone text for courses in human resource management. It can also be used as a supplemental reader to standard textbooks. In addition, it is a useful resource for organizational managers, leaders, and human resource professionals seeking to understand proven practices and methods in order to maximize their human capital potential.
Jonathan H. Westover is an associate professor of management and associate director of the Center for the Study of Ethics at Utah Valley University, specializing in international human resource management, organizational development, and community-engaged experiential learning. He is also an organizational development and performance management consultant. Professor Westover is a Fulbright Scholar and is a regularly visiting faculty member in other graduate business programs in the U.S., U.K., France, Belarus, Poland, and China. His ongoing research examines issues of globalization, labor transformations, work quality characteristics, and the determinants of job satisfaction cross-nationally.
Strategic Organizational Development and Change
HCI Press
November 05, 2014
We live in an increasingly hyper-competitive global marketplace, where firms are fighting to stay lean and flexible in an effort to satisfy increasingly diverse and specialized consumer demand around the world. Additionally, with the shifting global economy in recent decades and the emergence of the technology and service-oriented knowledge organizations, how do organizations effectively drive positive change? How do organizations effectively foster a continuous learning and innovation culture, better motivate employees, and make sound organizational decisions? What can organizational leaders do to promote ongoing organizational agility that will have a measurable impact on increased firm effectiveness and employee productivity? How can organizations more successfully manage organizational knowledge to achieve strategic organizational goals and add value to all organizational stakeholders? These are just some of the pressing questions facing the organizations of today. Strategic Organizational Development and Change is a text that provides a comprehensive introduction to a broad range of organizational change topics and explores the wide sweeping impacts for the modern workplace, presenting a wide range of cross-disciplinary research and business cases in an organized, clear, and accessible manner. Additionally, unlike other organizational development and change texts, this book has a strong strategic management and practitioner focus. It will be informative to management students, academics and instructors, while also instructing organizational managers, leaders, and human resource development professionals of all types seeking to understand proven practices and methods to creating organizational systems and culture to promote ongoing organizational learning and innovation to drive firm effectiveness in an increasingly competitive global economy. This text was compiled, edited, and adapted from multiple open source textbooks and created under a Creative Commons License without attribution as requested by the work’s original creator or licensee. For a free copy of the e-text, please visit HCIPress.org.
Strategic Management Communication
HCI Press
November 01, 2014
Strategic Management Communication is a text that provides a comprehensive introduction to a broad range of Management Communication topics and explores the wide sweeping impacts for the modern firm, presenting a wide range of cross-disciplinary research and business cases in an organized, clear, and accessible manner. Additionally, Strategic Management Communication provides a comprehensive, integrated approach to the study and application of written and oral business communication to serve student, professor, and organizational leader. Finally, unlike other Management Communication texts, this book has a strong strategic management, coupled with a focus on international management. It will be informative to management academics and instructors, while also instructing organizational leaders of all types seeking to understand proven practices and methods to drive firm effectiveness in an increasingly competitive global economy. This text was compiled, edited, and adapted from multiple open source textbooks and created under a Creative Commons License without attribution as requested by the work’s original creator or licensee. For a free copy of the e-text, please visit HCIPress.org.
Strategic International Business
HCI Press
October 09, 2014
We live in an increasingly hyper-competitive global marketplace, where firms are fighting to stay lean and flexible in an effort to satisfy increasingly diverse and specialized consumer demand around the world. How do organizations effectively navigate the increasingly complex international business landscape? Strategic International Business is a text that provides a comprehensive introduction to a broad range of IB topics and explores the wide sweeping impacts for the modern firm, presenting a wide range of cross-disciplinary research and business cases in an organized, clear, and accessible manner. Additionally, unlike other IB texts, this book has a strong strategic management focus coupled with a focus on ethical organizational leadership. It will be informative to international management academics and instructors, while also instructing organizational leaders of all types seeking to understand proven practices and methods to drive firm effectiveness in an increasingly competitive global economy. This text was compiled, edited, and adapted from multiple open source textbooks and created under a Creative Commons License without attribution as requested by the work’s original creator or licensee. For a free copy of the e-text, please visit HCIPress.org.
Strategic Human Resource Management
HCI Press
September 30, 2014
We live in an increasingly hyper-competitive global marketplace, where firms are fighting to stay lean and flexible in an effort to satisfy increasingly diverse and specialized consumer demand around the world. Additionally, with the shifting global economy in recent decades and the emergence of the technology and service-oriented knowledge organizations, how do organizations effectively foster a continuous learning and innovation culture, better motivate employees, and make sound organizational decisions? What can organizational leaders do to promote ongoing organizational agility that will have a measurable impact on increased firm effectiveness and employee productivity? How can organizations more successfully manage organizational knowledge to achieve strategic organizational goals and add value to all organizational stakeholders? These are just some of the pressing questions facing the organizations of today. Strategic Human Resource Management is a text that provides a comprehensive introduction to a broad range of HRM topics and explores the wide sweeping impacts for the modern workplace, presenting a wide range of cross-disciplinary research and business cases in an organized, clear, and accessible manner. Additionally, unlike other HR texts, this book has a strong strategic management focus coupled with a focus on ethical leadership. It will be informative to management academics and instructors, while also instructing organizational managers, leaders, and human resource development professionals of all types seeking to understand proven practices and methods to creating organizational systems and culture to promote ongoing organizational learning and innovation to drive firm effectiveness in an increasingly competitive global economy. This text was compiled, edited, and adapted from multiple open source textbooks and created under a Creative Commons License without attribution as requested by the work’s original creator or licensee. For a free copy of the e-text, please visit HCIPress.org.
Strategic Organizational Behavior
HCI Press
September 19, 2014
We live in an increasingly hyper-competitive global marketplace, where firms are fighting to stay lean and flexible in an effort to satisfy increasingly diverse and specialized consumer demand around the world. Additionally, with the shifting global economy in recent decades and the emergence of the technology and service-oriented knowledge organizations, how do organizations effectively foster a continuous learning and innovation culture, better motivate employees, and make sound organizational decisions? What can organizational leaders do to promote ongoing organizational agility that will have a measurable impact on increased firm effectiveness and employee productivity? How can organizations more successfully manage organizational knowledge to achieve strategic organizational goals and add value to all organizational stakeholders? These are just some of the pressing questions facing the organizations of today. Strategic Organizational Behavior is a text that provides a comprehensive introduction to a broad range of organizational behavior topics and explores the wide sweeping impacts for the modern workplace, presenting a wide range of cross-disciplinary research and business cases in an organized, clear, and accessible manner. Additionally, unlike other organizational behavior texts, this book has a strategic management focus coupled with a focus on corporate ethics and social responsibility. It will be informative to management academics and instructors, while also instructing organizational managers, leaders, and human resource development professionals of all types seeking to understand proven practices and methods to creating organizational systems and culture to promote ongoing organizational learning and innovation to drive firm effectiveness in an increasingly competitive global economy. This text was compiled, edited, and adapted from multiple open source textbooks and created under a Creative Commons License without attribution as requested by the work’s original creator or licensee. For a free copy of the e-text, please visit HCIPress.org.
Academic Service-Learning Across Disciplines: Models, Outcomes, and Assessment
Common Ground Publishing
January 31, 2012
While service-learning is not a new phenomenon, the popularity and usage of this "civically-engaged" experiential learning pedagogy has increased in educational settings in recent years. As we live in an increasingly hyper-competitive and interconnected globalized world, where consumers and citizens are demanding greater levels of corporate social responsibility and civic engagement from organizational leaders within their local community, service-learning is being utilized more and more to provide meaningful community service opportunities that simultaneously teach civic responsibility and encourage life-long civic engagement, while also providing opportunities for significant real-life, hands-on learning of important skills and vital social understanding for students. This edited collection provides a comprehensive introduction to service-learning, its outcomes, and approaches to effective assessment of service-learning activities by presenting a wide range of cross-disciplinary research in an organized, clear, and accessible manner. It will be informative to both K-12 and higher education teaching professionals, administrators, students, and community leaders seeking to understand proven practices and methods for effective Service-Learning implementation across academic disciplines.
