https://www.sharedsuccesses.com/hr-tips-blog daily 0.75 2026-01-24 https://www.sharedsuccesses.com/hr-tips-blog/trust-the-process-5eszg monthly 0.5 2026-01-24 https://www.sharedsuccesses.com/hr-tips-blog/hiring-managers-amp-interview-panels-this-is-for-you monthly 0.5 2025-12-01 https://www.sharedsuccesses.com/hr-tips-blog/striving-for-the-win monthly 0.5 2025-09-02 https://www.sharedsuccesses.com/hr-tips-blog/embracing-hr-as-a-vital-organ monthly 0.5 2025-06-11 https://www.sharedsuccesses.com/hr-tips-blog/gps-global-positioning-system monthly 0.5 2025-01-16 https://www.sharedsuccesses.com/hr-tips-blog/feeling-frustrated-its-obvious monthly 0.5 2024-12-10 https://www.sharedsuccesses.com/hr-tips-blog/blog-post-title-one-8w59j-t7spa-a3frh monthly 0.5 2024-10-30 https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1728411704038-YUYETZHRASBJ3PMX6VD5/unsplash-image-6ArTTluciuA.jpg HR Tips - Let’s be Leaderful As a leader, it’s imperative that we’re careful not to react to one side/one voice regarding a workplace issue. But rather, seek for a full understanding by exploring all sides/perspectives of a workplace matter. Who’s role should that be? Depending upon the circumstances, it would typically be the role of the immediate manager in partnership with HR. Or, HR may need to hold the lead. Why can’t a leader proceed forward with the perspective of one voice? Sometimes the facts can become blurred when the emotions are at an all time high, thus making it hard to accurately follow the facts of who, what, when, why and where. Your HR partner should be actively engaged and helping to guide you and those involved with assurance that the concerns raised have been taken seriously and what they can expect as next steps. For example, the manager and/or HR will meet with employee(s) on the following dates to gather information from those directly involved and from co-workers that observed any relevant interactions etc. Once all conversations have occurred, a critical step includes touching base with the parties directly involved to assure them that the appropriate action has been taken (if applicable). Thank them for candor and ask that they reach out should there be any new or carryover occurrences. https://www.sharedsuccesses.com/services daily 0.75 2025-12-18 https://images.squarespace-cdn.com/content/v1/5ec321c2af33de48734cc929/1618497259178-6XJGK9GR6YAVBQL5L519/20140301_Trade-151_012-2.jpg Services https://images.squarespace-cdn.com/content/v1/5ec321c2af33de48734cc929/1607694583486-2PQT0LQ193RL7MCB6DX4/20140228_Trade+151_0046.jpg Services https://images.squarespace-cdn.com/content/v1/5ec321c2af33de48734cc929/1607694644871-IC85FNH781UNZSZEGHDR/Aro+Ha_0428.jpg Services https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755430977-SLA2LVHCGALAETZKG99H/Executive+Coaching.png Services - Executive Coaching How many hats does a senior leader have to wear? Mapping a strategic vision for the organization, overseeing department work plans, tracking deliverables, managing budgets, supporting varying levels of leadership, interfacing with the board and if you’re non profit leader, add to to that list development director. Are you willing to be curious, are you willing to stretch yourself, is there opportunity to reconcile the reality of diminishing returns? Having a reliable coach to support and guide you as you navigate the vast array of demands will help to position you to bring your best leadership to the organization and the community. https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755430980-CBQEYFZCIT0FWUGDQT7P/Navigating+Org+Change.png Services - Navigating Organizational Change Without question, change is constant. The million dollar question, how do you and the leadership team want to implement organizational change? Is the preference to abruptly revolutionize the workforce and manage ALL that comes with that approach, or would you prefer to implement incremental change, which allows for a more planful cadence of change for the workforce to adapt to? I assure you, both will yield results, but will offer you and your team vastly different experiences. Let's discuss change beyond the transactional decisions. https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755430983-S44XRWTAIMCVN4VXW726/Fostering+Workplace+Culture.png Services - Fostering a Healthy Workplace Culture Culture includes the collective norms that show up in the workplace. I would assist by helping to explore the collective values, beliefs and behaviors that all personnel would ideally model. It’s not just the role of leadership, nor is it just the role of staff, it is a team effort. https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755430988-KA29FCLGEPYJS0FB9OID/Untitled+design%282%29.png Services - Elevating HR Practitioners Are you holding a lot? Or possibly wondering if there’s a more efficient way? I bet you are! We would partner on exploring your agency and how you can offer brevity to the HR role you hold. Optimizing clear processes so you’re working smarter and not duplicating your efforts and your energy is the sustainable approach. https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755430994-C46DAB6B53UN6PF27CEZ/Engaging+Talent+Search.png Services - Engaging an Effective Talent Search It would be great to click your heels three times and the ideal candidate would suddenly appear in front of us. Unfortunately, that isn’t reality. The recruitment life cycle includes many steps. Creating a clear and concise job announcement, screening the skill sets and relevant experience of candidates, engaging applicants with behavioral interview questions that are thought provoking, conducting thorough references checks, extending the job offer etc. I have tools to assist organizations interested in optimizing your talent search efforts. https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755430997-TWGADN8KEMZOPPFD4JUO/Performance+Mgmt+Support.png Services - Performance Management Support Stewarding performance doesn’t begin with an annual