Beth Gullette

I’m a certified ICF leadership coach so I take to heart the stats ICF puts out and want to share these with you. How ready are you to level up your leadership and your personal growth?

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Coaching is in the heart of most things I do professionally and personally. I believe that through empowering others I can help with building confident, efficient, resilient and happy individuals and teams. I often say that being a coach is the easiest and the most difficult part of my job. The easiest as I am passionate about development and empowerment. When you are passionate about your job-at times it becomes easy( in my case anyway) . The most difficult - coaching is about letting the client find their own way of moving forward. Despite sometimes wanting to tell clients a solution, I help them with coming up with their own ideas- this builds their confidence, increases self efficacy , dial the feeling of empowerment up. It also builds TRUST. Trust in themselves and others. Coaching is a powerful tool for those who are not afraid to grow in their personal and professional lives .

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The scapegoating of #HR practitioners needs to stop - HR's problems are entirely by design. Whoever thinks combining the Dean of Students and Guidance Counselor into a single role is not considering the implications of conflicting archetypes and the natural responses they evoke. The original title of this piece was HR-ibble. HR needs a do-over based on everything we've learned from social psychology over the last 100 years. Fortunately, there is a surprisingly obvious solution, which I offer in my latest for Psychology Today. If you choose to read it, I hope it resonates! And I would really love to hear your thoughts. In my fantasy, this is the beginning of a conversation with long-term and extremely positive outcomes. Jeff Wald Chad Sowash Joshua Berry Matt Hoffman Darryl K. Amy Narishkin, PhD Stephanie Schott Jerome Gouvernel John Nolan Laura Martin, MBA, SPHR Lauren Friedrich, MBA

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The American Psychological Association's latest Work in America report highlights a crucial link: psychologically safe workplaces may be key to AI adoption. This finding was recently spotlighted at a Partnership on AI roundtable, bringing together Partners and experts from the APA to discuss the human side of AI integration. https://lnkd.in/gM2Td-Kt When employees feel safe to speak up and take risks, they're less likely to fear AI and more likely to embrace it as a tool for innovation. So, how can we build this trust? Some ideas from the report and roundtable: 🔷 Foster open dialogues about AI plans and impacts 🔷 Involve employees in AI decision-making processes 🔷 Emphasize and develop human skills that complement AI What strategies have worked in your organization? #ChangeManagement #EmployeeEmpowerment #AIEthics

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🙋🏻‍♀️ Szilvia Olah maybe one of those Dave Ulrich detractors, especially when it comes to roles like HR Business Partner! This article is an unabashed attempt to pull HR out of its false beliefs in it being a force to reckon with; that typical Strategic partner to the business, the catalyst and change agent, that people advocate, that God sent messenger of employee well-being, etc. Szilvia believes that it's only HR who is delusional about their worth and importance in the organization, as someone who cultivates and preserves culture, passionate about people capabilities and its capacity to unleash the power of Talent Management and Total Rewards to make everyone a rockstar! Noone, including the HR folks themselves, ever witnessed anything that magical evident as a use case to bow down to! HR fell for the consulting and marketing power of the HRBP model. Nothing wrong in this concept but HRBP shall not be a descendent of the HR species, to embrace it as the HRBP of Dave Ulrich model. Only one man who realized this and made right design to the HR team is Laszlo Bock, ex Head of People Operations at Google. It is important to notice that he called his position as Head of People Operations and not CHRO or CPO etc., which are full of false beliefs and delusional. Laszlo had 30% of HR staff in team coming with research and humanities (Psychology, Sociology, etc.) sciences education and doctorate degrees and robust background of research and analytics, other one-third came from pure HR Ops roles like recruiting, Benefits administration, L&D Coordinators, etc., and the final one-third came from Business Consulting background. Laszo was a McKinsey Consultant himself for over a decade. What Szilvia demands is the same when she says in her articles and YouTube podcasts https://lnkd.in/e6d5zTQE She says, there is nothing called HR roles without specialist skills of recruiting, Total Rewards, Talent Management, etc. Generalists have no value to add. As we have evidenced in HR teams, the HRBPs have become just a forced-fit role of HR spokesperson having no expertise as Laszlo Bock would have asked for within HR. In one of my previous employments, I had a senior business leader who had to hire a mid-level leader in Switzerland and he wanted to know from our HR Head, who was based in India, what salary and benefits guidance we had for EU and if we had any benchmarked Comp data available. I was on the call and the HR head bluntly and said, No we don't have any data or guidance. Remember, we had at least 4 staff already working in Switzerland, hired in past many years in various roles and levels. She didn't even promise to research and check back with others within the company and give him some guidance etc. We have so many generalists gone too far and never became redundant unfortunately. We have million such CHROs who have no specialization! Szilvia, thank you for being the contrarian, commonsense voice of HR!

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Coaching offers effective and sustainable leadership development with a high ROI. Don’t just take my word for it - read the 2023 International Coaching Federation study! The Partnership for Public Service has developed streamlined coaching packages for individual government leaders, who want to accelerate their leadership competency development. We also work which new and reassembled leadership teams to move intentionally through the forming, storming and norming team development stages towards elevated performance. Take a look: https://lnkd.in/e74SKiv7 #effectiveleadersbettergovernment #leadershipdevelopment #leadershipcoaching

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