Organizational Culture, Learning, and Knowledge Management
Common Ground Publishing
December 05, 2011
"Human Capital Leadership: A Strategic Approach to Optimizing Workplace Potential provides a comprehensive introduction to human resource management issues in the modern workplace.
Focused on understanding complex human behavior within a dynamic organizational context, the book covers strategic human capital leadership, globalization, and strategic IHRM to meet AACSB requirements.
Human Capital Leadership presents a wide range of introductory material, human resource management readings, management case studies, and cross-disciplinary research in an organized, clear, and accessible manner. The concise and lively approach of the text engages students and helps them develop their critical thinking skills and human resource competencies, while applying core concepts to a global workplace environment.
Of special note are the supplemental resources, most of which are not typically available in academic readers. These include in-depth glossaries, a topical index, and appendices on U.S. employment and labor law.
Written for undergraduate and graduate business students, the substantive content of Human Capital Leadership makes the book a successful stand-alone text for courses in human resource management. It can also be used as a supplemental reader to standard textbooks. In addition, it is a useful resource for organizational managers, leaders, and human resource professionals seeking to understand proven practices and methods in order to maximize their human capital potential.
Jonathan H. Westover is an associate professor of management and associate director of the Center for the Study of Ethics at Utah Valley University, specializing in international human resource management, organizational development, and community-engaged experiential learning. He is also an organizational development and performance management consultant. Professor Westover is a Fulbright Scholar and is a regularly visiting faculty member in other graduate business programs in the U.S., U.K., France, Belarus, Poland, and China. His ongoing research examines issues of globalization, labor transformations, work quality characteristics, and the determinants of job satisfaction cross-nationally.
Organizational Culture, Learning, and Knowledge Management
Common Ground Publishing
November 01, 2011
"Globalization" is a key concept that represents a wide range of complex processes in our modern world. These processes have wide sweeping impacts on the international political economy, international capitalism, and the ability for organizations of all types to gain and maintain a competitive advantage and successfully compete in an increasingly global economy. Additionally, increasing "globalization" over the past several decades has changed the dynamics of an increasingly international labor force, how organizations compete for this labor, their internal labor dynamics, and ultimately how they do business. As such, the nature of work and the workplace has also shifted dramatically over the past several decades. This edited collection provides a comprehensive introduction to "globalization" and its wide sweeping impacts for the modern workplace, presenting a wide range of cross-disciplinary research in an organized, clear, and accessible manner. It will be informative to academics and students interested in the interplay between macro global processes and the more micro organizational and individual impacts, while also instructing managers, policy makers, and practitioners of all types interested in the role that "globalization" is playing in shifting international labor dynamics and the transformation of the modern workplace.
Examining Job Satisfaction: Causes, Outcomes, and Comparative Differences
Common Ground Publishing
January 26, 2011
In today's shifting global economy and with the emergence of the technology and service-driven knowledge organization, requiring enhanced levels of organizational flexibility and innovation, how do we maximize the human capital potential of workers to enhance their ability to perform and add value in a hyper-intensive competitive global marketplace? What are the methods and strategies for effectively motivating employees and increasing the job satisfaction of workers? What are the important drivers of worker satisfaction? What are the important individual, organizational, and social outcomes of various job satisfaction levels? What are the individual, organizational, and societal differences in job satisfaction levels and its determinants? These are just some of the pressing questions facing the organizations of today. This edited collection provides a comprehensive introduction to job satisfaction and its wide sweeping impacts for the modern workplace, presenting a wide range of cross-disciplinary research in an organized, clear, and accessible manner. It will be informative to management academics and instructors, while also instructing organizational managers, leaders, and human resource development professionals of all types seeking to understand proven practices and methods to maximize their human capital potential and get the most out of workers that will drive an enhanced competitive advantage in an increasingly competitive global economy.
https://www.amazon.com/gp/product/3639305124/ref=dbs_a_def_rwt_bibl_vppi_i24
HCI Press
November 05, 2010
In this research, I apply and extend Handel's (2005) Post and Neo-Fordist framework for understanding job characteristics and job satisfaction. Prior research has indicated that the nature of work has changed dramatically in recent years in response to economic shifts and an increasingly global economy. However, there is little agreement on whether the overall quality of work has improved or declined over that period. Furthermore, less is known about changes in job satisfaction and its various indicators over time, based on how the workers feel. Finally, even less is known about the overall comparative quality of work and job satisfaction across the global economy. In this study, I use non-panel longitudinal data from the International Social Survey Program (Work Orientations I and II: 1989 and 1997?survey questions on job characteristics and job quality) to conduct an exploratory comparative analysis of job quality and job satisfaction in relation to the differing theoretical predictions of Post-Fordist and Neo-Fordist paradigms in looking at changing job quality characteristics across nations as they relate to these global economic shifts.
Training the Next Generation of Knowledge Workers: Readings for Effective Secondary Education & Workplace Learning Practices
Common Ground Publishing
February 12, 2010
In today's shifting global economy and the emergence of the technology and service-oriented knowledge organization, how do we train the rising generation of knowledge workers with the knowledge, skills, and the ability to perform and add value in a hyper-intensive competitive global marketplace? What are the methods and strategies for effectively preparing the future knowledge worker generation? What needs to be done in our institutions of higher learning? What initiatives and methods need to be adopted by organizations for greater engaged learning and transference of knowledge to practical application in the workplace? These are just some of the pressing questions facing the organizations of today. This edited collection provides a comprehensive introduction to organizational learning and explores the wide sweeping impacts for the modern workplace, presenting a wide range of cross-disciplinary research in an organized, clear, and accessible manner. It will be informative to management academics and instructors, while also instructing organizational managers, leaders, and human resource development professions of all types seeking to understand proven practices and methods to train the next generation of knowledge workers that will drive an enhanced competitive advantage in an increasingly competitive global economy.
Vol. 2 Issue 7: Transformational Change and the Future Focused Leader
Alchemizing Human Capital LinkedIn Newsletter
February 13, 2023
Welcome to Vol. 2 Issue 7 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on transformational change and the future focused leader!
Vol. 2 Issue 6: Attracting, Retaining And Supporting Employees In The Modern World Of Work
LinkedIn
February 06, 2023
Welcome to Vol. 2 Issue 6 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on attracting, retaining and supporting employees in the modern world of work!
Vol. 2 Issue 5: Leveraging Mindfulness to Improve Employee Morale and Productivity
Alchemizing Human Capital Newsletter
January 30, 2023
Welcome to Vol. 2 Issue 5 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on leveraging mindfulness to improve employee morale and productivity!
Vol. 2 Issue 4: Investing in Worker Wellness to Drive Organizational Success
Alchemizing Human Capital Newsletter
January 23, 2023
Welcome to Vol. 2 Issue 4 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on investing in worker wellness to drive organizational success!
Vol. 2 Issue 3: Leading with Consistency to Maximize Your Impact
Alchemizing Human Capital Newsletter
January 13, 2023
Welcome to Vol. 2 Issue 3 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on leading with consistency to maximize your impact!
Vol. 2 Issue 2: Strategic People Management in the New Year
Alchemizing Human Capital Newsletter
January 09, 2023
Welcome to Vol. 2 Issue 2 of the Alchemizing Human Capital weekly newsletter. This week, content is focused on strategic people management in the new Year!
Vol. 2 Issue 1: Supporting Holistic Worker Well-Being In Your Organization
Alchemizing Human Capital Newsletter
January 02, 2023
Welcome to 2023 and the first issue of the Alchemizing Human Capital weekly newsletter in the new year (Vol. 2 Issue 1)! This week, content is focused on supporting holistic worker well-being in your organization!
Vol. 1 Issue 51: The Shifting Global Landscape of HR and People Leadership
Alchemizing Human Capital Newsletter
December 19, 2022
Welcome to Issue 51 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on the shifting global landscape in HR and people leadership!
Vol. 1 Issue 50: How Leaders Can Adapt to the Shifting Psychological Contract To Improve The Employee Experience
Alchemizing Human Capital Newsletter
December 12, 2022
Welcome to Issue 50 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on how leaders can adapt to the shifting psychological contract to improve the employee experience!
