In the second half of a special two-part episode featuring Professor Sir Cary Cooper, CBE, we discuss the four-day working week and how organizations are coping with the challenges of low growth, energy insecurity, and higher levels of long-term sickness due to stress.

Professor Sir Cary is the 50th Anniversary Prof of Organizational Psychology & Health at Manchester Business School, University of Manchester, author and editor of 100s of books and is one of Britain’s most quoted business experts.

He is also the founding President of the British Academy of Management, a Companion of the Chartered Management Institute, one of only a few UK Fellows of the (American) Academy of Management, and a past President of the British Association of Counselling and Psychotherapy and President of RELATE.

Professor Sir Cary was awarded the CBE by the Queen in 2001 for his contributions to organizational health and safety, and in 2014 he was awarded a Knighthood for his contribution to the social sciences.

Questions for Professor Sir Cary include:

• What do you think of attempts to move towards a 4-day work week?
• Is the 4-day work week a way to ensure a better work-life balance or does it offer stresses e.g. employees, in reality, working longer hours and scambling to get tasks done?
• One of your latest books, Resilience in Modern-Day Organizations, focuses on how organizations are coping with the challenges of low growth, energy insecurity, and higher levels of long-term sickness due to stress. Tell us more
• What are the big world of work trends to watch out for in 2024?

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In the 5th episode of the special AI-focused mini-series, guest hosts Pauline James and David Creelman talk with entrepreneurs in the HR Tech marketplace. This discussion is focussed on practical use cases for AI and offers up insights from four experts – Boyd Reid, Fuad Miah, Mike Hall, Ania Garczyńska and Shingai Manjengwa – to discuss how AI is driving innovation in HR products and departments.

Tune in and Discover:

• How can we leverage AI to optimize the employee experience, including employee commutes?
• What are the key considerations for an HR department that is considering building their own AI-based application or tools?
• How can AI contribute to optimizing HR initiatives, such as recruitment, and enhancing team engagement and collaboration?
• How can organizations harness AI effectively while maintaining our ethical standards?

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In this episode of the HRchat Podcast, Keirsten Greggs interviews Aaron Backman, a passionate advocate within the people and talent community.

Listen as they discuss employer branding strategies. Aaron provides a comprehensive definition of employer branding, emphasizing the importance of understanding an organization’s unique DNA and translating it into clear, consistent messaging to attract and engage talent. He highlights that employer branding is an interdisciplinary skill set that goes beyond recruitment and requires collaboration across functions.

Aaron also talks about effectively managing social media pages for employer branding. He emphasizes the importance of knowing where the target audience is and tailoring strategies accordingly. The key takeaway from the day is that employer branding is an iterative process that looks different for every organization, and continuous improvement is essential.

Takeaways include:

• Employer branding is about understanding an organization’s unique DNA and translating it into clear, consistent messaging.
• Employer branding is an interdisciplinary skill set that goes beyond recruitment and requires collaboration across functions.
• Tailoring social media strategies to the target audience’s preferred platforms is crucial for effective employer branding.
• Employer branding is an iterative process that requires continuous improvement and adaptation.

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The U.S. Bureau of Labor Statistics projects that Gen Z will make up a third of the workforce by 2030 – and they’re bringing their ideals with them.

According to findings from Monster, 83 percent of Gen Z candidates say a company’s commitment to diversity, equity, and inclusion (DEI) is important when choosing an employer. Businesses must acknowledge these ideals and adapt to reach Gen Z workers if they wish to attract, hire and retain the best talent. One way companies can do this is by offering robust CSR programs, which provide corporations a license to operate in value-driven ways.

In this HRchat episode, we hear from Sam Caplan, Vice President of Social Impact at Submittable, the social impact platform used by teams to make better decisions and maximize their CSR efforts. Sam is a tech industry leader with 20 years of experience building large-scale philanthropic programs for organizations such as the Walton Family Foundation and Walmart Foundation.

Listen as Sam discusses how CSR programs allow businesses to express and promote their values to prospective employees and customers.

Questions for Sam include:

• How do you see the role of Gen Z evolving in the workforce, and what key ideals do they bring with them that businesses need to acknowledge?
• How can businesses effectively demonstrate and integrate DEI values into their corporate culture to appeal to this demographic?
• As the Vice President of Social Impact at Submittable, could you provide examples of how CSR programs contribute to making better decisions and maximizing social impact within teams?
• How can companies ensure that their CSR programs are not just seen as a checkbox but are genuinely aligned with their values and contribute meaningfully to social impact?
• As the landscape of social impact and CSR continues to evolve, what emerging trends or strategies do you foresee that will be crucial for businesses to stay relevant and appealing to the values of the upcoming workforce, particularly Gen Z?

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In episode 666 of the HRchat podcast, Bill Banham and I reflect on the world of work in 2023. Specifically, we look back at labor market trends, leadership aims and ways to better equip orgs in 2024.

