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Next Concept HR Magazine focused on What's Next for what matters most to HR. Insightful and timely, it covers best practice trends and presents new ideas and concepts to keep readers up-to-date with the latest in our field. Voices from our nationwide community contribute to a wide range of topics. Articles include valuable practice resources, news and views to provide training, legal and legislative developments, info on quality service providers, and opportunities to form career-long networks and partnerships. Subscribe at: http://nextconcepthrmagazine.com/blog/

 

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Five Essential Steps to Make Your D&I Efforts a Success

Posted By Editor, Wednesday, November 28, 2018
Updated: Wednesday, November 28, 2018

Amy Cappellanti-Wolf,  SVP and CHRO at Symantec, and HR West 2019 speaker, shares her thoughts on what it takes to implement effective inclusion initiatives across a global enterprise.

There is no doubt that the tech industry faces a serious gender imbalance. In her Rebooting Representation post last month, Cecily Joseph, Symantec’s VP of Corporate Responsibility, shared some numbers that help us understand the issue more clearly.

Read the full post on Next Concept HR Magazine.

 
 
Amy Cappelanti-Wolf will present, Rewards of a Diverse & Inclusive Workforce at HR West 2019
Monday, March 11th, 1:00 p.m.-2:15 p.m.
Register  #HRWest19

 

Tags:  diversity  HR West 2019  HR West Speaker  inclusion  workplace 

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Thank God It's Monday!

Posted By Next Concept HR Magazine Editor, Thursday, November 1, 2018
Updated: Thursday, November 1, 2018

Contributed by Judy Dang, HR West 2019 Speaker

How many of us can't wait for the weekend?  When we can finally be freed from the shackles so we can do what we really want! Relax, go out, enjoy hobbies. Work is something unpleasant we have to do before we have fun, right?

Maybe not.

Finding Flow by renowned psychologist Mihaly Csikszentmihalyi questions that paradigm and offers strategies for turning that around. This book is a guide to finding joy through complete engagement with whatever we're doing.

What is Flow?

Csikszentmihalyi coined the term "flow" as a result of his research on optimal experience.

It describes the feeling of being fully alive, completely immersed in what we're doing. Athletes call it "being in the zone."

The Paradox of Work

Work is something most of us are glad to avoid if we can. We've been taught that work is something (usually unpleasant) we all have to do.

Yet Csikszentmihalyi's research found that: "the moments when a person is in a high-challenge, high-skill situation, accompanied by feelings of concentration, creativity, and satisfaction, were reported more often at work..." Work is where flow is likeliest to occur.

He cites a study that found 77% of American women and 84% of men say they would continue to work even if they inherited enough money to make work unnecessary.

At work we have clear aims and rules. It gives us immediate feedback through a job well done. Yet we've been trained to not enjoy it.

Strategies for More Flow at Work

You have more potential for feeling fully alive at work. How can you increase that potential?

Based on Csikszentmihalyi's concepts, here are three ways to increase flow at work:

  1. Get clear on what success means to you.
    For me, this means setting lots of small and big goals.
    For example, I set goals before going to networking events: Have 2-3 meaningful conversations. If I make those connections, the event was a success.
    The bonus is that having meaningful conversations is also a flow experience for me.

  2. Get relevant feedback.
    If you work for yourself, this can be especially challenging.
    Without coworkers, how do you process ideas with someone who can give you constructive feedback?
    We are social animals; we need and thrive on interactions with others.

    I've been fortunate to have an accountability buddy for the past 7 months.
    We talk by phone each Thursday for 30 minutes about anything and everything.
    We offer each other support, tough love, and a nonjudgmental place to test out wild ideas.
    Each Thursday is TGIT because I get to give and receive with someone who understands me and inspires me to do my best.

  3. Take on challenges that stretch your skills just a tad.
    "Flow tends to occur when a person's skills are fully involved in overcoming a challenge that is just about manageable."
    This means picking a challenge that is doable but not so easy that you get bored. Or too hard that you give up.

    A few years ago I took a graphic design class. I already knew a few concepts, so had enough basics to not feel totally lost.
    But the class was interesting enough that I found it fresh and exciting.
    We might not achieve flow experiences 100% of the time, but if there are more of them than not, we have a better chance of enjoying work every day.

    Check out Finding Flow for ways to change your relationship to work.



About Judy Dang
Based in San Francisco, Judy T. Dang is a productivity expert who works with clients to tackle physical and mental clutter so they can achieve their most meaningful goals.

Clients go from feeling stuck to moving forward. Find out why she enjoys being an introvert here!

Judy will present at HR West 2019.  March 11-13, 2019 in Oakland California.
To find out more and register for this important annual HR Industry Conference go to: http://www.hrwest.org
Please stay tuned for further details about Judy's session and HR West! 


 

HR West 2019

Tags:  HR leadership  HR Management Skills  HR West 2019  HR West Speaker  Judy Dang  Workplace  Workplace Flow 

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What HR Professionals Need to Know about California’s Workplace Regulations

Posted By Laurie A. Pehar Borsh, Tuesday, May 1, 2018
Updated: Monday, April 30, 2018

Contributed by Lauren Gus, Senior Director of Human Resources at Sterling Talent Solutions


Laws that directly impact a company’s workforce are growing across the country and California has led the way in driving change for workers through new regulations. Last year, California Governor Jerry Brown signed into law a plethora of bills pertaining to labor and employment issues, causing HR managers in California to significantly alter the way they have managed traditional HR processes. Some have required fundamental shifts in workforce behavior unlike anything the industry has seen before.

How can HR departments – particularly those in California, who are paving the way for other states – stay abreast of and comply with these new regulations?

Let’s look at three of the regulations that rocked the industry and explore what HR managers can do to stay compliant and keep their workforce well-informed.  Read the article >> here.

Tags:  California  PHRca  Regulations  Workplace 

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Five Questions to Ask of Your Employer Review Site

Posted By Laurie A. Pehar Borsh, Monday, April 30, 2018
Updated: Monday, April 30, 2018

By Kristine Campbell, Founder, Rankfull

Five Questions to Ask of Your Employer Review Site

In today’s age of anonymous online sharing, platforms that show what employees really think about a company are bringing new levels of workplace transparency. Job seekers can learn if a company matches their workplace needs. Employees can voice their thoughts both securely and anonymously. And employers can keep a pulse on employee sentiments about everything from advancement opportunities to the company culture. To meet these needs, traditional platforms such as Glassdoor have long relied, at least partially, on anonymous comments.

Read the article >> here.

 

 

Tags:  company reviews  employee retention  engagement  hiring  recruiting  transparency  workplace 

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Perfectionism in the Workplace – A Rising Challenge

Posted By Editor, Wednesday, April 11, 2018

Contributed by Bart Magee, Ph.D. clinical psychologist and Senior Consultant, DILAN Consulting Group

Perfectionism is on the rise in society and in the workplace, meaning that business leaders need to be more prepared to manage employees with perfectionist attributes. An excess of perfectionism in the workplace leads to a number of negative results including poisonous stress and anxiety, difficulty building teams, avoidance of feedback, indecision, employee dissatisfaction and burnout. Fortunately, there are a number of effective strategies that organizations can adopt to address the challenge.

Read the article here.

Tags:  organizational culture  organizational values  workplace  workplace stress 

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