Vol. 1 Issue 49: Creating and Sustaining High Performance Teams
Alchemizing Human Capital Newsletter
December 05, 2022
Welcome to Issue 49 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on creating and sustaining high performance teams!
Vol. 1 Issue 48: Seeking Better Work-Life Blend in the Future of Work
Alchemizing Human Capital Newsletter
November 28, 2022
Welcome to Issue 48 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on seeking better work-life blend in the future of work!
Vol. 1 Issue 46: Considerations for the Future of Business, Society, and The Planet
Alchemizing Human Capital Newsletter
November 14, 2022
Welcome to Issue 46 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on considerations for the future of business, society, and the planet!
Vol 1. Issue 45: How Leaders Can Respond In The Face Of An Economic Downturn
Alchemizing Human Capital Newsletter
November 07, 2022
Welcome to Issue 45 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on how leaders can respond in the face of an economic downturn!
Vol. 1 Issue 44: The Shifting Psychological Contract at Work and the Impacts on Employee Engagement
Alchemizing Human Capital Newsletter
October 31, 2022
Welcome to Issue 44 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on the shifting psychological contract at work and the impacts on employee engagement!
Vol. Issue 43: Staying Curious to Continually Reskill and Upskill Your Workforce
Alchemizing Human Capital Newsletter
October 24, 2022
Welcome to Issue 43 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on staying curious to continually reskill and upskill your workforce!
Vol. 1 Issue 42: Modeling Continual Learning and Improvement as a Leader
Alchemizing Human Capital Newsletter
October 17, 2022
Welcome to Issue 42 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on modeling continual learning and improvement as a leader!
Vol. Issue 41: Attracting, Retaining, and Supporting Employees in the Modern World of Work
Alchemizing Human Capital Newsletter
October 10, 2022
Welcome to Issue 41 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on attracting, retaining, and supporting employees in the modern world of work!
Vol. 1 Issue 40: Leadership Strategies to Encourage Team Development and Engagement
Alchemizing Human Capital Newsletter
October 03, 2022
Welcome to Issue 40 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on leadership strategies to encourage team development and engagement!
Vol. 1 Issue 39: Embracing the Human Connection and Leading with Meaning
LinkedIn
September 26, 2022
Welcome to Issue 39 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on embracing the human connection and leading with meaning!
Vol. 1 Issue 37: Building Innovation Teams for the Future of Work
Alchemizing Human Capital Newsletter
September 12, 2022
Welcome to Issue 37 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on building innovation teams for the future of work!
Vol 1 Issue 36: Adaptive Organization Design and the Future of Work
Alchemizing Human Capital Newsletter
September 05, 2022
Welcome to Issue 36 of the Alchemizing Human Capital weekly newsletter! This week, content is focused on adaptive organization design and the future of work!
The Perceived Value of Using a Team Charter in Business Education
International Journal for Business Education
February 21, 2023
Schools of business seek to prepare students for the workplace with employer-valued skills such as communication, teamwork, and application of knowledge. As such, a common practice for business and management educators is to involve students in collaborative team-based assignments and community projects. To facilitate the development of teamwork skills, faculty members may have students create a team charter, which involves student teams identifying goals, roles, and norms. However, empirical evidence of the value of team charters is limited. This study examined student perceptions of team charters to determine if they played a role in effective teamwork or if other variables accounted for team success. The study entailed an analysis of a mid-semester team evaluation survey and an end-of-semester team charter survey. Findings indicated that overall, the inclusion of the development and application of student charters in student group projects leads to several important benefits and learning outcomes. However, the perceived usefulness of charters varies among students by level of experience and year in school.
18 Coaches Share Their Special Q1 Goals And Projects
Forbes
December 07, 2023
As the new year approaches, business leaders are gearing up for Q1 with strategic planning top of mind. As executive coaching leaders and professionals know, identifying special projects and goals to undertake during this crucial quarter is key, as these activities can set the tone and trajectory for the rest of an organization’s year.
Changes 15 Coaching Pros Plan To Make In Their Practices In 2023
Forbes
February 23, 2023
It’s important for coaches to continuously reflect on their work and take steps to improve their practices to better serve clients and achieve their business goals. Thus, many coaches may be considering making changes or adjustments to their coaching approach this year.
S46E7 - Throwback Thursday - Creating an Organizational Culture of Openness, Safety and Transparency, T. Reneé Smith
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July 13, 2023
In this "Throwback Thursday" HCI Podcast episode, Dr. Jonathan H. Westover talks with T. Reneé Smith about creating an organizational culture of openness, safety and transparency.
T. Reneé Smith (https://www.linkedin.com/in/treneesmith), CEO of iSuccess Consulting, Inc. is known as the “Business
S46E6 - The Two Rules of Leadership and the Three Secrets of High-Performing Teams, with Peter Anderton
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July 11, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Peter Anderton about the two rules of leadership and the three secrets of high-performing teams.
Peter Anderton (https://www.linkedin.com/in/peter-anderton) is an Executive Coach, Leadership Speaker and Masterclass Facilitator. His TE
S46E5 - Throwback Thursday - Shifting Your Mental Wellness at Work to Feel Less Stress and Avoid Burnout, with Alina R. Haitz
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July 06, 2023
In this "Throwback Thursday" HCI Podcast episode, Dr. Jonathan H. Westover talks with Alina R. Haitz about shifting your mental wellness at work to feel less stress and avoid burnout. S
Alina R. Haitz (https://www.linkedin.com/in/alinarhaitz/) is the voice of the everyday working parent that strugg
S46E4 - Lesser-Known Ways in Which Organizations Can Focus On a More Inclusive Employee Experience, with Nani Vishwanath
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July 04, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Nani Vishwanath about lesser-known ways in which organizations can focus on a more inclusive employee experience.
Nani Vishwanath (https://www.linkedin.com/in/nanditavishwanath/) (she/her) is dynamic consultant, speaker, educator, writ
S46E3 - Throwback Thursday - The Need to Change the Way We Change at Work, with Mark Briggs
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June 29, 2023
In this "Throwback Thursday" HCI Podcast episode, Dr. Jonathan H. Westover talks with Mark Briggs about the need to change the way we change at work.
Mark Briggs (https://www.linkedin.com/in/markbriggs/) is a management consultant who helps Fortune 500 companies modernize their operations, culture,
Tags: Leadership, Culture, Future of Work
S46E2 - How To Transform and Lead In the Age of Creativity, Innovation, and Sustainability, with Faisal Hoque
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June 27, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Faisal Hoque about how to transform and lead in the age of creativity, innovation, and sustainability, with Faisal Hoque.
Faisal Hoque (https://www.linkedin.com/in/faisalhoque/) is an accomplished entrepreneur, noted thought leader, te
Tags: Leadership, Culture, Future of Work
S46E1 - How Will A.I. Technology Affect the Workplace?
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June 22, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover was interviewed on KSL News Radio for a 10-minute segment titled, "How Will A.I. Technology Affect the Workplace?"
Part of the LinkedIn Podcast Network #LinkedInPresents
Further explore the topics discussed in this episode with the new HCIConsult
S45E30 - How to Automate Your Expertise, with Stefan Debois
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June 20, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Stefan Debois about how to automate your expertise.
Stefan Debois (https://www.linkedin.com/in/stefandebois/) is the founder and CEO of Pointerpro, an assessment software platform that helps professional services companies to automate
S45E29 - What The F*ck is Next, with David and Colton Chorpenning
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June 15, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with David and Colton Chorpenning about their book, What The F*ck is Next.
With a trailblazing career spanning counseling, coaching, and consulting, David (https://www.linkedin.com/in/david-chorpenning-5abb356/) has worked his magic with so
S45E28 - High-Performing Teams in the Public Sector, with Dean Schroeder
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June 13, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Dean Schroeder about high-performing teams in the public sector.