Key Developments and Trends in the Labor Market

The labor market in 2023 saw significant shifts, driven by technological advancements and global events. In the discussion we look at adopting agile work practices and investing in upskilling programs to enhance human performance.

Leadership Qualities in a Changing Landscape

Effective leadership in 2023 demanded adaptability, empathy, and strong communication skills. My team prioritized leadership development programs focusing on these qualities to navigate the evolving landscape, and leaders were encouraged to proactively cultivate these attributes.

Navigating Unprecedented Challenges

HR professionals and corporate leaders faced common challenges, such as workforce well-being, talent retention, and diversity and inclusion. Listen as we emphasize the need for robust crisis management plans and continuous learning initiatives to better prepare for similar challenges in 2024.

The Remote Work Paradigm

2023 revealed valuable lessons about working with virtual teams. Listen as we discuss the importance of clear communication, leveraging collaboration tools, and promoting a healthy work-life balance. HR professionals and leaders are advised to refine remote work strategies for the evolving landscape in 2024.

The post Review of World of Work in 2023 appeared first on The HR Gazette and HRchat Podcast.

In the latest episode of the HRchat show, I talk with Brian Allain, CEO of IEA Training.

In our conversation, Brian shared his reflections on developments in the industry, and what HR professionals can expect in 2024. He also highlighted some of IEA’s significant achievements in 2023. The organization successfully expanded its certification programs, providing professionals with valuable skills and knowledge. The introduction of innovative classes and webinars in both on-demand and instructor-led formats demonstrated IEA’s commitment to accessible and flexible learning opportunities.

The conversation then delved into the major developments in Workers’ Compensation, Absence Management, and Human Resources in 2023. Brian discussed the evolving landscape, emphasizing the importance of staying abreast of regulatory changes. He pointed out the growing emphasis on holistic approaches to employee wellbeing and the integration of technology to streamline HR processes.

Workers’ Compensation, Absence Management and Human Resources – Looking Ahead to 2024

As the discussion turned to the future, Bill and Brian explored IEA’s plans for 2024. Brian provided insights into the organization’s involvement in key events, aiming to create a platform for professionals to network and stay informed about industry trends. He also emphasized IEA’s commitment to delivering a robust lineup of webinars, catering to the diverse needs of professionals in the field.

Predictions for 2024

Brian concluded the interview by sharing his predictions for Workers’ Compensation, Absence Management, and Human Resources in 2024. He anticipates a continued focus on employee wellbeing, with organizations prioritizing mental health support. Additionally, Brian foresees advancements in technology influencing HR practices and an increased emphasis on diversity, equity, and inclusion initiatives.

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IEA Webinars in 2024

IEA Training has a cool catalog of webinars lined up for 2024, covering a spectrum of topics crucial for HR professionals. From practical skills workshops to in-depth discussions on regulatory changes, these webinars promise to be a valuable resource for those seeking continuous professional development. Professionals can explore the comprehensive webinar catalog on IEA’s website for a glimpse into the diverse offerings. Learn more.

The post Brian Allain: Review of Workers’ Compensation and HR in 2023 appeared first on The HR Gazette and HRchat Podcast.

In HRchat episode 657, I talk with Nick Steiert, Co-Founder and Director of the awesome new Wellnergy Festival.

Starting very soon, Nick will be the latest co-host of the HRchat Podcast. The episodes Nick will host are focused on wellbeing in the workplace and ways to live a healthier life. Tune in to get to know Nick and gain insights into what to expect from the new shows hosted by Nick.

Questions for Nick include:

• Tell us about the genesis of the Wellnergy Festival
• You say that the Wellnergy Festival is “made for everyone, not just for those “into wellness”.” What do you mean by that? How do we make wellness education more accessible?
• Wellnergy offers a bunch of experiential learning and growth options such as meditation, sound bath healing, talks, and workshops. Tell us more
• You’ll be hosting a new series of interviews with Wellnergy speakers and partners on the HRchat feed. Tell us about the purpose of the series.
• Tell us about some of the upcoming guests and learning outcomes

About the Wellnergy Festival

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In the second episode of our new AI-focused series, David Creelman and I investigate some key ways that large HR vendors are utilizing new forms of AI.

Joining us this time are Mike Bollinger, Ben Zweig, and Jarik Conrad.

Mike Bollinger is an accomplished executive with 20 years of industry experience. He has deep technology and HCM domain skills including strategic workforce planning, communications, change management, team building, business case development, and leadership. In his current role as Vice President of Strategic Initiatives with Cornerstone, Mike is responsible for internal research as well as strategy development around outcome-based goals. In 2020, Mike helped found, and currently manages, the Cornerstone People Research Lab (CPRL), whose mission is to generate data-driven discoveries about the world of work today and identify emerging trends that will give rise to new work models.