performance review, it starts with consistent 1:1’s, as well as offering kind and direct candor that’s transparent, always remembering feedback is a gift when packaged properly. How to follow through on expectations, identifying the support and/or training that’s necessary. Always remembering, accountability includes owning the outcome of decisions made or decisions not made. Let’s connect! https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755431000-JXRAKSYRNK2WGRLXAUUI/Talent.png Services - Talent What an amazing team you have the pleasure of working with! Have you ever wondered what your team members have an interest in and where their skill sets align? Do you have a succession plan? Have you considered how you can enrich the workforce’s engagement by creating job shadow experiences, and fostering cross team collaboration? Have you considered what roles are high risk or critical to uninterrupted operations? Any awareness of your high performers, steady performers or barely performing? Last but not least, how to effectively support personnel that are self motivated and have no need or interest in being micromanaged. Let’s have a conversation! https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755431003-01XRLXZG89R6VA4ZJH98/Leadership+Dev.png Services - Leadership Development 1:1 and group coaching sessions for leaders to be leaderful. The team you support needs the best of your leadership so they can work cohesively towards the mission at hand. https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755431007-46M1VALN2VWCEBTUIFJH/New+Employee+Onboarding.png Services - NEO - New Employee Onboarding Wow, it’s nothing like receiving a job offer and as a new hire being excited to start employment with the new employer and team. However, on day one and the days that follow, it feels like no one really anticipated their arrival. How to avoid last minute onboarding and to thoughtfully welcome new talent. Consider the adage “you had me at hello.” https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/ca884a08-f378-445b-af9f-e90f6790cb4d/Untitled+design+%281%29.png Services - Individualized Services Are you in pursuit of a career change or seeking new job opportunities and you’re experiencing a bit of anxiety about your career trajectory? I offer tailored HR services and support to assist with the creation of a clear resume, interview preparedness, salary negotiations and career transitions. Let’s hone your confidence and courage, you’ve got this! https://www.sharedsuccesses.com/homepage daily 1.0 2025-01-10 https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/1727755435034-8BUHJ3DVGDOQZWQN0O2K/background+testimonials+%282%29.jpg Home https://images.squarespace-cdn.com/content/v1/5ec321c2af33de48734cc929/1607694583486-2PQT0LQ193RL7MCB6DX4/20140228_Trade+151_0046.jpg Home https://images.squarespace-cdn.com/content/v1/5ec321c2af33de48734cc929/1607694644871-IC85FNH781UNZSZEGHDR/Aro+Ha_0428.jpg Home https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/74e8a034-80ba-47a8-858a-060e7f5dd2ae/Healthy+Work+Culture.png Home https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/4d5f0d34-5427-4302-9844-06c0e6092a43/Transparent+Communication.png Home https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/9acc9520-0ec9-4208-9448-8e5c136c954e/Effective+Leaders.png Home https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/57b9215d-2ef7-4463-8823-9ceb670d466e/Homepage+Photo.png Home - An HR partnership that centers solutions and strategies with a human centered approach. https://www.sharedsuccesses.com/about daily 0.75 2025-01-10 https://images.squarespace-cdn.com/content/v1/66fb74a677b95a56a182d795/c4c1c02f-fcd4-43cf-93e9-f0784221067a/About+Page+Pic.+cj-4091+updated.jpg About I am so very grateful that you’ve decided to pause and check out what Shared Successes HR consulting can offer you. Concentration is placed upon creating partnerships with individuals and organizations, with the intent to foster a human centered touch that inspires and supports both leadership and staff. The goal, to lean into values, business practices and a work culture that centers thoughtful clarity, accountability and transparency. In most businesses, the goal is usually to achieve as well as sustain the mission and vision in greater form. To accomplish that goal, there are stakeholders that cannot be overlooked, you, your colleagues and the team you support. Also known as your internal community. That internal community / team is who you’re relying upon to help mobilize the vision. The team is more apt to offer engagement and commitment when there’s candor about who, what, why, when and where. Let’s hone in on leadership. Yes, one may hold a leadership title but imagine doing the self reflective work to ensure your leadership inspires followship. Thus, exploring your agency and sphere of influence is key. Last but not least, I’ve met many amazing HR professionals over the years. I have learned HR could benefit from HR support as well. As thought partners to the organization’s they are a part of, HR is usually sought out to fix, fire or somehow magically resolve complex employee related matters. Whether new to the HR space or simply feeling overwhelmed with the vast array of workplace dynamics, I offer a depth of experience and expertise to assist HR professionals with elevating their impact, implementing HR strategies and how to effectively navigate the day to day. What’s my inspiration? After 33 years of experience within the philanthropic and corporate sectors these spaces have helped to shape and inform the importance and value of creating Shared Successes, for you and for those that work alongside you. Whether in a leadership role or not, every individual is valuable and instrumental. What are the types of HR services and support available? Please take a look at this HR services link. I would love to hear how you’re doing and feeling with the work you oversee. https://www.sharedsuccesses.com/contact-us daily 0.75 2024-10-01