Sign in to view Erica’s full profile
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Sign in to view Erica’s full profile
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New York City Metropolitan Area
Sign in to view Erica’s full profile
Erica can introduce you to 10+ people at LinkedIn
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
16K followers
500+ connections
Sign in to view Erica’s full profile
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
View mutual connections with Erica
Erica can introduce you to 10+ people at LinkedIn
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
View mutual connections with Erica
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Sign in to view Erica’s full profile
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
About
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Courses by Erica
-
Onboarding in the Hybrid/Remote Workplace20m
Onboarding in the Hybrid/Remote Workplace
By: Erica Keswin
23,171 viewers
Articles by Erica
-
What I Don't KnowJun 3, 2020
What I Don't Know
My mother adopted two girls, Kiki and Crystal, when my sister Lauren and I were in college. Kiki and Crystal are…
25
3 Comments -
My mom left me with an incredible giftMay 1, 2020
My mom left me with an incredible gift
My mom, Gail, passed away on Tuesday, April 14th. I wanted to share the news with you all because of the outpouring of…
45
13 Comments -
This Year Don’t Leave Magic on the Table: Bookend Your Life with RitualsJan 13, 2020
This Year Don’t Leave Magic on the Table: Bookend Your Life with Rituals
Lady Gaga eats breakfast and has “mindful thoughts.” Jane Austen woke up and played the piano.
19
1 Comment -
Looking back on the rise of the Human workplaceDec 31, 2019
Looking back on the rise of the Human workplace
Ok, so the jury’s still out on the open office. And our tech definitely makes it hard to have time off, but the 2010s…
22
3 Comments -
Remix: Generational Magic at Work and Around the Table (Ok, Boomer)Nov 25, 2019
Remix: Generational Magic at Work and Around the Table (Ok, Boomer)
I know Thanksgiving is a couple days away, so you’re probably already obsessing about your menu, your travel plans…
27
2 Comments -
No Offense to the Ping-Pong Table, but...: A Guide to Perks that WorkJul 31, 2019
No Offense to the Ping-Pong Table, but...: A Guide to Perks that Work
Remember when the “careers page” of a company’s website might have looked like this? We offer highly competitive…
64
3 Comments -
Making Connections Through RitualsJul 1, 2019
Making Connections Through Rituals
I’ve always been a fan of traditions. Maybe because I grew up in a kind of crazy family, I can’t get enough of the…
30
1 Comment -
A Human Heyday: Finding the Sweet Spot between Tech and Connect at SXSW 2019Mar 19, 2019
A Human Heyday: Finding the Sweet Spot between Tech and Connect at SXSW 2019
It’s no surprise that technology was once again front and center at this year’s SXSW. Inside the convention center and…
47
3 Comments -
Finding My Soul on Monday MorningFeb 12, 2019
Finding My Soul on Monday Morning
I woke up on Monday feeling tired and not in the mood to work out. I had spent the weekend driving to my kids’ sporting…
29
2 Comments -
A Human Workplace is a Healthy OneJan 22, 2019
A Human Workplace is a Healthy One
January is the month of new beginnings, resolutions, and plans. I am not a big resolution person except there is one…
92
4 Comments
Activity
16K followers
-
Erica Keswin shared thisAs we wrap up Women’s History Month, I want to dedicate today's post to Margaret Meister, CEO of Symetra Financial. I had the opportunity to meet Margaret last week and hear her speak at the Symetra Operations Summit, where I was giving a keynote the following day. To me, her remarks were a masterclass in human leadership. Here’s what stood out: ▶️ Connecting people to purpose: Margaret kicked off the conference by reminding the team why their work matters: “You exist to help our customers have financial freedom. You have a critical voice with our customers. These are long-term relationships, and you are the heart of our future success.” Yes, these are nice words to hear, but they are also smart business. Research shows that companies where employees feel a strong sense of purpose outperform the stock market by nearly 7%. Being a Great Human Leader is not only good for people, it’s great for business. ▶️ Connecting people to others: A lot of employees are on edge right now, especially with ongoing articles and conversations about return to office. Hybrid work is hard to do well, and many companies are giving up. Margaret addressed the uncertainty head on: “We are committed to remote work. But we know that in-person is important as well, so get to know each other this week.” There was no question about her or Symetra’s POV or commitment to remote work, and she acknowledged how challenging working from home can be. But Great Human Leaders are willing to put a stake in the ground. Clarity is kind and good for business. ▶️ Connecting people to themselves: Margaret also spoke about Symetra’s commitment to learning and development and her view on everyone’s favorite (or not so favorite!) topic – AI. “AI is here, and it offers us potential. We can expand what we can offer our customers and do our own jobs faster. But there are risks, and we need to make sure it doesn’t hurt us.” What I appreciated most was her mindset. She wants her people to engage with AI thoughtfully. And she backed it up by highlighting the opportunities to learn, including multiple sessions at the conference (yes, even one on creating your own AI headshot, which was really cool). That’s what it looks like to help people grow: Showing them change is coming AND supporting them through it. None of what Margaret shared was rocket science, but that doesn’t make it easy. In fact, the human stuff is the hardest stuff – especially these days. As I listened to her, I was reminded of something I believe deeply: Great leadership isn’t about having all the answers. It’s about being intentional about how you show up for your people. And as we close out Women’s History Month, it felt like the right moment to recognize a woman who shows up as a Great Human Leader. Who is a woman in your life who shows up as a Great Human Leader? I'd love to know! photo: Yours Truly speaking at Symetra Operations Summit
-
Erica Keswin shared this“Performance has never been a location problem. It’s an energy problem.” I love this take on the hybrid argument. Because for most white collar work, where it happens is less relevant these days. If you’re demanding full RTO without designing a day in the office worth the commute, you’re signalling that attendance is the priority. So what can you do? Andrew Deutscher suggests creating four “energy contracts” – physical, emotional, mental, and personal ownership. ▶️ Physical: What work structures do you have in place to support sustainable performance? ▶️ Emotional: How are you building a high-trust environment where contribution, respect, and inclusion are valued? ▶️ Mental: Does your work environment reduce friction and improve decision making? ▶️ Personal Ownership: Do your people sense both autonomy and accountability? The leaders who take into account these energy contracts are looking at the employee experience more holistically: “That means designing offices for collision, not attendance—spaces that accelerate mentorship, innovation, and interaction. It means clearly articulating why gathering matters and what improves when people are together. And it means treating flexibility as a strategic business imperative, not a perk.” I totally agree. What do you think? Dive in deeper: https://lnkd.in/gt7eh7Xg
-
Erica Keswin shared thisOnboarding AI agents?? When I read the headline, I immediately thought, okay we’ve gone too far. But it’s not onboarding the way we think of it for humans. Instead, author and Harvard Business School management professor, Joseph Fuller, asks us to think of AI agents like colleagues designed specifically to ease our human paint points. Then supervise them and evaluate them to make sure we’re getting what we designed them for – yes, their AI job description. Here are just some ways to “onboard” your agentic AI: ▶️ Give it a job description: What exactly will this AI agent be doing? Be specific. ▶️ Have it ease human pain points: You want buy in for AI? Let it take on tasks that are “dull, dispiriting, and deterministic.” ▶️ Conduct regular performance reviews: Is what you’ve tasked your AI agent to do working? Is it reliable? Timely? ▶️ Supervise it: This is the human person held accountable for the actions of the AI agent What do you think? Have you started onboarding AI agents into your org yet? If so, I’d love to hear about it. Read about the other ways to onboard your agents here: https://lnkd.in/eZRd9GZS
-
Erica Keswin shared thisGiving difficult feedback is never easy. Even for someone like me who spends a lot of time in the people space, coaching others on how to give and receive feedback! Sometimes it’s easier to just let it go, but last week I didn’t. Spring is keynote season, and I’ve been on the road quite a bit for both business and pleasure. I’ve been working with a travel agent on a few upcoming trips, and I was starting to feel that her response times weren’t as timely as I needed. It had happened before, but I’d never said anything. I had a few choices: ▶️ I could get frustrated and just “deal with it” ▶️ I could take my business elsewhere. ▶️ I could address it head on. I decided to follow some of my own advice, so I picked up the phone: “I have a lot of travel coming up, and I’d love to give you the business. But I have to be honest, I don’t feel like you and your team have been as responsive as I need. Is there someone going on I should know about it? If we’re going to keep working together, we need to figure this out.” Her first response was what most of us say, “Thank you for the feedback.” However, she then went on to explain