Dean Schroeder (https://www.linkedin.com/in/dean-schroeder-3379376/) is an award-winning author, consultant, and academic. Dr. Schroeder has worked with organizations wor
S45E27 - Throwback Thursday - The Inclusion Revolution and the Lessons Within It, with Daisy Auger-Dominquez
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June 08, 2023
In this "Throwback Thursday" HCI Podcast episode, Dr. Jonathan H. Westover talks with Daisy Auger-Domínguez about the inclusion revolution and the lessons within it.
Daisy Auger-Domínguez (https://www.linkedin.com/in/daisyaugerdominguez/) has made it her mission to make workplaces more equitable
Tags: Leadership, Culture, Future of Work
S45E26 - Trends We Are Seeing in 360 Feedback in the Current Business Landscape, with Dale Rose
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June 06, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Dale Rose about the trends we are seeing in 360 Feedback in the current business landscape.
Dale Rose (https://www.linkedin.com/in/dalerose/) co-founded 3D Group in 1994 on the premise that leaders and organizations could drastically i
S45E25 - Throwback Thursday - How the Japanese Philosophy of Ikigai Can Be Applied to the Workplace, with Sri Chellappa
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June 01, 2023
In this "Throwback Thursday" HCI Podcast episode, Dr. Jonathan H. Westover talks with Sri Chellappa about how the Japanese philosophy of Ikigai can be applied to the workplace.
Sri Chellappa (https://www.linkedin.com/in/srikantchellappa/) is the President and Co-Founder of Engagedly, a people stra
Tags: Leadership, Culture, Future of Work
S45E24 - Practical Tips and Tricks for Growing and Scaling an Online Business, with Austin and Monica Mangelson
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May 30, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Austin and Monica Mangelson about practical tips and tricks for growing and scaling an online business.
Traveling the world freely with your loved one by your side…making memories…that’s the dream life, right? Austin and Monica (
S45E23 - Throwback Thursday - Taking an Interdisciplinary Approach to Organizational Development and Change Management, with Murad Salman Mirza
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May 25, 2023
In this "Throwback Thursday" HCI Podcast episode, Dr. Jonathan H. Westover talks with Murad Salman Mirza about the importance of taking an interdisciplinary approach to organizational development and change management.
Murad Salman Mirza (https://www.linkedin.com/in/muradsalmanmirza/) is an innovati
Tags: Leadership, Culture, Future of Work
You're going to love Another Bite
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May 24, 2023
Today we’re sharing an episode of Another — a Shark Tank rewatch podcast where you relive the latest & greatest pitches from Shark Tank (from Squatty Potty to Mensch-on-a-Bench).
In this episode, hosts Jorie Munroe, Ariel Boswell, and Jon Dick jump into the tank with their business insights on S
Tags: Leadership, Culture, Future of Work
S45E22 - The 4 Main Traits to Figure Out Your Productivity Personality, with Jonathan Stewart
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May 22, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Jonathan Stewart about the 4 Main Traits to Figure Out Your Productivity Personality.
Based in the UK and Founder of Simplicity Specialist, Jonathan Stewart (https://www.linkedin.com/company/simplicityspecialist/) is a neurodivergent e
Tags: Leadership, Culture, Future of Work
S45E21 - Virtual Presentation Mastery: Tips from the Coach to Some of the World’s Best Speakers, with Jack Milner
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May 19, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Jack Milner about his book, Virtual Presentation Mastery: Tips from the Coach to Some of the World’s Best Speakers.
Jack Milner is an award-winning communication coach. He has trained the world’s best-selling professional speakers
S45E20 - Empowering Women in Leadership Roles, with Claudia Miller
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May 18, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Claudia Miller about empowering women in leadership roles.
Claudia Miller (https://www.linkedin.com/in/claudiatmiller/) is a sought-after Career Coach for Women In Tech and she's helped her clients land fulfilling jobs at a senior leve
S45E19 - Inclusion Management and Leading Humans in the 21st Century, with Dr. Lauren Tucker
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May 17, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Dr. Lauren Tucker about inclusion management and leading humans in the 21st century.
With over 30 years of experience, Dr. Lauren Tucker (https://www.linkedin.com/in/laurensolutionhacker) is the Founder and CEO of Do What Matters, wher
S45E18 - Risks Facing the Business Landscape and Their Impacts on the HR Function, with Jim Wetekamp
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May 16, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Jim Wetekamp about risks facing the business landscape and their impacts on the HR function.
Jim Wetekamp is the Chief Executive Officer of Riskonnect Inc, a leading provider of integrated risk management software. He is a recognized e
S45E17 - Why You Should Embrace Conflict Over Comfort, with Amanda Ono
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May 15, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Amanda Ono about why you should embrace conflict over comfort.
Amanda Ono (https://ca.linkedin.com/in/amandaono) has spent her career learning to maximize a company's most valuable investment — *its people*. Boasting over 20 years of
S45E16 - How Leaders of Sales Teams Should Approach Retention Differently Amidst Changing Employee Expectations, with Maura Kautsky
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May 12, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Maura Kautsky about how leaders of sales teams should approach retention differently amidst changing employee expectations.
Maura Kautsky (https://www.linkedin.com/in/maurakautsky/) is the president of Sales Xceleration. She has 20 yea
S45E15 - Learnings from the 4-Day-Work Week, with Cinzia Campanini
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May 11, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Cinzia Campanini about learnings from the 4-day-work week.
Cinzia Campanini (https://www.linkedin.com/in/cinzia-campanini/) is the Vice President of People and Culture at Awin, a global affiliate marketing company which has been recogn
S45E14 - An Approach to People Management to Enhance Performance, with Anna Mamalaki
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May 10, 2023
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Anna Mamalaki about an approach to people management to enhance performance.
Anna Mamalaki (http://www.linkedin.com/in/annamamalaki) is a seasoned Organizational Design, Transformation and People Operations Consultant.
Part of the Link
HCI Webinar: Acquiring and Retaining Key Top Talent & Managing a Multinational Team, with Raj Grover
YouTube
August 13, 2022
has established himself as one of Canada’s foremost business strategists and deal makers. He is the founder of High Tide and its subsidiary companies of Valiant Distribution and Canna Cabana, while also being the co-founder of High Tide’s subsidiary, Famous Brandz. Through organic growth and strategic acquisitions, Raj has grown High Tide from one small shop of 2 employees in 2009, into one of Canada’s largest cannabis retailers with over 1,000 amazing team members and business interests spanning North America and Europe
Designing Meaningful Work During COVID-19: Implications for Managers and the Future of Work
TedEd
November 26, 2020
Consider how the nature of work has shifted over the past 50 years. With increased globalization, rapid technological advancement, and a shift in economic composition, the average jobs today look very little like the average jobs 50 years ago. These jobs were largely industrial and agricultural in nature, with a relatively small percentage of service sector jobs as a proportion of the overall economy. While we do not have a crystal ball and cannot predict, with any assurance, what the next 50 years will look like, past trends provide us with clues for the coming decades as we move headlong into the 4th Industrial Revolution. This revolution will be characterized by rapid technological progress where the application of new technologies will cause sudden change. As such, it seems clear that the technology of the future is changing the business of today and tomorrow. Apart from tracing historical trends to make predictions, unexpected global events, such as COVID-19 and their impact on the world of work and the economy, must be carefully considered. Such events may accelerate current trends or establish new directions.
In this presentation, I explore: (1) An Overview of COVID-19 Global Impact on Work and Economies, (2) Technological Innovations Influencing Shifting Work Conditions, (3) COVID-19 Accelerating the Shift to a New Normal in the Workplace and the Future of Work in the Post-Pandemic World, and (4) Policy Questions and Implications Related to Economic and Employee Well-being.
Please share your experience with the shift into more virtual work during the pandemic. What has worked well? What gaps still persist?
Innovative Learning: Utilizing Service-Learning Projects in an Online Management Class
TedEd
November 25, 2020
I recently launched a fully online version of my Organizational Development and Change undergraduate class, which includes an intensive, semester-long service-learning consulting project that teams of students complete with a community partner. In this lesson, I will share lessons learned and you will have the chance to consider how you might effectively engage students in an online course.