Ben Zweig is a prominent figure at the intersection of Data Science and Human Resources. With a PhD in Economics specializing in Labor Economics and Economic Development from CUNY Graduate Center, he has a strong academic background. Ben’s expertise extends to Natural Language Processing, Labor Economics, Human Resources, and Occupational Transformation. Notably, he spent several years as a Managing Data Scientist at IBM’s Chief Analytics Office, where he utilized Natural Language Processing (NLP) to develop data-driven solutions for businesses. Currently, Ben serves as the CEO of Revlio Labs, an organization that supports the convergence of Data Science and HR. The company focuses on applying data-driven methodologies to enhance workforce management and adapt to the changing job market.

Dr. Jarik Conrad, EdD, SPHR, SHRM-CSP, NACD.DC, is vice president of the Human Insights team at UKG, which consists of former HR practitioners, business leaders, and consultants who are distinguished experts in the HCM field and uniquely qualified to help leadership teams reach their organizational goals. With an acute pulse on industry trends, best practices, and technological innovations, Jarik and his team serve as liaisons, trusted advisors, and thought leaders who help to shape HR industry conversations and direction.

The post Mike Bollinger, Ben Zweig and Jarik Conrad: How HR Tech Firms Are Using AI appeared first on The HR Gazette and HRchat Podcast.

DisruptHR London Review and Create Inclusive Visions

How can leaders faced with tremendous global upheaval create more resilient and trustworthy systems?

Find out as I talk with Terence Tse, recent Disrupt London speaker and co-author of the awesome new book The Great Remobilization: Strategies and Designs for a Smarter Global Future.

Terence says the turmoil of recent years gives leaders an unprecedented opportunity to redesign global strategies and systems and to remobilize toward a smarter, more resilient, and equitable future.

Drawing from one hundred interviews and conversations with top-level executives, entrepreneurs, policymakers, diplomats, generals, scholars, and other leading experts from around the world, the book aims to show how to create new inclusive visions with the aim of rebuilding the trust that will allow for both human and economic growth. Insightful and forward-thinking, The Great Remobilization powerfully illustrates the rare opportunity that we have in this historic moment to actively redesign our fragile, overpressurized global systems and develop new strategies and leadership approaches for the future.

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In HRchat episode 646, I welcome back Jeff Wald. Jeff is an entrepreneur, investor, board member, best-selling author, keynote speaker, and co-founder of Memory Lane and Bento Engine. He has started and invested in successful HR tech companies around the globe. Tune in to get his tips for HR tech founders looking to raise capital and grow their businesses.

Questions for Jeff include:

• What are some of the challenges and opportunities when it comes to raising money for HR Tech companies in the current fundraising environment?
• Do HR tech founders need to be domain experts?
• When it comes to seeking investment, how important is it to have more than one founder of an HR tech start-up?
• What are the differences between raising money as a serial entrepreneur versus being a first-time entrepreneur?
• As an angel investor in HR Tech, what are you looking for?
• Have you invested in someone with a terrible idea because you bought into them instead? Are those people employees rather than business partners?
• You wrote your book, The End of Jobs: The Rise of On-Demand Workers and Agile Corporations, on the future of work and how robots and AI will impact jobs, over three years ago; has your view changed on the future of work? If so, how?
• Why do you feel jobs are not as likely to go extinct as many other experts and headlines?

More About Jeff Wald

Jeff began his career in finance, serving as Managing Director at activist hedge fund Barington Capital Group, a Vice President at Israeli venture firm GlenRock, and various roles in the M&A Group at JP Morgan. He is an active angel investor and startup advisor, as well as serving on numerous public and private Boards of Directors.

In addition to WorkMarket, Jeff has founded several technology companies, including Spinback, a social sharing platform.

Jeff is the author of The Birthday Rules and The End of Jobs: The Rise of On-Demand Workers and Agile Corporations. He is also a Producer of the Tony Award Winning Best Musical A Gentleman’s Guide to Love and Murder, Slava’s Snowshow and the full-length feature Inez & Doug & Kira which has won best picture at various film festivals. Jeff is a regular writer in Huffington Post and Forbes and speaks widely at conferences and on television on startups and labor issues. Jeff was named “One of the 100 Most Influential People in Staffing” by the Staffing Industry Analysts in 2017 & 2018.

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In episode 638 of the HRchat Podcast, I talk with Sam Beiler, CEO and Co-Founder at Boostpoint, a top Social Media and SMS marketing platform built for talent acquisition teams.

The Boost team is on a mission to empower users to create a workplace where everybody thrives. Combining technology, the power of social media, and innovative recruiting strategies Boostpoint, says Sam, helps folks attract more qualified employees, simplify hiring processes, and boost employer brand in new ways.

With a user base exceeding 300 million in the U.S., social media has expanded the horizons for Talent Acquisition teams. Boostpoint helps users move beyond conventional recruitment methods and significantly increase the number of top applicants by utilizing sponsored advertising on platforms like Facebook and Instagram.

Questions for Sam include:

• What are some of the challenges when launching a tech company?
• Work-Life Balance: Talk about the importance of unplugging and spending time with loved ones to recharge, even when you’re at the helm of a startup or working a very demanding job.
• Social media and SMS: What platforms work best to engage candidates? Does it depend on the audience demographics?
• Recruitment Marketing with Social Media: How is hyper-targeted advertising and fast follow-up automation changing the game in talent acquisition?