why the past few weeks had been “unusual.” I get it. Life happens and work gets messy. But that isn’t what you want to hear when you’ve taken the time to be honest with someone. But I brought it back, “I hear you, but I’m sharing my experience because I want to see if we can work this out.” Instead of continuing to explain why her response time had been “off,” she moved into problem-solving. She said, “Let’s talk about how we communicate. Sometimes we’re emailing, sometimes texting, and things might be getting lost.” She went on to share some best practices that she uses with other clients, and together we figured out some better ways to communicate moving forward: ▶️ One clean email thread per trip ▶️ Keep all communication for that trip in that thread ▶️ Text only when something is truly time-sensitive We got off the phone, and I immediately felt better. Giving her the feedback made me feel like a weight had been lifted. And, at the end of the day, if it doesn’t work out, at least I know I tried and was honest. Great human leaders know that the best feedback conversations don’t end at “thanks for sharing.” Ideally, that feedback creates clarity around how to best work together moving forward. Have you encountered this before in work or life? I’d love to hear about a time when having a difficult conversation, though tough, made a situation better for you and the person on the other end of it. Maybe you were even on the receiving end! Let me know in the comments 👇 Photo: I ran into my friend Karen Benett at LGA on Sunday which made the two-hour security line a little more bearable!
-
Erica Keswin shared thisThank you for having me! In these uncertain times, the best leaders never pretend to have it all figured out.Erica Keswin shared thisWhat makes a great human leader? Author and workplace strategist Erica Keswin says it's a combination of vulnerability, empathy, experimentation and the willingness to say that you don't know it all. During her inspirational Opening Keynote at the 2026 AFP FP&A Forum, Erica highlighted three things that great human leaders do exceptionally well: 1️⃣ Connect people to the purpose, mission and values of an organization 2️⃣ Connect people to others 3️⃣ Connect people to themselves and how they want to develop #FPAForum2026
-
Erica Keswin shared thisLeaders are pulling back. In the midst of uncertainty, chaos, and instability, leaders are experiencing “psychological withdrawal.” And this creates a vicious cycle of lost agency: “Leaders hold back and refrain from doing what they need to be doing; problems pile up, momentum is lost, and opportunity is left on the table.” I get it. There’s never been a harder time to lead. Which is why I’m grateful for this piece from Merete Wedell-Wedellsborg, PhD on how to overcome the urge to withdraw. It requires a personal leadership reset, which starts with building “negative capability.” Negative Capability means leading well “when the map no longer matches the terrain, when the normal rules no longer apply, and when facts and reason are suspended.” Negative capability helps leaders “tolerate not knowing without collapsing into avoidance or coercion.” Aka, leaders grounded in negative capability know how to be calm in the storm. Once you’ve unlocked negative capability you can start restoring agency in 8 ways: -Redraw the map -Normalize volatility -Create anchors -Foster negative capability in others -Co-pilot rather than empower -Break patterns -Make it playful -Monitor habits For more details on each of these agency-restoring moves (I especially love the “create anchors” strategy), read the full piece here: https://lnkd.in/eQyqfuqBLeaders Feel Their Agency Eroding—and They’re Starting to WithdrawLeaders Feel Their Agency Eroding—and They’re Starting to Withdraw
-
Erica Keswin shared thisWhat is a ritual? I define it as having three component parts: ▶️ meaning and intention ▶️ a regular cadence ▶️ goes beyond its practical purpose What do I mean by that last one? Imagine lighting a candle every Friday at 5 pm to signal the end of the work week. You don’t do it because you need light necessarily. You do it to mark the transition from work week to weekend. It’s an opportunity to pause with intention, maybe reflect, and take a few breaths to wind down. That’s rituals gold! Do you have any personal rituals you do regularly? I’d love to hear about them! For more, check out Part 1 of my conversation with Rebecca Shaddix on her podcast, Time Billionaires: https://lnkd.in/eCe5FkDb
-