I have been teaching my undergraduate Organizational Development and Change class for 10 years, in both the traditional F2F and hybrid modalities, but when I decided to design an online version to provide more options for our students, I realized just how challenging it can be to do this well when you don't have a chance to see and interact with students directly in class. The real challenge has been to find ways to retain the heart of the course, a meaningful and effective service-learning OD team project consulting experience, within a fully online course. In this video, I describe the online course design elements, provide examples of projects and implementation, and discuss opportunities for further refinement and continued development of the course. I share lessoned learned so far and suggest ideas for continued assessment and evaluation. See the full slide deck here: https://tinyurl.com/ujg2bdj.
Service-learning is a tremendous pedagogy to engage students in deeper learning, all while helping them to develop practical professional skills and give back to the community. While it takes effort to design and implement a successful service-learning course, especially in an online learning environment, the outcomes are well worth the effort!
How Can Leaders Equip Organizations/Companies for DEI Success?
Date : March 18, 2023
Diversity, equity, and inclusion (DEI) efforts are crucial for organizations because they offer many benefits such as improving employee morale, increasing innovation, and reducing turnover rates. DEI initiatives are also important to the values of the organization and can improve brand reputation. Here are some key points from the provided web search results:
Firstly, DEI initiatives should be infused into every part of the business and it is the responsibility of the company executives and leaders to drive these efforts. Organizations have the power to create flexible work environments, recruit diverse teams, train employees to identify and prevent internal discrimination, and offer everyone equal opportunities at work. As a result of these efforts, organizations will experience supplementary benefits.
Furthermore, organizations can take an active role in embedding DEI learning into the heart of business operations and culture by making three important shifts: from unconscious bias training to a DEI learning strategy, from DEI awareness to DEI fluency, and from individual compliance to personal action and systemic change.
In addition to these points, understanding DEI terminology is also important to organizations. Diversity is defined as the presence of differences within a given setting, which includes gender identity, race, ethnicity, religion, nationality, communities, sexual orientation, place of practice, and practice type. An organization creates a diverse workforce by recruiting employees from different backgrounds. Equity means treating everyone fairly and providing them with the resources and opportunities they need to succeed. Inclusion is the act of creating an environment where everyone feels welcomed and valued for their unique differences.
Finally, to effectively track inclusion, organizations must measure employee sentiment with a considered definition of inclusion, ensuring the organization can act fast on the results. In summary, DEI efforts are crucial to organizations because they create a fair and inclusive environment where employees can feel valued and empowered, leading to increased productivity and innovation.
What Can Leaders Do?
To equip organizations/companies for success in the area of Diversity, Equity, and Inclusion (DEI), there are several strategies that can be implemented.
One approach is to align DEI initiatives with organizational goals using metrics, benchmarks, and milestones. This helps to ensure that progress is reported, monitored, and celebrated. Additionally, requiring leaders and managers to participate in behavior-based DEI trainings can be effective, as it helps to create a culture of inclusivity and promotes understanding of diverse perspectives.
Another strategy is to make space for employee voices and actively listen to their experiences and suggestions for improving DEI within the organization. This can involve acknowledging the need for change, unlearning biases, and creating safe spaces for dialogue.
Moreover, talent management and HR can play a crucial role in promoting DEI by communicating expectations around the importance of the above strategies to managers, mentors, and sponsors. They can also provide access to DEI training, resources, and tools and analyze talent practices to identify any biases or barriers to diversity and inclusivity within the organization.
Ultimately, creating a successful DEI program requires a commitment to ongoing learning and growth, as well as a willingness to listen, adapt, and make changes as needed.
How Can Leaders Facilitate Continuous Learning/Development in the Workplace
Date : March 18, 2023
Facilitating continuous learning and development in the workplace is essential for maintaining a competitive edge in today's rapidly evolving business environment. Here are some key strategies that leaders can employ to foster a culture of continuous learning and development within their organizations.
First, leaders must recognize that occupying a leadership position is not the same as leading. To truly lead, leaders must be able to connect, motivate, and inspire a sense of ownership of shared objectives among their team members. This is particularly important when it comes to promoting a culture of continuous learning, as team members must feel motivated and empowered to take on new challenges and acquire new skills.
One common obstacle to continuous learning is scope naivete, which refers to the tendency for leaders to underestimate the amount of work required to achieve transformational change within an organization. To avoid this pitfall, leaders must be realistic about the time and resources required to implement learning and development initiatives, and must communicate these requirements clearly to team members.
Another key strategy for promoting continuous learning is to take a multipronged approach. This involves providing transparent and multidimensional development opportunities, and engaging in ongoing conversations with business leaders to understand the organization's learning needs and develop paths for continuous learning. By taking this approach, leaders can ensure that learning initiatives are aligned with the organization's goals and are tailored to meet the specific needs of individual team members.
To ensure that continuous learning initiatives remain effective over time, leaders should also seek out feedback from team members and use this feedback to refine and improve their learning programs. This could involve using surveys or other feedback mechanisms to gather input on the effectiveness of specific learning initiatives, as well as soliciting suggestions for new learning opportunities that could be implemented in the future.
Finally, it's important for leaders to recognize the power of consolidation when it comes to promoting continuous learning. This involves connecting workflows and facilitating the flow of information within the organization, in order to ensure that team members have rapid access to accurate information that can help them stay ahead of business needs. By using technology and other tools to facilitate communication and collaboration among team members, leaders can create a culture of continuous learning that is both effective and sustainable over the long term.
Innovative Uses of Technology in HR and Workplace Culture
Date : March 18, 2023
Innovative uses of technology in HR/workplace culture have become increasingly prevalent in recent years, as technology continues to shape and transform the modern workplace. There are several examples of technology being utilized to enhance workplace culture and improve HR practices.
One innovative use of technology in workplace culture is the use of software like CultureX, which can measure and improve workplace culture to create a less toxic environment, increase employee work-life balance, and decrease burnout levels. This type of software can help organizations to identify areas for improvement and develop strategies for addressing workplace issues.
Another way that technology is impacting workplace culture is through the definition of the employee experience. As hybrid work becomes more prevalent, traditional in-office perks are becoming less important, and technology is playing a larger role in shaping the employee experience. This means that organizations need to pay attention to the technology they provide to their employees and ensure that it supports their needs and helps them to be productive.
Technology is also being used to enhance HR practices, such as workforce management, recruiting, and productivity of remote workers. For example, organizations can use software to track employee performance, automate administrative tasks, and analyze data to make informed HR decisions.
In addition, core HR and recruitment technology solutions, including AI and machine learning, can address diversity, equity, and inclusion (DE&I) issues. AI-based software platforms can be both data-driven and taught to ignore biases, thus helping to ensure that the hiring process is fair and equitable.
Finally, technology is transforming the future of work and reshaping the workforce through innovations like 5G. As technology continues to advance, it is likely that we will see more innovative uses of technology in HR and workplace culture.
Here are five practical tips for leaders who want to implement innovative uses of technology in HR/workplace culture:
1. Start with a clear strategy: Before implementing any technology, it's important to have a clear strategy that outlines the goals, objectives, and expected outcomes of the technology. This will ensure that the technology is aligned with the organization's goals and values.
2. Involve employees in the process: Involve employees in the process of selecting and implementing technology. This will help to ensure that the technology meets their needs and that they are comfortable using it.
3. Provide training and support: It's important to provide training and support for employees who will be using the technology. This will help to ensure that they can use it effectively and that they feel confident in their ability to do so.
4 Monitor and evaluate: Monitor and evaluate the effectiveness of the technology over time. This will help to identify any areas for improvement and ensure that the technology is meeting the organization's goals.
5. Be open to feedback and adjust as needed: Be open to feedback from employees and make adjustments as needed. This will help to ensure that the technology continues to meet the needs of the organization and its employees.
By following these practical tips, leaders can successfully implement innovative uses of technology in HR/workplace culture and help to create a more productive, engaged, and inclusive workplace.
