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!

At ESPN, a need for a more dynamic talent mobility strategy prompted significant changes. Under the leadership of Dayana Falcon, Talent Mobility Manager, several innovative programs were launched to foster a "culture of career." These initiatives aimed to ensure equitable access to career advancement for all employees and have since been adopted across The Walt Disney Company, ESPN’s parent organization. Steps Taken ✅ Established Career Centers. Falcon introduced these hubs in various ESPN locations, such as Los Angeles and Charlotte, to provide networking, team events, and personal development opportunities through self-service resources, including books, tablets, and VR headsets. ✅ Launched the Career Coaching Program. Starting in early 2023, this program leverages internal leaders as career coaches to help employees navigate their career paths. The program matches employees with coaches based on five distinct career personas, ensuring personalized guidance. ✅ Created the All-Star Showcase. To recognize and celebrate innovation within the company, Falcon initiated the All-Star Showcase, a global tournament-style competition. Teams present their best work, with peers voting on projects that align with company priorities like audience expansion and innovation. ✅ Organized the EXP Braintrust. A cross-functional team was created to design the EXP Braintrust, an initiative to generate new business ideas and promote multicultural fan engagement. This program has led to over 50 new business ideas and high participant satisfaction. Conclusion Falcon's visionary leadership has significantly impacted ESPN, fostering a culture of career development and innovation. These programs have not only enhanced employee engagement but also driven business success, demonstrating the power of strategic talent mobility and equitable career advancement opportunities. Source: HRExecutive

The gender pay gap remains a significant issue. Despite decades of advocacy, women still earn less than men for equivalent work. To address this disparity, consider these concrete, actionable strategies to promote equity in recognition, rewards, and promotions. How to Do It. 1. Implement Transparent Pay Structures. Publish pay ranges for roles, base compensation on objective factors like skills, experience, and performance, and regularly review and adjust pay to maintain fairness. 2. Conduct Regular Pay Audits. Analyze pay data, identify patterns of disparity, and implement targeted solutions to ensure equal pay for equal work. 3. Promote Flexible Working Arrangements. Mitigate the motherhood penalty and allow women to maintain career progression and advancement opportunities. 4. Offer Equal Opportunities for Advancement. Implement mentorship programs, leadership training, and clear, gender-neutral criteria for advancement. Senior leaders should advocate for high-potential women to accelerate career progression. 5. Standardize Performance Evaluations. Develop standardized, objective criteria for performance evaluations to minimize subjectivity and bias. Regular calibration meetings can ensure consistency and fairness in performance reviews across the organization. Source: Hacking HR Team What strategies has your organization implemented to address the gender pay gap? Have you noticed any significant changes in employee satisfaction or performance as a result? Share your experiences and insights! 💬

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! 🙏

Are there any side jobs related to HR that generate a significant income?