Erica Keswin shared thisWho wants to join Bode's Book Club?? As I shared right after the New Year, I made two resolutions: lifting weights and reading more. So far so good as I’ve stuck to both…and it’s almost April! While I love to read business books, there’s something about an amazing fiction book that transports you to a different place. My friend recommended Culpability by Bruce Holsinger, and I dove in without even knowing what it was about. Without giving anything away, the book centers on a tragic car accident and the ripple effects that follow. The car happened to have AI-enabled driving technology. What makes the book so interesting are the very human questions it raises about responsibility, judgment, and accountability when something goes wrong. Because here’s the thing: AI doesn’t eliminate human responsibility. Or, does it? I will let you read the book to learn what happens. But in many organizations, a human makes a choice, designs parameters, and approves or trusts an AI model. And as organizations race to redesign work and to adopt AI, we need to ask, will there ever be a fully hands-off system? Or should we always ask ourselves, "where is human in the loop?" If you’ve experimented with AI, you know it often answers prompts incorrectly (aka - makes sh*t! up), responding with a shameless “Oops!” when you call it out. But what can we do to make sure there are fewer “Oops" moments when we ask our employees to utilize Generative AI? We need rules of the road…pun intended! This tech is still so new (and rapidly changing) that it’s the Wild West out there. Establishing protocols will give AI-users guidance on who is accountable and how for the outputs generated. Here are some companies that are being intentional about protocols: ▶️ At Thomson Reuters, they “require developers and product owners to include the details of their human oversight process in the model documentation template. Post-deployment, teams are dedicated to human-in-the-loop training and monitoring.” ▶️ At MSN, unreviewed AI-generated content is prohibited. MSN also requires disclosure of AI use from their authors. ▶️ At Switch, “if a reliable source cannot be found to verify factual information generated by the tool, that information cannot be used for work purposes.” Protocols may differ from org to org and team to team and should be updated as new AI models are released. What’s most important is that you have them and that you always keep a human in the loop (with accountability included). I’d love to hear what guidelines or protocols you’ve incorporated (if any) into your Gen AI use at work. Comment your best AI protocols!
-
Erica Keswin shared this“I can’t believe this is my life!” In this episode of "Honestly, We’re Learning" from ClearEdge, I share the story of how I first discovered the power of technology back in ‘98 when I worked remotely from Bermuda. My trusty Blackberry (which I still miss), enabled me to work from the beach. Mind blown. I remember saying to myself, “I can’t believe this is my life!! 😀” Fast forward ten years and three kids later, I was rocking TWO devices because the iPhone had just come out and apps were the shiny new toy. This time though, I was wrangling crying kids and incessant pings and dings from both phones. In the overwhelming chaos of it all, I remember saying to myself again, “I can’t believe this is my life! 😩” What a difference a decade makes. That juxtaposition between those two moments ten years apart kicked off my journey into finding the sweet spot between tech and connect: utilizing tech for all its greatness…but also knowing when and where to put it in its place (aka, away). And in the AI era, finding that sweet spot matters more than ever. I loved joining Leslie Vickrey and Lesly Cardec on this episode about Human-Centered Leadership in the Age of AI. Thanks for having me! Catch the full episode here: https://lnkd.in/e9fBTWgM
-
Erica Keswin liked thisErica Keswin liked thisHarvard just dropped some really compelling research. Augmentation roles up 22%. Automation roles down 17%. March 2025. It looks like we've been asking the wrong question. Everyone's obsessed with "will AI take my job?" But the bigger, tougher question, the one that actually matters, is toward what? The companies pulling ahead aren't picking sides. They're asking, "What can our people become when we treat AI as a force multiplier, not a threat?" Novartis changed its whole frame. Not, "what can we automate?" but "what can you become?" That shift shows up in hiring, training, and how managers talk to their teams. And the data backs it: when you design roles around augmentation, people step up, grow, and stay. The fork is real, though. One path: squeeze more out of what people already do. The other: free your people up and point them at the highest-value work your company has never had enough human energy to tackle. Most companies are still picking the first path and calling it a strategy. Which path are you choosing? Which path are you taking? #HumanAdvantage #FutureOfWork #AIAugmentation #TalentStrategy #Workquake
Experience & Education
-
Erica Keswin
***** ********* ******* *** **** ******* ******* ******* *******
-
********
******** ******** **********
-
** ***
******
-
******* ******** ****** ** **********
****** ** ******** ************** ***** ************** ********** undefined
-
-
********** ** *******
******** ** **** **** ********* ******* *** **********
-
View Erica’s full experience
See their title, tenure and more.
