In our increasingly diverse world, effective leaders need to be knowledgeable and skilled in inclusive leadership. In short, inclusive leadership is about recognizing and accepting the multiple identities of those whom you lead. But the keys to inclusion are not resting on the shoulders of leaders alone. All members of the group or organization can play an important role in promoting inclusion and leveraging the benefits of a diverse workforce.

The advantages of a diverse workforce are clear. Diverse organizations perform better than those that are less diverse, particularly if the team or organization is managed and led properly.

Read the full article at: www.psychologytoday.com

Around the world and in every industry the future of work has changed dramatically. Some roles made an easy transition to remote work delivering significant benefits. Other roles were unable to work away from the workplace leading to furloughs and layoffs.

Most office worker roles actually made a successful transition to remote work. Forcing an urgent transition to what was previously only a workplace experiment. The success of remote work has seen global surveys of executives confirm that remote work or a hybrid version is definitely here to stay.

McKinsey Global Institute have conducted analysis and found that the potential for remote work is “highly concentrated among highly skilled, highly educated workers in a handful of occupations and geographies”.

However at least half the workforce has little or no opportunity to work remotely. People who need to work physically collaborating with others, those who use specialised machinery etc.

Read the full article at: innovation-thinking.com

The number of people who are unemployed due to COVID-19 is sky-high. From mid-March to early May, more than 30 million people in the U.S. filed for unemployment benefits. And, unfortunately, that number just keeps growing. When you combine that with all of the uncertainty around what life and business will look like in the months to come, it’s easy to get overwhelmed and discouraged. You may think this is the worst time to job search, or that there aren’t even any jobs for the taking. 

Read the full article at: www.forbes.com

You just hired the perfect employee. His or her overall business acumen runs as deep as his or her functional knowledge. He or she leads with empathy, is an expert communicator and perfectly rounds out your already high-performing diverse workforce. Now, the goal is to empower your new hire to create his or her life's best work. To do this, you'll need to show inclusive leadership.

Inclusive leadership is your ongoing commitment throughout the employment lifecycle to create psychological safety. And given there's still a microscopic parasite floating around outside, providing psychological safety in the workplace should be an essential part of your business. 

Read the full article at: www.entrepreneur.com

2021 is a year of great promise. Everybody expects it to be the year when our lives go back to normal, but until that happens, it’s up to you to make it the year of opportunity. 2020 was all about taking up new hobbies, but here we are, one year into the COVID-19 pandemic and working from home. It is time to start using the time we have left until our lives go back to the “old” normal to upgrade our professional skills. Here are five reasons why this year is the perfect time to do this!

5 Reasons Why 2021 Is the Ideal Time for Professional Growth
 
1. Employment Demands Are on the Rise
With the post-pandemic economic crisis on our doorstep, we must expect the employment market to become increasingly demanding in 2021 and beyond. Becoming a professional powerhouse in your line of work is the only foolproof way to make sure you stand a fighting chance to keep your job in the years to come or to get a new one in your field.

Read the full article at: workology.com

In adapting to the challenges of COVID-19, the world has experienced profound societal, economic and technological changes that are redefining nearly every aspect of our lives. New capabilities underpinned by the Internet of Things (IoT), 5G and AI are providing a digital lifeline for millions of people by enabling virtual workspaces, remote education, a thriving e-commerce marketplace and a host of other communication and collaboration tools.

The dependency between the global economy and technology is greater today than it’s ever been, and this is creating sustained demand for semiconductors. It is also broadening the growth drivers for the semiconductor industry. While consumer devices led electronics demand over the past decade, commercial investments in IoT, Big Data, AI and 5G infrastructure are poised to lead the next decade and reshape every industry on the planet, from pharmaceuticals and healthcare to agriculture, energy and transportation. 

Read the full article at: blog.appliedmaterials.com

The so-called “war for talent” has been raging hot ever since the phrase was coined in a McKinsey report back in 1998. In the past 20+ years, not much has changed — in fact, unemployment numbers came in at just 3.5 percent, which means that you probably have several positions to fill, and fewer prospects than ever to step into key roles.

For HR professionals, the war for talent is the new normal, and your department is held accountable for recruiting, retention, and even overall performance. Each of these responsibilities is fraught with difficulty:

• Recruiting is harder than ever, with 62 percent of recruiters reporting that it’s harder to find qualified candidates than it was five years ago. What’s more, there’s a decline in promoting from within, which means there are more positions to fill than ever before.
• Retention might be even more difficult, as the “quit rate” in the United States is at a historic high.

Read the full article at: www.business2community.com

Leadership is as much of an art as it is a science. Each experience is different and, therefore, will require unique skill sets to navigate. And yet, there are seven things, regardless of who you are and what you do, that a great Leader does each day.

1. Communicate the state of things

This “must-do” does not entail a formalized process. What it does equire is ensuring that you are giving your team updates, allowing for questions, and collecting any valuable insights that otherwise would not be attained. Few things are more detrimental to a team than choosing to play your cards close. That tactic from yesteryears is proven to suck employee morale dry. A leader needs to inspire takeaways, which will bring value to-and-for the team. Consistency in success relies on having all able hands on deck, working together and with mutual understanding, to make for the steadiest ship.

Read the full article at: www.entrepreneur.com

What does it mean to project good leadership over a computer screen?