More About Boostpoint

The platform helps users focus on the ideal candidates by identifying the demographics of your desired hires and showcasing their job openings exclusively to individuals who meet specific criteria, regardless of their location.

Sam and his team say they simplify hiring campaigns and help folks save time by crafting compelling job advertisements that effectively engage both active and passive candidates, surpassing the efficiency of traditional career sites.

Recruit highly qualified employees more efficiently. Streamline the application process, enhance candidate experience, and minimize turnover rates. With their Quick Apply Experience, candidates can complete the application in just 3 minutes.

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Building a culture of inclusion and belonging involves top-down leadership and grassroots efforts. In HRchat episode 635, I talk with Tara Ataya, Chief People and Diversity Officer at Hootsuite about ways people leaders can better collaborate with senior leadership to integrate DEI principles into the overall organizational strategy, while empowering employees at all levels to contribute to a more inclusive workplace.

Tara joined Hootsuite in 2020 as VP People, and was announced as Hootsuite’s first Chief People and Diversity Officer later the same year. She leads Hootsuite’s employee experience and Diversity, Equity and Inclusion initiatives across the organization globally.

Questions for Tara include:

• Can you describe a specific initiative or program you’ve implemented at Hootsuite to foster a sense of belonging among employees? What were the key components of its success, and what challenges did you encounter along the way?
• Is the rise of AI good or bad for DEI?
• In a diverse workforce, individuals may come from various backgrounds, cultures, and identities. How do you ensure that your initiatives address the unique needs and perspectives of all employees, and how do you measure their impact on different groups within the organization?
• Creating a culture of inclusion and belonging involves both top-down leadership and grassroots efforts. How do you collaborate with senior leadership to integrate diversity and inclusion principles into the overall organizational strategy, while also empowering employees at all levels to contribute to a more inclusive workplace? How do you prove it out?
• Based on your experience and successes, what actionable advice would you give to organizations that are just starting or looking to improve their initiatives for fostering a sense of belonging? Are there any best practices or pitfalls to avoid that you could share?

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One of the most effective ways to determine how to respond to any sensed unconscious bias or microaggression towards you is to use your internal GPS. I call this examining the Peeve or Leave question.

The Peeve or Leave question should always be your first step in navigating unconscious bias in the workplace — or any other bias for that matter. Recent high profile incidents of career-stifling bias and microagressions, such as the incident at Buckingham Palace when a black British charity leader, Ngozi Fulani, was interrogated by Lady Hussey, the late Queen Elizabeth II’s senior lady in waiting, about where she was really from, illustrate the importance of having a toolkit to navigate the inevitability of workplace bias. I offer these tips when confronted with career-stifling unconscious bias or microaggressions:

Before you respond to sensed unconscious bias based on race and ethnicity, gender, disability, age, sexual orientation, class, etc., SLOW DOWN and first ask yourself:

“Is this a Peeve or Leave situation?”

If you deem it’s a Leave situation, I’d suggest the following:

– Consciously make a mental decision that the sensed bias directed towards you is a minor unconscious infraction at worst.

– Consciously acknowledge to yourself that your concern or offence may or may not “have legs,” but then determine that it’s not worth ruining your lunch over.

– Then briefly, calmly but clearly use a light, friendly response, or humor to gently recondition the presumed perpetrator.

– And then move on and enjoy your lunch!

If you deem it as a Peeve situation, then I suggest you do the following:

– Have a calm extended conversation with the sensed perpetrator then and there.

– Draw their attention to your sensed bias through effective, non-judgmental, enquiry-driven dialogue.

– In drawing their attention to the sensed unconscious infraction aimed at you, you must allow for your misinterpretation of their comments or behavior.

– Avoid finger pointing (figuratively or literally) and/or drawing on negative personal past experiences or general negative narrative and hearsay about the category that the presumed perpetrator fits into, otherwise YOU become the perpetrator, not them. You also run the risk of almost certainly getting their back up.

– Then collaboratively agree how you’ll harmoniously move forward and get on with your life and career!

I’ll let you decide whether the Palace event was a Peeve or Leave situation.

Authored by Buki Mosaku

Buki is Founder and CEO of London-based DiverseCity Think Tank, a workplace-bias and diversity-and-inclusion consultancy. He is one of the world’s foremost bias-navigation experts. Mosaku has cracked the code for calling out unconscious workplace bias and stopping it in its tracks, which he details in his new book, I Don’t Understand: Navigating Unconscious Bias in the Workplace (Business Expert Press, Sept. 7, 2023). Learn more at www.bukimosaku.com.

The post When You Sense Unconscious Bias, Decide Between “Peeve” or “Leave” appeared first on The HR Gazette and HRchat Podcast.

Culture in the police force, from top to bottom, has once again made its way into the spotlight.