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Publications
-
The Business Case for Conversation
Huffington Post
See publicationThis blog is about the Business Case for Conversation. In it, I will share not only my journey as an organization and leadership development expert seeing the challenges the business community is facing, but also an analysis of what companies can do to address them
Languages
-
Spanish
-
View Erica’s full profile
-
See who you know in common
-
Get introduced
-
Contact Erica directly
Other similar profiles
-
Kevin Sheridan
Kevin Sheridan
Harvard Business School Angels Investors Of South Florida
31K followersPalm Beach Gardens, FL
Explore more posts
-
Greg Pryor
7K followers
When Kristin Cullen-Lester and I began curating contributors for The Social Capital Imperative, commissioned by Society for Industrial and Organizational Psychology (SIOP) we set out to bring together leading voices who have shaped how we understand leadership as a dynamic and networked process. That’s why we were thrilled when Dorothy Carter joined Caton Weinberger and Laura Bauer to co-author the chapter, “The Role of Networks in Leadership Effectiveness.” Dorothy is an Associate Professor of Organizational Psychology at Michigan State University and the Faculty Director of the Leadership, Innovation, Networks, and Collaboration (LINC) Laboratory. Her research seeks to uncover the factors that enable teams and larger collectives to tackle complex challenges. She has been published in top journals such as Journal of Applied Psychology, The Leadership Quarterly, and Journal of Management, and her work has been supported by National Aeronautical and Space Administration (NASA) and the National Institutes of Health (NIH). In their chapter, Dorothy, Caton, and Laura explore leadership through a social network lens, emphasizing that leadership emerges through relationships and is influenced by the structure of those relationships. While research supports the value of this approach, practical guidance for managers has been limited. The chapter addresses this gap by offering actionable insights for how managers can understand, build, and use networks effectively, and outlines directions for future research. Kristin and I are deeply grateful to Dorothy and the fifty thought-leading contributors for bringing their expertise and real-world leadership lens to this book. Her work not only advances the science of leadership but provides practical guidance for anyone seeking to lead more effectively through connection. Cécile Emery, Ph.D., Dan Halgin, Flavia Zexi Li, Scott Hines, PhD, Nicolas Petit, Michelle Mahdon, Alexandra Gerbasi, Cody Martin, SPHR, Michael Hoffman, Ph.D., Clint Kofford, Caitlin Porter, Ashley Pearson, Donna Chrobot-Mason, Ali O'Malley, PhD, PCC, Pat Downes, Phil Willburn, Curtis Hampton, Andras Vicsek, Travis Grosser, Michael Arena, Cynthia Maupin, Semin Park, Victor Bilgen, Chris Gideon, Neha Shah, Lauren Blackwell Landon, Ph.D., SPHR, Andrew Parker, Julia Brennecke, Katelyn Cavanaugh, Eric Middleton, Ph.D., Matt Berkheiser, DrPh, CIH, CSP, CEM, James Vardaman, Feigu Zhou, Hemerson Paes
22
-
Michael Maeder
August Leadership • 24K followers
AUSLAND #1 - Clip 1: “Disagreeing Well – A Hard Lesson in Family Business Leadership” 🚀 I’m thrilled to launch AUSLAND – Leaders Beyond Borders, my new YouTube video podcast exploring the triumphs and trials of international executives. 🎙️ In this inaugural episode, I sit down with Dr. Maren Celine Schweizer, CEO of Schweizer World Group and sixth-generation leader of a 175-year-old German family business. Maren’s journey is anything but ordinary—she earned her pilot’s license, launched her first aviation startup, turned around a multinational in France, and steered her family business through fires, financial crises, and global expansion. Now based in Singapore, she manages a portfolio of 34 companies across Europe and Asia, spanning listed industrial firms, digital health, and fintech startups. 🎧 In this first featured clip, Maren reflects on one of her hardest-earned leadership lessons: “Overconfidence kills strategy. And in family businesses, you must learn to disagree well.” She opens up about navigating stakeholder tensions, sibling rivalry, and the scars of childhood dynamics—offering rare insight into the emotional realities of running a family business. 👇 Watch the 2-minute clip below 📺 And click here to view the full episode on YouTube: https://lnkd.in/dV3H5pir #AUSLANDPodcast #Leadership #FamilyBusiness #CrossCulturalLeadership #MarenSchweizer #ExecutiveInsights #BusinessPodcast #MichaelMaeder
71
