Nature remains a source of inspiration in various spheres of life, and human resources are no exception. Simon Crawford Welch, Leadership & Executive Development Coach, highlights intriguing behaviors in wild geese that can be applied to team dynamics. For example, geese achieve more together than apart. By flying in a V formation, each bird's wing flapping creates lift for those behind, resulting in a 72% greater flying range for the flock compared to flying solo. This demonstrates that when we share a common direction and sense of community, we can reach our goals more efficiently by working together and supporting each other. Here are a few more interesting facts from nature: Collective Responsibility. "Geese understand that they all have a responsibility to take their turn to lead the formation. When the lead goose tires, it moves back into formation and another goose flies to the front to take its place. Like geese, we depend on each other’s skills, capabilities, gifts, talents and resources and this shows us that when everyone plays their part and shares the challenges of leadership and work, it is to the benefit of every individual." The Power of Positivity. "When in flight, the team of goose honk to encourage those at the front to keep up their speed. This positive reinforcement is a reminder to us all of the importance of giving praise and showing kindness to one another, particularly when things become difficult or the pressure is on". Have you observed any animal behaviors that could be applied to teamwork and leadership? Share your ideas!

Hey HR Professionals, I need some advice. We have a newer supervisor in the customer service department who's been having trouble with her teaching methods. All her team members have complained that her approach is far from the positive learning environment we aim for. She's been disciplining and using a condescending tone in front of everyone. She’s especially hard on one new female employee, who's only been with us for a few weeks and is still learning. Instead of fostering a positive learning environment, she’s been treating this new employee disrespectfully, making her feel dumb and unintelligent. This behavior has been confirmed by multiple team members. Some specific instances include yelling at her in front of everyone, embarrassing her, and treating her like a toddler. When the new employee shares ideas in meetings, the supervisor shuts her down. The team also says she's micromanaging them. As a result, none of them respect her. Normally, we would coach and develop the supervisor, but given the risk of employees leaving because of her behavior, I'm wondering if we should consider pulling her from the position. We usually try to coach and mentor first, but this seems urgent. Any advice would be greatly appreciated! 🙏

Deel conducted a comprehensive survey of 1,100 HR decision-makers, revealing key benefits and concerns about the role of AI in HR functions. Here are the main findings. ❗ Current Use and Future Adoption: * 38% of HR decision-makers currently employ AI. * 23% of non-users plan to adopt AI within the next year. * 70% of non-users are unlikely to implement AI within the next 12 months. * Positive Impact Anticipated: * 61% believe AI will positively impact HR practices over the next five years. * 86% of HR decision-makers aged 25-34 expect beneficial outcomes from AI. ❗ Top areas where AI will benefit HR: 1. HR Analytics (46%) 2. Checking employment laws (37%) 3. Employee learning and development (35%) 4. Payroll management (34%) 5. Accessing hiring data/insights (33%) 6. Performance management (32%) 7. Benefits administration (32%) 8. Recruitment and talent acquisition (29%) 9. Employee onboarding (28%) 10. Salary benchmarking (28%) ❗ Demographic Insights: * Youth-driven optimism: 83% of HR decision-makers under 35 are optimistic about AI, compared to 38% of those aged 55 and above. * Larger companies are more receptive: 85% of HR decision-makers in companies with 250+ employees are optimistic about AI, compared to 47% from smaller companies. * Companies with higher revenues lead in AI adoption: 61% of businesses with over $10 million in revenue use AI, while 81% of smaller companies (with under $1 million in revenue) are unlikely to implement AI within the next year. How does your company compare with the survey findings on AI adoption in HR? Any surprises? How do you think age and company size influence attitudes toward AI adoption in HR? Share your thougts 📢

Here's a question: How can you persuade your employer to spend up to $5k for a senior women's leadership conference by SHRM? Value conversations aren't an option when budgets are tight. I really want to attend this SHRM event, but it's $3,700 without the hotel. I'm curious, has anyone managed to get their small or medium-sized company to cover this expense? If so, how did you convince them?

I have a worker who fell on the job site but insists they're fine and doesn't want to file a claim. How can I protect the company in this situation? Since there's no injury to report, should I still fill out an OSHA injury/illness report? Or should I just document the incident and note that everything was rejected? I'd love to hear what others have done in similar situations.