Automation and artificial intelligence will continue transforming the workforce in 2024, taking over more routine tasks and freeing up humans for creative and complex work. Remote and hybrid arrangements adopted during the pandemic will become permanent for many knowledge workers, enabling more flexible digital nomad lifestyles. Lifelong learning will be essential as skills rapidly become outdated, requiring on-demand training from companies. Non-traditional contract and gig work will rise as full-time jobs decline in number. Collaboration tools like augmented reality and virtual assistants will enhance connectivity among distributed remote teams. With some jobs unstable, debates over job guarantee or universal basic income programs will grow as ways to support citizens' basic needs.
How will ChatGPT Impact Talent Acquisition in 2023
Date : February 13, 2023
In recent years, the use of AI and chatbots in talent acquisition has been growing. AI-powered chatbots can help streamline the recruitment process by automating repetitive tasks, such as scheduling interviews, answering candidate questions, and pre-screening applicants. This allows HR teams to focus on more strategic and high-value tasks, such as candidate engagement and relationship building.
Additionally, AI-powered language models like ChatGPT can be integrated into the recruitment process to provide personalized and informative responses to candidate queries in real-time. This can improve the candidate experience, increase the speed of the recruitment process, and provide valuable data insights for HR teams to improve their recruitment strategies.
While AI and chatbots have the potential to greatly improve the talent acquisition process, it's important to note that they should be used as a supplement, not a replacement, for human interaction. HR teams should still play a key role in the recruitment process, using AI to support and enhance their efforts, rather than relying solely on technology.
Overall, it's expected that the impact of AI and language models like ChatGPT on talent acquisition will continue to grow in 2023 and beyond, as more and more organizations adopt these technologies to improve the efficiency and effectiveness of their recruitment processes.
While it is difficult to predict the exact impact that ChatGPT will have on higher education in 2023, it is clear that various disruptive technologies (including AI) continue to evolve rapidly and bring about changes in many industries. Here are a few ways in which ChatGPT could potentially impact higher education in 2023 and beyond:
Improved accessibility: ChatGPT and other language models could be used to create virtual tutors, providing students with 24/7 access to educational resources and support. This could be particularly useful for students in remote or underserved areas.
Personalized learning: ChatGPT can be trained on large amounts of data and fine-tuned to specific subjects, making it possible to provide personalized education to each student based on their abilities, interests, and needs.
Automated assessment and grading: ChatGPT could be used to automate the grading of assignments, freeing up teachers' time and allowing them to focus on more meaningful tasks such as providing feedback and supporting students.
Supplementing human teachers: ChatGPT could be used to augment the role of human teachers, providing additional resources and support to students outside of class time.
Research and data analysis: In fields such as science and engineering, ChatGPT could be used to assist with research and data analysis, helping students to more efficiently process and understand complex information.
It's important to note that these potential impacts are not guaranteed and that technology can have unintended consequences as well. Additionally, it will likely take some time for these technologies to be fully integrated into the education system and for their full impact to be realized.
How ChatGPT Will Impact Learning and Development in 2023
Date : February 12, 2023
Based on the impact that chatbots like ChatGPT can have on learning and development, I would recommend the following for learning and development professionals:
Embrace technology: Learning and development professionals should embrace technology and explore how chatbots can be leveraged to enhance the learning experience. This can include incorporating chatbots into existing learning programs or developing new programs specifically designed for chatbot use.
Personalize learning: Utilize chatbots to provide personalized learning experiences to students. Chatbots can help to tailor the learning experience to each student's needs and preferences.
Enhance accessibility: Use chatbots to enhance accessibility to learning resources for individuals who may not have access to traditional education resources. This can include individuals in remote or underserved areas, as well as those with disabilities or who are otherwise marginalized.
Foster continuous learning: Chatbots can help to support continuous learning by providing just-in-time information and resources to learners. Learning and development professionals should take advantage of this by developing programs that support lifelong learning and professional development.
Collaborate with technology experts: To effectively leverage chatbots, it's important for learning and development professionals to collaborate with technology experts who have expertise in artificial intelligence, natural language processing, and other related technologies.
By embracing technology and taking advantage of the benefits that chatbots can provide, learning and development professionals can help to enhance the learning experience for their students and create opportunities for continuous learning and professional development.
Predictions for the use of Chat GPT in the HR Space in 2023
Date : February 12, 2023
Based on trends and developments in the field of HR technology, it is likely that Chat GPT will continue to be adopted in HR and recruitment applications in 2023 and beyond. Some potential use cases for Chat GPT in HR include:
1. Chatbots for recruitment: Companies could use chatbots powered by Chat GPT to answer candidate's questions and guide them through the recruitment process, streamlining the experience for both candidates and recruiters.
2. Employee engagement and support: Chat GPT can be used to provide employees with instant support and answers to HR-related questions, improving their experience and helping to drive employee engagement.
3. Performance management: Chat GPT could assist HR teams in conducting performance reviews by providing relevant information and helping to facilitate conversations between managers and employees.
4. Diversity, equity and inclusion: Chat GPT could be used to provide employees with information and support related to diversity, equity and inclusion initiatives, helping companies to build more inclusive work environments.
It's important to note that the use of Chat GPT in HR will depend on the specific needs of individual companies and the adoption of HR technology more broadly. However, given the potential benefits for HR teams and employees, it's likely that Chat GPT will continue to play an important role in the HR space in 2023 and beyond.
"As we move headlong into an extended period of economic uncertainty, the labor market will soften a bit, but the skills gap will remain. Amidst the extremely tight labor market we have been experiencing, employers have focused much more on employee experience, and organizations shouldn't lose that focus in 2023. With employee burnout and mental health challenges at an all-time high, with more and more workers (particularly young people) trying their hand at the gig economy, and with a growing gap between what workers want (remote and flexible work) versus what organizations want (people back in the office), it is still going to be challenging for organizations to find top talent, especially in technical fields. Focus on the holistic employee experience, make sure your people feel truly needed, wanted, and valued, with the opportunity for continued professional growth and to contribute in meaningful ways each and every day, and you and your team will be strategically situated to attract, retain, and engage talent that will drive continued innovation and bring value to the market."
In 2022, I see three mega trends significantly impacting the shifting nature of the future of work:
More flexible and distributed work: The number of employees who want a hybrid experience will probably be more common. Each organization is going to have to figure out that balance and determine which technologies they are going to be able to utilize to maximize the performance potential of their employees given these new hybrid arrangements. With the increasing use of virtual distributed teams across the globe, there are so many opportunities for employees to even be a digital nomad; certainly organizations are not geographically bound and their employees shouldn't be either. That opportunity today is much greater than it was 10 years ago, and I think in the next 5-10 years it will almost become ubiquitous.
More segmented and contingent work: The gig economy is on the rise. The commitment between employee and employer has changed dramatically. The employer wants more flexibility, for an employee to be more agile and adapt to the workplace, and they don’t want to be stuck with high labor costs. Employees don’t want to be locked in and feel tied to a job.
A serious look at legislation regarding contract and contingent work: We are going to see these kinds of issues pop up from a legal and legislative standpoint, and companies will have to look at their business model and determine what contingent work and benefits will look like.
Innovative Uses of Technology in HR and Workplace Culture
Thinkers360
March 19, 2023
Innovative uses of technology in HR/workplace culture have become increasingly prevalent in recent years, as technology continues to shape and transform the modern workplace. There are several examples of technology being utilized to enhance workplace culture and improve HR practices.
One innovative use of technology in workplace culture is the use of software like CultureX, which can measure and improve workplace culture to create a less toxic environment, increase employee work-life balance, and decrease burnout levels. This type of software can help organizations to identify areas for improvement and develop strategies for addressing workplace issues.
Another way that technology is impacting workplace culture is through the definition of the employee experience. As hybrid work becomes more prevalent, traditional in-office perks are becoming less important, and technology is playing a larger role in shaping the employee experience. This means that organizations need to pay attention to the technology they provide to their employees and ensure that it supports their needs and helps them to be productive.
Technology is also being used to enhance HR practices, such as workforce management, recruiting, and productivity of remote workers. For example, organizations can use software to track employee performance, automate administrative tasks, and analyze data to make informed HR decisions.