Recent revelations have accused police officers of mishandling body-worn video in over 150 incidents, including switching off cameras and sharing footage on WhatsApp. Meanwhile, more than 100 officers have voluntarily surrendered their permits to carry firearms on duty following a colleague’s shocking charge for the murder of the unarmed Chris Kaba.

The gravity of the situation has even led to discussions about the possibility of putting the UK army on standby.

In this episode, we talk about the perceptions and realities of the culture within the UK police force, as well as explore strategies for leading with greater emotional awareness.

Joining me for HRchat number 630 is Kul Mahay, Founder and CEO of Ignite Your Inner Potential and former Chief Superintendent of the Derbyshire Constabulary. Kul passionately advocates for the creation of ‘human-centered cultures’. Tune in as Kul argues for leaders to prioritize people-first strategies in order to prevent toxic individuals from contaminating the very fabric of an organization.

Listen as Kul discusses:

• Disrupt Birmingham – his session and some of the hoped-for learning outcomes
• The most important leadership skill set right now
• What needs to change in the police force to counter the toxic culture we’re hearing about in the UK news?
• Transparency and police body cameras

More about Kul Mahay

Kul served for 32 years in the UK police service, of which two-thirds were spent at the leadership level.  In his life as a police leader, he oversaw complex and varied departments and commanded critical and major operational scenarios.

He is regularly called upon to comment on issues around organizational culture and embedding emotional intelligence into organizational practices. Kul has been coaching leaders for over 20 years and works with a global client base. Using his deep knowledge of Emotional Intelligence, Kul has worked with police forces, universities, fire services, and the oil industry in the UK, UAE, Qatar, India, and Ukraine to help develop empowered cultures.  His passion for leadership is evident in everything that he does.  His personal coaching client base has spanned the globe.

DisruptHR Birmingham

Kul is also a speaker at the inaugural DisruptHR Birmingham summit happening on October 19.

The inaugural DisruptHR Birmingham summit is an information exchange designed to energise, inform and empower executives, business leaders and people in HR.

Folks will come together at Halton Turner Brewery on October 19 for an evening of inspiring speakers and networking.

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My HRchat Podcast guest this time is Daniel Altman PhD, Chief Economist at Instawork. Dan leads Instawork’s Economic Research Division and is an expert on local labor markets, especially for in-person hourly work.

After completing his doctorate in economics at Harvard, he wrote commentary on the staffs of The New York Times and The Economist, served as an economic advisor in the British government, taught on the faculty of New York University’s Stern School of Business, and was the first head of strategy at Kaplan-Levien Sports Group and the first director of thought leadership at Dalberg. Dan is a frequent speaker and writer on the labor market and the economy at large.

Questions for Daniel include:

• What are your predictions for the US labor market in 2024?
• How has the use of flexible in-person labor changed from before the pandemic and during the early years of the pandemic to now?
• The inaugural Instawork report State of the Flexible Workforce was recently released. It sheds light on the fastest-growing segment of the American workforce. The data detail the diversity, quality, and motivations of these hourly workers, as well as pinpointing the factors that make them successful. Can you share some of the findings?

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An Exciting Night of HR Innovation at DisruptHR Vaughan

Last night, I had the pleasure of representing the HR Gazette at DisruptHR Vaughan. The third Vaughan edition of the chapter event series was another successful occasion of inspiration and collaboration. The Vaughan chapter events are a great example of what Disrupt should be; a forum to spread new ideas and foster learning experiences amidst industry professionals!

Forward-thinking presentations from the speakers, who seamlessly navigated through 20 auto-advancing slides within 5 minutes, covered a variety of topics.

From discussing the role of AI in HR to exploring the power of inclusive language, each speaker brought unique insights to the table.

Here’s my quick run-through of the speakers and sessions:

• We were exhilarated by Keenan D’Abreo’s live art presentation and were touched by the young talent Ethan Young, who lifted our spirits with two beautiful songs.
• Grace Tallon’s speech, “It’s About Time,” proposed shorter working weeks, which achieved 100% success in North America and was enhanced by the melodious notes of her velvet voice.
• Amy Davies from First30 urged managers to consider a “love-bombing” approach to establishing positive first impressions.
• Michael Wortsman from Bridgewell shared valuable insights on why HR should drive AI deployment in his speech.
• Juliet Turpin from Randstad sparked a discussion on how inclusive language is our most powerful tool.
• Dhushan Thevarajah from Huella explored the importance of pushing beyond talent by emphasizing three critical areas among nine—data, technology, and personalized insights.
• Then, there was Corey Shaw, who delved deep into the concept of institutionalizing effective talent solutions, a critical issue in today’s rapidly changing HR landscape.
• Let’s not forget Jake Karls from Mid-day Squares. His emphasis on developing brand strategies through authentic storytelling was a unique and potent perspective that resonated with many.
• Laura Salt from Telecon unravelled the secrets of what social influencers can teach us to be more effective partners.
• Tania Fuschino from Acclaim Disability Management touched upon the important concept: If it’s built for everybody, it serves nobody.
• Chantelle Perry from Humani introduced an exciting perspective on using an offensive strategy to win in HR.
• Brien Convery pondered an interesting question—has talent acquisition outgrown HR? He argued that talent acquisition is more akin to sales than HR, provoking thoughtful consideration.
• Shawna Stewart from Railz then outlined ten AI HR pointers to save time, energy, and headaches—an invaluable takeaway for our HR professionals!

