ย #HRtips #ExecutiveCoach #AskMeAnything
Hey everyone! ๐ I’m a senior certified HR professional and executive coach with a ton of experience in corporate leadership and business consulting. If you have any burning questions about HR, leadership development, or anything else related to the business world, feel free to ask me anything!
Here’s a tip that might help:
– When dealing with difficult employees, try using constructive feedback techniques to provide guidance and support for improvement ๐
Can’t wait to hear your questions! ๐๐ง
I am psych major, with recruitment experience. What degree you suggest for masters i want to go into organisational behaviour and Human Resources management?
Iโm a Talent Development Manager (Early careers and leadership) currently but am looking to diversify my skillset and do other things within the talent management purview (especially performance management and rewards and benefits). What recommendations would you have on this shift? I am also keen on working in startups as they usually offer more to do since teams are smaller, and itโd allow exposure. Any thoughts?
RoLeS!
At 33 I finally received my associates degree in business management. Before going back to school, I worked in retail as a Customer Experience Coordinator and also at a sober living as a coordinator. My experience seems to translate heavily on sales which Iโm trying to avoid. I do have good skills that could translate to entry HR.
I have been trying to find an entry level HR jobs but itโs been a lot of crickets and a lot of rejections. My weakest point is lack of Admin/familiarity with any HRIS systems just because the retail space didnโt really do much of that.
What are some things I can do to help improve on that skill set while I wait for the miracle to happen? ๐What networking advice might you also have on how to get better about networking for HR? I have the job search down and feel that I need to expand networking. Also, just any insight at all about making a โlater in lifeโ career transition into HR. In general, Iโd say Iโm a late bloomer- I dealt with addiction and mental health issues in my early 20โs- have been thriving though for the last 7 years and graduated summa cum laude. Iโm passionate about working hard after my experience & am trying to just continue to pivot my job search after almost a year!
Thank you for your time ๐
I am currently an HRBP, and as an HRBP, many organizations are trying to move this position to be a much more strategic consultant, usually being aligned to senior leadership or the executive. With frontline managers, I usually provide coaching on performance management, ER, and career development. However, when I start supporting senior leadership, I find myself feeling like I am not adding value. Many times I don’t know what I should be discussing with them or I am having a difficult time showing I can be a thought partner, and therefore also perpetuating the problem since they are then less likely to share business information. Usually they talk to me about performance across their teams. I try to bring in as much data as I can, but that is only on occasions. Such as discussing trends across exit interviews, attrition, and engagement. I meet with my business partners usually every 2 weeks, but I honestly feel like I probably have enough substance to meet once a month or so (which speaking with peers and others, I don’t think they come across this issue). I would love to understand how I can be a better partner.
How do you become more strategic?
What questions do you ask the business?
How do you add value and become a thought partner?
What challenges are you helping the business solve?
Iโve been considering a future in executive coaching, but am concerned about the potential pay cut compared to corporate and the work/life balance. Could you share more about work/life balance and ballpark earnings you think would be reasonable to anticipate / hope for as an executive coach? Thank you!
Iโm at a crossroads in my HR career. I think Iโve found my niche in doing Generalist work. I like how itโs a mixture of tactical, project-based execution work with some strategy mixed in it. I love the variety of challenges it affords me. However, Iโve been a Generalist for almost 5 years now and was wondering if thereโs an IC growth path for someone like me who wants to continue this path. Iโm open to exploring an HR Manager role as well but want to see if thereโs a Senior IC Generalist level. What has your growth experience been like in HR?
How would you approach breaking up a toxic clique in an office? One of my branches has 3 senior level employees that even upper management has referred to as โthe trioโ in a negative connotation. One is the branch manager and the other two bring in money so I canโt just toss them all out and start fresh. While no one in that office has claimed it to be fully toxic, people in other branches that work with them have and say those in that office are just too scared to say anything. Iโm a one man team with 9 branches and this one is 2.5 hours for me so itโs not feasible to be down there every day without raising suspicion. Any suggestions?
What advice could you give to someone whose looking to break into senior HR roles
Do not know if this is the type of questions you were looking for. I have a boss that is out to get me. I am in low level management running a crew. My boss above me is threatened by all of us underneath him. I have seen him attack other people to ruin their reputation and spread lies about their personal lives. Now I work under him and he is targeting me due to me receiving accommodation normally for people at his level. Long story short. We would normally communicate all day long about the work we are assigning, the progress, and procedural compliance. We now do not talk at all and any chance he gets he tries to make me look like a failure or incompetent. He yells in my face all day trying to intimidate me. I am scared of retaliation but I fear he will destroy my reputation if I do not. He says a lot of unprofessional things to insult us and to try to make us submit to his abuse. Should I call HR. Will they protect me. He screams in my face while lunging forward as intimidation. It seems he has gone miles too far. What do you think I should do?
I have 3.5 years of experience ranging from onboarding, recruiting, Payroll, HRIS and admin responsibilities. I’m studying for the PHR and communicating with my manager at my contract role about being moved to a FTE role.
With how rough the HR job market is, what else would really help me to stand out to employers right now to land ideally a midlevel role?
Why did you become an executive coach? Is that worth the cost?
How can I get into labor relations (see my post for details)