In addition, core HR and recruitment technology solutions, including AI and machine learning, can address diversity, equity, and inclusion (DE&I) issues. AI-based software platforms can be both data-driven and taught to ignore biases, thus helping to ensure that the hiring process is fair and equitable.
Finally, technology is transforming the future of work and reshaping the workforce through innovations like 5G. As technology continues to advance, it is likely that we will see more innovative uses of technology in HR and workplace culture.
Here are five practical tips for leaders who want to implement innovative uses of technology in HR/workplace culture:
1. Start with a clear strategy: Before implementing any technology, it's important to have a clear strategy that outlines the goals, objectives, and expected outcomes of the technology. This will ensure that the technology is aligned with the organization's goals and values.
2. Involve employees in the process: Involve employees in the process of selecting and implementing technology. This will help to ensure that the technology meets their needs and that they are comfortable using it.
3. Provide training and support: It's important to provide training and support for employees who will be using the technology. This will help to ensure that they can use it effectively and that they feel confident in their ability to do so.
4 Monitor and evaluate: Monitor and evaluate the effectiveness of the technology over time. This will help to identify any areas for improvement and ensure that the technology is meeting the organization's goals.
5. Be open to feedback and adjust as needed: Be open to feedback from employees and make adjustments as needed. This will help to ensure that the technology continues to meet the needs of the organization and its employees.
By following these practical tips, leaders can successfully implement innovative uses of technology in HR/workplace culture and help to create a more productive, engaged, and inclusive workplace.
How Can Leaders Equip Organizations/Companies for DEI Success?
Thinkers360
March 19, 2023
Diversity, equity, and inclusion (DEI) efforts are crucial for organizations because they offer many benefits such as improving employee morale, increasing innovation, and reducing turnover rates. DEI initiatives are also important to the values of the organization and can improve brand reputation. Here are some key points from the provided web search results:
Firstly, DEI initiatives should be infused into every part of the business and it is the responsibility of the company executives and leaders to drive these efforts. Organizations have the power to create flexible work environments, recruit diverse teams, train employees to identify and prevent internal discrimination, and offer everyone equal opportunities at work. As a result of these efforts, organizations will experience supplementary benefits.
Furthermore, organizations can take an active role in embedding DEI learning into the heart of business operations and culture by making three important shifts: from unconscious bias training to a DEI learning strategy, from DEI awareness to DEI fluency, and from individual compliance to personal action and systemic change.
In addition to these points, understanding DEI terminology is also important to organizations. Diversity is defined as the presence of differences within a given setting, which includes gender identity, race, ethnicity, religion, nationality, communities, sexual orientation, place of practice, and practice type. An organization creates a diverse workforce by recruiting employees from different backgrounds. Equity means treating everyone fairly and providing them with the resources and opportunities they need to succeed. Inclusion is the act of creating an environment where everyone feels welcomed and valued for their unique differences.
Finally, to effectively track inclusion, organizations must measure employee sentiment with a considered definition of inclusion, ensuring the organization can act fast on the results. In summary, DEI efforts are crucial to organizations because they create a fair and inclusive environment where employees can feel valued and empowered, leading to increased productivity and innovation.
What Can Leaders Do?
To equip organizations/companies for success in the area of Diversity, Equity, and Inclusion (DEI), there are several strategies that can be implemented.
One approach is to align DEI initiatives with organizational goals using metrics, benchmarks, and milestones. This helps to ensure that progress is reported, monitored, and celebrated. Additionally, requiring leaders and managers to participate in behavior-based DEI trainings can be effective, as it helps to create a culture of inclusivity and promotes understanding of diverse perspectives.
Another strategy is to make space for employee voices and actively listen to their experiences and suggestions for improving DEI within the organization. This can involve acknowledging the need for change, unlearning biases, and creating safe spaces for dialogue.
Moreover, talent management and HR can play a crucial role in promoting DEI by communicating expectations around the importance of the above strategies to managers, mentors, and sponsors. They can also provide access to DEI training, resources, and tools and analyze talent practices to identify any biases or barriers to diversity and inclusivity within the organization.
Ultimately, creating a successful DEI program requires a commitment to ongoing learning and growth, as well as a willingness to listen, adapt, and make changes as needed.
How Can Leaders Facilitate Continuous Learning/Development in the Workplace
Thinkers360
March 18, 2023
Facilitating continuous learning and development in the workplace is essential for maintaining a competitive edge in today's rapidly evolving business environment. Here are some key strategies that leaders can employ to foster a culture of continuous learning and development within their organizations.
First, leaders must recognize that occupying a leadership position is not the same as leading. To truly lead, leaders must be able to connect, motivate, and inspire a sense of ownership of shared objectives among their team members. This is particularly important when it comes to promoting a culture of continuous learning, as team members must feel motivated and empowered to take on new challenges and acquire new skills.
One common obstacle to continuous learning is scope naivete, which refers to the tendency for leaders to underestimate the amount of work required to achieve transformational change within an organization. To avoid this pitfall, leaders must be realistic about the time and resources required to implement learning and development initiatives, and must communicate these requirements clearly to team members.
Another key strategy for promoting continuous learning is to take a multipronged approach. This involves providing transparent and multidimensional development opportunities, and engaging in ongoing conversations with business leaders to understand the organization's learning needs and develop paths for continuous learning.
By taking this approach, leaders can ensure that learning initiatives are aligned with the organization's goals and are tailored to meet the specific needs of individual team members.
To ensure that continuous learning initiatives remain effective over time, leaders should also seek out feedback from team members and use this feedback to refine and improve their learning programs. This could involve using surveys or other feedback mechanisms to gather input on the effectiveness of specific learning initiatives, as well as soliciting suggestions for new learning opportunities that could be implemented in the future.
Finally, it's important for leaders to recognize the power of consolidation when it comes to promoting continuous learning. This involves connecting workflows and facilitating the flow of information within the organization, in order to ensure that team members have rapid access to accurate information that can help them stay ahead of business needs.
By using technology and other tools to facilitate communication and collaboration among team members, leaders can create a culture of continuous learning that is both effective and sustainable over the long term.
How will ChatGPT Impact Talent Acquisition in 2023
Thinkers360
February 13, 2023
In recent years, the use of AI and chatbots in talent acquisition has been growing. AI-powered chatbots can help streamline the recruitment process by automating repetitive tasks, such as scheduling interviews, answering candidate questions, and pre-screening applicants. This allows HR teams to focus on more strategic and high-value tasks, such as candidate engagement and relationship building.
Additionally, AI-powered language models like ChatGPT can be integrated into the recruitment process to provide personalized and informative responses to candidate queries in real-time. This can improve the candidate experience, increase the speed of the recruitment process, and provide valuable data insights for HR teams to improve their recruitment strategies.
While AI and chatbots have the potential to greatly improve the talent acquisition process, it's important to note that they should be used as a supplement, not a replacement, for human interaction. HR teams should still play a key role in the recruitment process, using AI to support and enhance their efforts, rather than relying solely on technology.
Overall, it's expected that the impact of AI and language models like ChatGPT on talent acquisition will continue to grow in 2023 and beyond, as more and more organizations adopt these technologies to improve the efficiency and effectiveness of their recruitment processes.
Recommendations for Organizational Leaders
Here are some suggestions for organizational leaders to consider:
Assess the needs of your organization: Before implementing AI and chatbots in talent acquisition, it's important to assess your organization's specific needs and goals. Determine what tasks can be automated, and which tasks still require human interaction.
Enhance, don't replace, human interaction: AI and chatbots can be powerful tools in the recruitment process, but they should be used to enhance, not replace, human interaction. HR teams should still play a crucial role in the recruitment process, using AI to support and improve their efforts.
Focus on candidate experience: AI and chatbots can help improve the candidate experience by providing personalized and informative responses in real-time. This can enhance the reputation of your organization as an employer, and improve the chances of attracting top talent.
Data-driven decision making: AI and chatbots can provide valuable data insights into the recruitment process. Use this data to make informed decisions about your recruitment strategies, and continuously improve the efficiency and effectiveness of your recruitment process.