And let’s not forget our DisruptHR Vaughan OGs, Christine Song, Adam Gellert, Stephanie J. Chen, and Giorgio Follegati, whose relentless efforts made this event a reality.

In the heart of every discussion and insight last night was one common thread: HR is quickly evolving, and it’s up to us to keep up. We at The HR Gazette are excited and ready for this journey. Bring on more daring ideas!

For those who missed out, I look forward to seeing you at the next DisruptHR Vaughan!

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Over the last several years, the corporate learning scene has been transformed by two fresh ideas that are shaking up old practices. Business leaders who keep their eyes on the future are stepping away from traditional methods like extensive web-based videos and PowerPoints, choosing instead snappier and more engaging alternatives. And they’re crafting material that doesn’t just tell employees what to do but shows them in action.

These two ideas, known as “microlearning” and “social learning,” can redefine your organization’s learning and development (L&D).

Here’s how these concepts work, and why blending them can create a skilled and competent team.

What Is Social Learning?

The idea of social learning was brought to life by psychologist Albert Bandura in 1977. This type of learning is rooted in the simple human experience of learning by watching others. In the business context, this involves providing real-world examples that demonstrate desired behaviors.

In a work environment, social learning goes beyond theory. It’s about offering practical content that illustrates what to do, how to do it, and why it matters. Real-world examples make the learning experience tangible and relatable.

What Is Microlearning?

Sometimes called “microtraining,” microlearning is about providing brief and clear content that employees can dip into at their convenience. It’s like a pocket-sized guide or a quick podcast that delivers just what you need to know, right when you need it.

Microlearning content can take many forms, including short blogs or guides, podcasts, videos, or live-stream sessions. Under the traditional L&D model, employees are assigned a specific training day or required to attend an in-person seminar. By contrast, the microlearning approach uses soft due dates and gives employees a broad time frame for completing assigned work.

Gone are the strict training schedules of traditional L&D models. Microlearning brings flexibility, letting employees fit these bite-sized lessons into their day without interrupting their essential tasks.

Why Microlearning and Social Learning Are the Perfect Pair

A growing body of research suggests that social learning provides the best ROI for businesses and is the most effective approach for teaching employees new skills.

For instance, according to the 70-20-10 model, employees learn 70% of their skills from hands-on experiences and social interaction. They learn 20% of their abilities from interacting with others. Only 10% of learning is linked to traditional training.

So, what’s the best way to deliver this type of learning? Here’s where microlearning steps in, aligning with the modern reality of short attention spans and bustling workdays. It allows for quick skill uptake without getting in the way of productivity.

Microlearning represents the ideal method for delivering virtually any form of training, especially social learning. Condensing training sessions into short intervals best aligns with American workers’ shrinking attention spans, which are down to just 47 seconds on average, according to CNN.

Why They Are the Perfect Pair for Organizational Growth

Organizational growth is no longer about simply adding more resources or scaling up old practices. It’s about agility, adaptability, continuous innovation, and harnessing collective intelligence.

Here’s why microlearning and social learning are the catalysts for this growth:

• Adaptability in a Dynamic World: Microlearning’s concise lessons fit into the fast-paced work environment, and social learning taps into innate human behavior. This combo allows employees to learn and adapt swiftly, keeping the organization ahead of the curve.
• Harnessing Collective Intelligence: Social learning promotes sharing and collaboration, breaking down knowledge hierarchies. When paired with microlearning, it turns the entire workforce into a cohesive, intellectual ecosystem. This shared resource fuels innovation, creative problem-solving, and growth.
• Continuous Reinvention: As the business world evolves, so must an organization. Microlearning’s bite-sized content ensures that learning keeps pace with changes. Social learning fosters a culture that embraces complexity, turning challenges into opportunities. Together, they allow the organization to reinvent continuously, seizing opportunities and thriving in change.
• Amplifying Impact Across the Board: By making learning more engaging and practical, these methods turn every employee into a problem solver, innovator, and leader. They transform the workforce from a collection of individuals to a unified entity, multiplying impact and driving growth.
• Cost-Effective Scaling: With microlearning’s flexibility and social learning’s natural appeal, these methods can be scaled across an organization without massive investments. They provide a practical, economical pathway to growth, tailored to modern business needs.

In essence, microlearning and social learning are not just about training employees; they’re about fostering a new organizational culture. A culture that’s active in creating, sharing, and applying knowledge. A culture that’s equipped to adapt, innovate, and lead. It’s not about survival; it’s about redefining how organizations operate, learn, and evolve to lead the future.