Over the last year, digital communication has become the bedrock of our work lives, whether we like it or not. With the global pandemic forcing many of us into long term remote work arrangements, we can no longer fall back on physical body language to showcase our best traits and distinguish ourselves from our colleagues. Whereas we used to score points with our innate charisma or a freshly ironed suit, it’s become harder to subliminally communicate our best traits — what I call “executive presence.” How are we supposed to convey confidence and integrity over video calls without looking like a try hard?

Read the full article at: medium.com

Discussions of the “glass ceiling,” an invisible barrier to the progression of women (and other underrepresented leaders) from management to the executive ranks, has traditionally focused on discriminatory dynamics. But there’s more to the glass ceiling than discrimination. Executives who make it to the top learn to build an effective executive mindset, demonstrating proficiency in working ON the business in addition to IN the business, and project an authentic executive presence. 

The modern glass ceiling is largely a function of unconscious bias

Most executives today think of themselves as tolerant, open and accepting of people who look different than they do and come from diverse backgrounds. They often have a desire to see more diversity in their leadership ranks.

Read the full article at: inpowercoaching.com

With all the rage around social media in job searching, LinkedIn stands out as the tool of choice for many recruiters to connect with job seekers (or future job seekers). Knowing how recruiters use the tool may shed some light on how to leverage LinkedIn in your own job search efforts.

Granted, good recruiters use many social media tools to find candidates, like Facebook and Twitter. However, LinkedIn.com is the largest social network for professionals. LinkedIn provides the best avenue for a recruiter to quickly learn enough about a person to see if they should be contacted for a particular job opening.

Candidates need to leverage LinkedIn as much as possible to be included in these searches.

Read the full article at: thingscareerrelated.com

Finding a job, the right job can take time and it can be quite hard. During the pandemic that challenge has become exponentially harder for many people. This DIGEST examines the challenges of finding a job during this difficult time with some practical advice.

You Are Not Alone

No matter if you are a new entrant into the workforce or a seasoned senior executive, roles at all levels in many industries and right around the world have been impacted.

Governments are working hard to establish incentives and reboot the economy, getting jobs going again. But if you have recently lost your job all that uncertainty about what life and business is going to look like can make it easy to become overwhelmed.

You may end up feeling that this is the worst time to job search, or that there aren’t even any jobs for the taking.  As an executive the feeling maybe exacerbated – who is going to hire a senior person right now?

Read the full article at: innovation-thinking.com

Great leaders are like mirrors. What they want to see in their team they often exhibit in themselves, even if that means facing things they’d prefer not to.
Can a handful of leadership attributes define every great leader? Or could you have a combination of many skills and still be a great leader?
Could a leader really change the course of a company, team, or even an individual’s happiness and success? And what’s the big deal about leadership anyway if you don’t have a team to lead?
According to LinkedIn, there’s a 76% chance of an employee still being at a company after 12 months, however by year three that drops to 48%!
Worryingly, 89% of employers think employees leave because of money, when only 12% actually do
Furthermore, reportedly over a third of employees are actively or casually looking for a new job right now. In the US alone, employers spend $2.9M per day looking for replacement workers. That’s $1.1B per year!

Read the full article at: www.lifehack.org

What does the future hold for remote workers? And what will post-pandemic workdays look like—back to the office, working from home or a hybrid? While the light at the end of the tunnel seems within reach, companies across the globe are scrambling to create the future workplace. One way to predict the future of work is to understand people’s remote work experiences over the last year. And based on recent reports, one thing is clear: remote work has left an impression. The Limeade Institute’s Employee Care Report 3.0 found that 100% of formerly onsite workers said they’re anxious about returning to the office, 71% said they were concerned about less flexibility and 77% said they’re worried about exposure to Covid-19.

Preference For Remote Work

FlexJobs ran a survey of more than 2,100 people who worked remotely during the pandemic from March 17, 2021 through April 5, 2021. They found that, not only do employees want remote work post-pandemic, 58% say they would absolutely look for a new job if they weren’t allowed to continue working remotely in their current position.

Read the full article at: www.forbes.com

In the span of a mere second, the human brain processes 11 million bits of information. That’s a lot of brain-racking. Or is it? The fact is a microscopic fraction of that volume – 40 bits – courses through our brain consciously. The vast majority of the information is processed under the radar of conscious thought. Think respiration, heartbeat and digestion – those autonomic (automatic) nervous system functions that make our bodies hum without us even noticing.

And that’s a problem when some of that unconscious data processing is rooted in a bias about other people based on factors such as age, gender, ethnicity, race and physical ability and emerges in ways that shape our viewpoints and decisions. But it’s an even bigger issue when these unconscious biases lead to inequitable if unintentional treatment of others in the workplace.

Read the full article at: www.semi.org

When it comes to making sure you have the best of the best on your team, you’ve probably tossed around the word talent. But talent is a vague and imprecise term. Furthermore, attracting talent and then keeping that talent around require totally different skill sets. If your HR department is in charge of creating job descriptions, attracting new applicants, managing all of those applicants’ benefits, and trying to keep employee churn low, that’s a ton of responsibilities to place on one team. Parsing out which roles are the most important at any given time and having good definitions for each role will help the job become much more manageable.

Using terms like talent management and talent acquisition interchangeably will be to your detriment. It’s important to know and understand the difference between these two vital HR actions.

Talent Acquisition

Talent acquisition refers to the recruiting of new employees to fulfill specific roles on your team, but it’s also so much more than that.

Read the full article at: hrdailyadvisor.blr.com