Ensure ethical and inclusive use: AI and chatbots should be used in an ethical and inclusive manner. Ensure that your technology is free from bias and discrimination, and that all candidates are treated fairly and equitably throughout the recruitment process.
Continuously evaluate and improve: As with any technology, the use of AI and chatbots in talent acquisition should be continuously evaluated and improved. Regularly assess the impact of AI on your recruitment process, and make necessary adjustments to ensure it continues to support your organization's goals and objectives.
These are just a few recommendations for organizational leaders to consider when implementing AI and chatbots in talent acquisition. The use of AI and chatbots has the potential to greatly improve the efficiency and effectiveness of the recruitment process, but it's important to use these technologies in a responsible and strategic manner.
Predictions for the use of ChatGPT in the HR Space in 2023
Thinkers360
February 12, 2023
Based on trends and developments in the field of HR technology, it is likely that Chat GPT will continue to be adopted in HR and recruitment applications in 2023 and beyond. Some potential use cases for Chat GPT in HR include:
Chatbots for recruitment: Companies could use chatbots powered by Chat GPT to answer candidate's questions and guide them through the recruitment process, streamlining the experience for both candidates and recruiters.
Employee engagement and support: Chat GPT can be used to provide employees with instant support and answers to HR-related questions, improving their experience and helping to drive employee engagement.
Performance management: Chat GPT could assist HR teams in conducting performance reviews by providing relevant information and helping to facilitate conversations between managers and employees.
Diversity, equity and inclusion: Chat GPT could be used to provide employees with information and support related to diversity, equity and inclusion initiatives, helping companies to build more inclusive work environments.
It's important to note that the use of Chat GPT in HR will depend on the specific needs of individual companies and the adoption of HR technology more broadly. However, given the potential benefits for HR teams and employees, it's likely that Chat GPT will continue to play an important role in the HR space in 2023 and beyond.
Recommendations for Leaders
Based on the potential benefits and uses of Chat GPT in HR, I would recommend the following to organizational leaders:
Consider investing in HR technology: As HR technology continues to advance, it's important for organizations to keep up and consider investing in new tools and solutions. Chat GPT can provide organizations with a range of benefits and can help to streamline HR processes, improve employee engagement and support, and drive diversity, equity and inclusion initiatives.
Embrace AI in HR: Organizations that are not yet using AI in HR should consider how it can be integrated into their processes and strategy. AI, including Chat GPT, can help to automate HR tasks and provide employees with instant support and answers to their questions.
Take a data-driven approach: As with any new technology, it's important to measure the effectiveness of Chat GPT and HR technology more broadly. Organizations should gather data on the impact of these tools on HR processes and employee experience, and adjust their strategy accordingly.
Foster a culture of innovation: Finally, organizations should encourage a culture of innovation and embrace new ideas and technologies, including Chat GPT, to improve HR processes and drive positive outcomes for both employees and the organization.
By taking these steps, organizations can take advantage of the benefits of Chat GPT and other HR technologies, and drive positive outcomes for their employees and the organization as a whole.
How ChatGPT Will Impact Learning and Development in 2023
Thinkers360
February 12, 2023
It's likely that chatbots like ChatGPT will continue to play a significant role in learning and development in 2023 and beyond. There are a few ways in which chatbots can impact this field:
Personalized learning: Chatbots can provide personalized learning experiences by adapting to an individual's learning pace and style. For example, a chatbot can provide customized explanations, practice problems, and feedback based on a student's performance.
Accessibility: Chatbots can provide learning opportunities to individuals who may not have access to traditional education resources. For example, a chatbot can provide educational content and assessments in remote or underserved areas.
Scalability: Chatbots can scale educational resources to meet the needs of large numbers of students. For example, a chatbot can provide individualized feedback and support to thousands of students simultaneously, which would be difficult for a human teacher to do.
Continuous learning: Chatbots can support continuous learning by providing just-in-time information and resources to learners. For example, a chatbot can provide information and resources to help someone who is looking to upskill or reskill in a specific area.
However, it's important to note that chatbots like ChatGPT are not meant to replace human teachers or educators, but rather to complement and enhance their efforts in providing educational resources to students.
Recommendations for Learning and Development Professionals
Based on the impact that chatbots like ChatGPT can have on learning and development, I would recommend the following for learning and development professionals:
Embrace technology: Learning and development professionals should embrace technology and explore how chatbots can be leveraged to enhance the learning experience. This can include incorporating chatbots into existing learning programs or developing new programs specifically designed for chatbot use.
Personalize learning: Utilize chatbots to provide personalized learning experiences to students. Chatbots can help to tailor the learning experience to each student's needs and preferences.
Enhance accessibility: Use chatbots to enhance accessibility to learning resources for individuals who may not have access to traditional education resources. This can include individuals in remote or underserved areas, as well as those with disabilities or who are otherwise marginalized.
Foster continuous learning: Chatbots can help to support continuous learning by providing just-in-time information and resources to learners. Learning and development professionals should take advantage of this by developing programs that support lifelong learning and professional development.
Collaborate with technology experts: To effectively leverage chatbots, it's important for learning and development professionals to collaborate with technology experts who have expertise in artificial intelligence, natural language processing, and other related technologies.
By embracing technology and taking advantage of the benefits that chatbots can provide, learning and development professionals can help to enhance the learning experience for their students and create opportunities for continuous learning and professional development.
How ChatGPT Will Impact Higher Education in 2023
Thinkers360
February 12, 2023
While it is difficult to predict the exact impact that ChatGPT will have on higher education in 2023, it is clear that various disruptive technologies (including AI) continue to evolve rapidly and bring about changes in many industries. Here are a few ways in which ChatGPT could potentially impact higher education in 2023 and beyond:
Improved accessibility: ChatGPT and other language models could be used to create virtual tutors, providing students with 24/7 access to educational resources and support. This could be particularly useful for students in remote or underserved areas.
Personalized learning: ChatGPT can be trained on large amounts of data and fine-tuned to specific subjects, making it possible to provide personalized education to each student based on their abilities, interests, and needs.
Automated assessment and grading: ChatGPT could be used to automate the grading of assignments, freeing up teachers' time and allowing them to focus on more meaningful tasks such as providing feedback and supporting students.
Supplementing human teachers: ChatGPT could be used to augment the role of human teachers, providing additional resources and support to students outside of class time.
Research and data analysis: In fields such as science and engineering, ChatGPT could be used to assist with research and data analysis, helping students to more efficiently process and understand complex information.
It's important to note that these potential impacts are not guaranteed and that technology can have unintended consequences as well. Additionally, it will likely take some time for these technologies to be fully integrated into the education system and for their full impact to be realized.
Recommendations for Higher Ed Leaders
Given the potential impact of ChatGPT on higher education, I would recommend that organizational leaders consider the following actions:
Invest in technology: To fully realize the potential of ChatGPT and other AI technologies in education, it is important for organizations to invest in the necessary infrastructure and resources to support their implementation and integration into the education system.
Develop a strategy: Organizations should develop a comprehensive strategy for incorporating ChatGPT and other AI technologies into their education programs. This should include a clear understanding of the goals and objectives of the technology, as well as a plan for implementation and evaluation.
Foster collaboration: Implementing ChatGPT and other AI technologies in education will require collaboration between multiple stakeholders, including educators, students, technology experts, and administrators. Organizations should work to foster these relationships and ensure that everyone is on the same page regarding the goals and objectives of the technology.
Focus on ethics and transparency: The use of ChatGPT and other AI technologies raises important ethical and transparency issues, such as data privacy and algorithmic bias. Organizations should have clear policies in place to address these issues and ensure that their use of the technology is in line with ethical and legal standards.
Continuously evaluate and improve: The impact of ChatGPT and other AI technologies on higher education will likely evolve over time, and organizations should continuously evaluate their use and make improvements as necessary. This may include updating their implementation strategy, training educators, and making changes to the technology itself to better meet the needs of students and the education system.
Overall, it is important for higher ed leaders and teachers to approach the implementation of ChatGPT and other AI technologies in education with caution and to be proactive in addressing potential challenges and ethical considerations. By taking these steps, they can help to ensure that these technologies are used effectively to improve education and support students.
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