Innovate Your Organization’s Growth Strategy with Tigerhall

Want to learn more about microlearning and social learning and how these concepts can be the answer to your organization’s growth? If so, we invite you to explore “The Ultimate Guide to Microlearning in 2023” and join the Tigerhall team as we unpack this important topic.

The business world moves quickly, and standing still is not an option. By embracing these dynamic and engaging methods of employee development, you position your organization to not only keep pace with change but to lead the way.

Schedule a demo today, and discover how this new approach to learning can become the key to unlocking your organization’s growth and success.

Authored by Nellie Wartoft, CEO of Tigerhall

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Dave Ulrich Discusses Employee Experience, Personalization and the Impact of AI

In episode 612 of the HRchat podcast, renowned HR thought leader Dave Ulrich shares his insights on the evolving landscape of employee experience, the importance of personalization, and the impending influence of generative AI and deep language models within HR functions.

As the HR landscape continues to evolve, the insights offered by Dave serve as guideposts for business leaders and HR professionals seeking to navigate the journey. By embracing personalization, harnessing technological innovation, and fostering meaningful connections, explains Dave in episode 612, organizations can forge a path toward sustained success and unparalleled employee engagement.

It’s always an honor having Dave join me on the podcast and I recommend listening to his latest appearance as he offers his perspectives on ways AI is changing an already much-altered business landscape.

Dave Ulrich’s Distinguished Legacy and Continued Contribution

Dave Ulrich’s reputation as a distinguished management guru, creative visionary, and influential business thinker precedes him. Recognized by Business Week, Fast Company, Forbes, and Thinkers50 Hall of Fame, Dave’s legacy is firmly established. Dave and his team at the RBL Group have empowered organizations and individuals to thrive through innovative HR practices in areas such as talent, leadership, and organization. In the episode we talk about how his deep-seated passion for disruptive, impactful ideas is what drives him to persistently contribute to the HR space.

Evolving from Employee Experience to Personalization

Dave delved into the transformative journey of employee experience over the past decade. A significant paradigm shift has occurred, where the focus has transitioned from a broad, one-size-fits-all approach to a more personalized experience. The notion of personalization underscores the importance of recognizing and accommodating individual needs, preferences, and aspirations. As businesses adapt to this evolving dynamic, they create an environment where employees feel valued, engaged, and motivated—a catalyst for enhanced performance and loyalty.

Expectations of Gen Z and Implications for HR

In the discussion, Dave and I discussed if the expectations of Generation Z contrast with preceding generations. This generational cohort brings a fresh perspective to the workplace, characterized by a desire for purpose, flexibility, and meaningful connections. As employers strive to attract and retain Gen Z talent, many are scrambling to recalibrate their employer branding, HR processes, and company culture. Dave suggests in the interview that, actually, generational differences are not as pronounced as some would suggest.

Tech-Driven Transformation: The Future of HR

Dave offered intriguing insights into the impending impact of generative AI and deep language models on HR functions. These technological advancements have the potential to revolutionize HR processes, enhancing efficiency, accuracy, and strategic decision-making. By automating routine tasks, AI liberates HR professionals to focus on high-value activities, such as cultivating relationships, driving innovation, and shaping a compelling employee experience. The marriage of technology and human expertise will redefine the HR landscape, positioning it as a strategic partner in organizational growth.

Parts of this conversation with Dave were included in the special 600th episode of the HRchat that also featured Josh Bersin. Listen to episode 600 here. 

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Have you noticed how children possess a certain gem that makes them brilliant, daring, and loving? How are these magnificent beings eventually turning into ordinary, dull, selfish adults far from the aspirations of the past? You, why do you become like this today?

Imagine a palace with many rooms. Think that this palace is you, and every room in this palace symbolizes a unique talent, thought or emotion that resides within you. Can you picture this palace with hundreds of rooms, or better said, hundreds of possibilities?

But some of these rooms are sealed off as you grow up. Perhaps you questioned your father running a red light, and he responded, “If they were capable of doing it, they wouldn’t hesitate.” You learned; If you can’t, you must respect; if you can, crush it. The lights went out; the room’s door was locked; forever.

You saw someone smiling at you. Just as you were to smile back, your mother whispered, “Be careful. She is a foreigner”. Another room is gone. You wanted to say something, muttered nervously. Someone cut you off. Another room faded out about expressing yourself.

Now, after so many experiences, rebelling against your own destiny in a vicious cycle, you are trapped in a few rooms in this huge castle. Everything you couldn’t do, didn’t try, and gave up are locked in those rooms.

This is our story. I hear those saying they could sing well, threw the ball nicely, had good sketches, wanted to be a doctor, or liked acting when younger. Now they are living their lives distant from these dreams. There are people around us who had dreams once but lost them all now. Some resist new ideas and methods. Their egos take the ini6a6ve and search for flaws in others who try. They are imprisoned in a few rooms in their huge castle inside their heads, concentrating on threats rather than opportunities.