4 Comments -
Allison V. Manswell, CPTD
Path Forward Consulting • 3K followers
Many of you have seen me share my passion for young entrepreneurs. Today, I am proud to share a new thought paper that explores the business case for founder development in today’s fast-moving innovation economy. Drawing from industry insights, including the #2025StateOfBlackVentureReport, this paper examines why we need an approach that increases the emphasis on founder development as a key determinant of startup outcomes. The future of venture capital is not just about finding unicorns - it is about building them. Through Path Forward Consulting FLAME initiative (Founders Leading Advancement in Modern Entrepreneurship), we’re building the infrastructure to support founders- especially those underestimated by traditional capital systems- through targeted development, support, and strategic alignment with investors. Read the thought paper to gain a new perspective on what it means to truly invest in entrepreneurs: The Founder Is the Algorithm Thought Paper #FLAME #FounderDevelopment #VentureCapital #Entrepreneurship #StartupGrowth #LeadershipDevelopment
9
2 Comments -
Nichol Bradford
MasterClass • 23K followers
I recently interviewed Lisa Gelobter, founder and CEO of tEQuitable, on the SHRM AI+HI Project podcast. Lisa's insights into designing AI systems with equity at their core are truly transformative for the future of inclusive workplaces. Lisa reveals how organizations can break through systemic biases and create AI that works for everyone through strategic, inclusive design: ▪️ Understanding the critical importance of equity-centered AI development ▪️ Ensuring communities aren't left on the outside of technological advancement ▪️ Implementing fairness and representation principles in AI systems ▪️ Addressing systemic biases to foster truly inclusive workplace cultures As she powerfully states: "It's about thinking expansively, ensuring that communities aren't left on the outside." Follow Lisa. Read everything she publishes. Click the link in the comment section to listen to the podcast episode and discover how to design AI systems that prioritize fairness, inclusivity, and meaningful change for your organization. #AI #InclusiveWorkplace #Equity #Bias #FutureOfWork #AIEthics #Inclusion #WorkplaceCulture
29
4 Comments -
Joseph Santana
Joseph Santana, LLC • 13K followers
PLEASE STOP CHASING THE UNIVERSAL DEI BUSINESS CASE For years, many inclusion leaders have been searching for the holy grail—a universal DEI business case or the perfect dashboard that works for every company. The truth? Those searches are wild goose chases. Why? Because no two organizations are the same. Their goals, markets, challenges, and opportunities differ. A “one-size-fits-all” case or dashboard can’t capture the unique levers that matter most to your business leaders. It’s also the reason all those so-called best and next practices HR is so fond of don’t produce any results beyond window-dressing in your company. Here’s the real path forward: Instead of chasing magical solutions, inclusion leaders must focus on the specific needs of their organizations. Build initiatives that directly support profit growth, market expansion, cost savings, or risk reduction—and then measure outcomes in those terms. That’s how you build credibility, win leadership support, and secure investment. And here’s the bonus: when DEI is designed to solve business challenges, it doesn’t just drive financial results. It also produces powerful social good as a byproduct—better opportunities, greater equity, and stronger communities. In this week’s issue of The Bizclusionist Weekly, we dive deeper into how to shift from generic “business cases” to creating business-specific ones—and how to measure results in ways that leaders can’t ignore. 👉 Follow this link and read the full article on Substack https://lnkd.in/ezzhF4Zw #Leadership #Strategy #Growth #Impact #DEI #Inclusion #CDOPowerCircle
100
70 Comments -
Jeremy Eskenazi
Riviera Advisors, Inc. • 9K followers