Have you ever observed your child repeating a tv character’s exact words? Shoshin calls this the “mind of a beginner,” which means that a child’s mind is as fresh as a blank canvas, ready to absorb every experience and piece of knowledge. As every touch leaves a mark, your past trials, humiliations, and setbacks accumulate on the page until no empty space is left on your “canvas.”

Some of these rooms won’t open again but join me and open a fresh page to try. I ask for two promises from you:

The first is that you will try. Say, “I will try, for once, to do what I have wanted to do for a long time without worrying about failure or what other people say. I will try.”

Second, I want you to say, “I promise not to pass on my personal fears and biases to my child. I will not limit them. I will help them try and endure so that their rooms are not closed, that clean canvas is free from my nonsense.”

Come on; if you are not a part of the solution, you are a part of the problem. I want two promises that you’ll try, at least.

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In episode 607 of the HRchat Podcast, I talk with with Nellie Wartoft, CEO & Founder at Tigerhall. Nellie’s passion for social mobility and her dedication to providing learning opportunities for professionals worldwide has driven the success of Tigerhall, a social learning platform disrupting traditional methods of training employees.

Social learning platforms like Tigerhall can offer considerable benefits to employees, Nellie explains. The accessibility, flexibility, and personalized nature of online learning can empower employees to take charge of their professional development actively. By learning from industry experts, networking with peers, and applying knowledge in real-world scenarios, employees gain valuable skills and insights that contribute to their career growth and success.

In the interview, Nellie is also keen to stress that the availability of continuous learning opportunities enhances employee loyalty and aids organizations in attracting and retaining top talent. As the focus on AI and data-driven decision-making intensifies, online learning platforms play a pivotal role in upskilling employees, equipping them with the necessary skills to thrive in the digital era.

Social Learning

Social learning, as described by Nellie, is a collaborative approach where professionals engage in knowledge-sharing, networking, and skill development through interactions with peers and mentors. Nellie highlights the five pillars of a social learning approach in her article on Medium, titled ‘How To Start Implementing Social Learning at Your Organization.’ These pillars include fostering a learning culture, enabling peer learning, encouraging self-directed learning, leveraging technology, and providing opportunities for real-world application of knowledge.

In the conversation, we spoke about Nellie’s recent post, ‘5 Things Corporate Learning Can Learn From the Epic Success of Threads‘ and the significance of engaging learning experiences. Social media and consumer apps have succeeded in captivating users due to their interactive and personalized nature. On the other hand, traditional corporate learning through Learning Management Systems (LMS) often lacks engagement and fails to meet the needs of modern learners. Tigerhall, with its focus on social learning, aims to bridge this gap by providing a more interactive and dynamic learning environment, making learning enjoyable and effective.

Nellie emphasizes that learning opportunities and talent development are essential elements of employer branding, candidate attraction, and retention. In today’s competitive job market, prospective employees seek organizations that invest in their growth and development. Great development opportunities not only attract top talent but also play a significant role in retaining employees by fostering a sense of loyalty and commitment to the organization.

By leveraging the power of AI and data, employees can make informed decisions, improve productivity, and drive innovation. Nellie offers some helpful tips for HR professionals and leaders to upskill their workforce, including providing relevant training in technology and data literacy. A big believer in utility, social mobility, and achieving goals, Nellie believes upskilling employees in these areas is crucial for businesses to stay competitive.

Social Learning Tech Essentials

• Accessibility and Flexibility: Online learning platforms like Tigerhall provide employees with the flexibility to access learning materials anytime, anywhere. This accessibility allows employees to fit learning into their busy schedules, making it easier for them to balance work and personal commitments while pursuing professional development.
• Personalized Learning Paths: Tigerhall’s emphasis on peer learning and self-directed learning enables employees to create personalized learning paths. They can focus on areas that align with their interests, career aspirations, and individual learning preferences. This personalized approach enhances the learning experience and increases motivation.
• Learning from Industry Experts: Tigerhall’s extensive network of professionals and mentors offers employees the opportunity to learn directly from industry experts. Access to insights and experiences from successful professionals provides invaluable knowledge that goes beyond traditional classroom learning.
• Networking Opportunities: Social learning platforms facilitate networking among professionals from diverse backgrounds and industries. Engaging with peers and mentors opens up avenues for collaboration, idea exchange, and potential career opportunities.
• Real-world Application: Tigerhall’s focus on real-world application of knowledge ensures that employees can apply what they learn to their roles immediately. This practical aspect of learning enhances skill development and boosts confidence in applying newly acquired knowledge.
• Continuous Learning and Upskilling: Online learning platforms foster a culture of continuous learning within organizations. Employees are encouraged to stay updated with the latest industry trends and developments, ensuring they remain valuable assets to their employers.
• Enhanced Career Growth: By actively participating in online learning, employees can demonstrate their commitment to personal and professional growth. This dedication to learning often translates into more significant career opportunities and advancement within the organization.
• Cost-effective Learning: Online learning platforms offer cost-effective solutions compared to traditional training methods. Organizations can provide high-quality learning experiences to a broader audience without incurring substantial expenses associated with in-person training.

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