Learning, Leading, and Elevating Executive Talent I recently had the privilege of joining SHRM’s #HonestHR Podcast, hosted by the insightful Nicole Belyna, SHRM-SCP. We explored a topic that is deeply close to my heart: executive recruiting and leadership development. During our conversation, I shared my belief that executive recruiting is fundamentally different from other levels of hiring — it’s not only about finding someone with the right experience on paper but about identifying a leader who can shape the organization’s direction, strengthen culture, and inspire people to achieve their best. We also discussed how critical it is for HR to take an active leadership role in the executive search process. While I deeply value the expertise that external executive search partners bring, I emphasized that HR should serve as the primary steward of the relationship between the organization and the search professional. By doing so, HR ensures alignment with strategic goals and maintains the authenticity of the employer brand throughout the process. Another key topic we covered was how HR leaders in small or lean teams can still have a powerful impact in executive recruiting. Even without large resources, HR can assert their influence by staying deeply connected to organizational needs, fostering strong relationships with key stakeholders, and embedding themselves in the process as strategic advisors rather than just facilitators. Finally, we touched on the importance of supporting leaders after they are hired — executive recruiting doesn’t end when the offer is signed. It’s the beginning of a journey to help new leaders integrate successfully and make a lasting impact. I’m grateful to SHRM, the SHRM Digital Production team and Nicole for the opportunity to share these insights and for hosting such a thoughtful discussion. If you’re interested in thinking more strategically about executive recruiting and how HR can lead with impact, I encourage you to listen to this episode. Thank you again to SHRM and Nicole for having me. (and boy, I don't know why I am blinking so much at the beginning of this video... maybe I was overwhelmed with the outstanding facilitation and interview skills of Nicole?) ------ https://lnkd.in/gtWiyuag #ExecutiveRecruiting #LeadershipDevelopment #TalentAcquisition #SHRM #HonestHR #HumanResources #StrategicHR
28
1 Comment -
Denise Liebetrau, MBA, CDI.D, CCP, GRP
Prosper Consulting, LLC • 23K followers
Rethinking Performance Reviews: From Ratings to Impact What if we stopped assigning performance ratings and instead started recognizing performance by its impact? Employers: If you are embracing a performance model rooted in continuous feedback and want to develop a growth-oriented culture, consider using “Degree of Impact” as your metric. "Degree of Impact" measures the scope, significance, and sustainability of an employee's contributions across four dimensions: 1. Business Outcomes – Driving team and organization results 2. Customer Value – Improving customer results, experience, and satisfaction 3. Team Success – Collaborating to elevate others and their results 4. Enabling Others – Coaching, mentoring, and sharing tools as well as knowledge Instead of a static rating scale, we assess outcomes in terms of Low, Medium, or High Impact: Low Impact - Definition: Contributions are consistent with role expectations but have a localized or short-term effect. Indicators: (a) Completed assigned tasks reliably (b) Minimal innovation or change driven by employee (c) Supported team members occasionally (d) No measurable change in business or customer outcomes Medium Impact - Definition: Contributions moderately exceed role expectations and affect broader team or process outcomes. Indicators: (a) Initiated improvements or solved moderate challenges (b) Enhanced efficiency or quality in a repeatable way (c) Regularly assisted peers or improved team dynamics (d) Helped retain customers or improved customer feedback High Impact - Definition: Contributions significantly exceed role expectations, drives lasting change or substantial business/customer success. Indicators: (a) Led major initiatives or innovations (b) Directly contributed to revenue growth, cost savings, or major customer wins (c) Elevated team performance through mentoring, coaching, or creating reusable resources/tools (d) Role-modeled feedback and improvement culture; helped multiple others succeed This model shifts the focus to fueling high performance broadly. It gives leaders better insight into who’s creating real, scalable, and sustainable value. It can also be linked to compensation and career growth: Base pay increases and bonuses reflect the level of impact, not just tenure or task completion. This approach helps build a culture of ownership, growth, recognition, and continuous improvement. Are you using something similar in your organization? #Compensation #CareerDevelopment #HR #TotalRewards #PerformanceManagement #ContinuousFeedback #PeopleFirst #CompensationConsultant #TalentManagement https://shorturl.at/0BeN4
17
2 Comments
Explore top content on LinkedIn
Find curated posts and insights for relevant topics all in one place.
View top content