Wowledge

Nobody is perfect. That includes leaders. "Toxic" might feel like a harsh word—something we instinctively reject. We want to believe we’re doing the right thing and that our actions are justified. But how are they perceived? What impact are we really having on our teams? Leadership drives 70% of employee engagement scores. With engagement at historic lows, there’s a strong chance we all have areas to improve. And it starts with awareness. The Toxic Leadership Self-Assessment in this post is a simple but powerful tool for self-reflection. It highlights four critical leadership areas: 1?? Attention and Effectiveness Leaders who focus solely on outcomes without considering team morale risk creating a toxic dynamic. 2?? Behaviors Unclear expectations and lack of leadership support can drive stress, disengagement, and burnout. 3?? Cultural Standards Every hire shapes the culture. Prioritizing values alignment and diversity reinforces a strong foundation. 4?? Healthy Competition When competition overshadows collaboration, teamwork suffers, and trust erodes. Beyond this assessment, we provide actionable guidance to build effective leadership practices. ???? Sign up to explore these resources at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+??] for daily resources from Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices ? wowledge.com/catalog ? An intelligent HR roadmapping tool ? wowledge.com/roadmap ? A seasoned community of experts ? wowledge.com/about ? Affordable year-round memberships ? wowledge.com/pricing

Company Culture is a Tug-of-War: Balancing Competing Values. This week’s HR Pioneer Blog considers the widely referenced but not well-understood subject of organizational culture.? Jonathan Mills, an expert in corporate culture, contributes the insights. A business analyst by trade, he has 18 years of experience supporting business intelligence, operations development, strategic design, data analyses, and technical writing. Jonathan's work blends experience in process, data design, and culture for large and small organizations in both public and private sectors. The post lays out the “competing values framework” that explains how corporate culture combines four sub-types that “compete” with each other. For example, consider how different the culture within the legal or accounting departments might be (e.g., structured, control-focused) from that in the sales or marketing (competitive, inventive) functions. These exist on a 2X2 continuum, and the management and transformation of the overall culture are best managed in a balanced and thoughtful manner. The blog provides guidance with four (4) primary tactics that can be used to clarify the corporate culture and identify strategies to transform or improve its alignment with corporate objectives. This is a must-read for all HR leaders. ? ???? Check our blog post out here: https://lnkd.in/gnpBqxa8 ~~~ Get access to valuable resources for FREE. Sign up at Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices to meet you where you are ? An intelligent Strategic HR Roadmap tool to quickly craft your path ? A seasoned community of experts to provide proven practices ? Affordable year-round memberships to support your evolving priorities

HR has more data than ever. But is it driving better decisions? HR metrics should align with intended objectives and inform actions that create meaningful change. That only happens with the right frameworks. At Wowledge, we provide the structure to make HR data truly actionable. There’s no universal “best” set of metrics. The approach must be adaptable—enabling HR to create unique metrics that drive specific outcomes. Here are the essential tools included in our HR Metrics & Reporting program: 1?? Strategic Business Need Conversion Translate business strategies into HR metrics that represent actual performance. 2?? Data Dictionary Define metric names and attributes to ensure data consistency in format, size, and style. 3?? Metrics Calculation Guide Standardize how metrics are calculated to maintain reliable inputs and outputs. 4?? Focus Group Summary Capture and aggregate focus group insights into a structured format. 5?? Process to Outcomes Translation Convert HR strategies and processes into measurable metrics. The downloadable tools and step-by-step guidance are available on our platform. ???? Check out our catalog of tools at https://wowledge.com/tools ? And sign up for Free! ~~~ Click Carlos Larracilla and follow me [+??] for daily resources from Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices ? wowledge.com/catalog ? An intelligent HR roadmapping tool ? wowledge.com/roadmap ? A seasoned community of experts ? wowledge.com/about ? Affordable year-round memberships ? wowledge.com/pricing

Saying HR is just a support function has no basis. It’s a strategic enabler of business effectiveness. Great CEOs recognize this. The infographic in this post outlines how HR plays this role at the highest levels. It highlights six dimensions with 18 focus areas based on a McKinsey & Company model (?? in the comments). That model illustrates the practices and mindsets excellent CEOs use to fulfill their unique responsibilities. HR has a role in enabling each of those areas: 1?? Corporate Strategy Vision: Align workforce and talent with strategy. Strategy: Develop leaders to drive bold moves. Resource Allocation: Optimize talent investments for priorities. 2?? Organizational Alignment Talent: Fill key roles with top talent. Culture: Build a high-performance, adaptable culture. Organizational Design: Balance stability and agility effectively. 3?? Team and Processes Teamwork: Strengthen executive team collaboration. Decision Making: Use HR data to reduce bias. Management Processes: Streamline people-related processes for clarity. 4?? Board Engagement Effectiveness: Provide workforce insights in board discussions. Relationships: Facilitate CEO-board engagement on talent. Capabilities: Support board succession and governance. 5?? External Stakeholders Social Purpose: Integrate DEI and well-being into strategy. Interactions: Shape employer brand and external perception. Moments of Truth: Strengthen workforce resilience for change. 6?? Working Norms Office: Coach executives to maximize effectiveness. Leadership Model: Reinforce purpose-driven leadership development. Perspective: Advise CEOs with objective counsel. Translating these responsibilities into action requires strategic HR programs and practices. Step-by-step guidance and tools for each are available on our platform. They are designed to meet every company where they are. ???? Sign up to explore more at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+??] for daily resources from Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices ? wowledge.com/catalog ? An intelligent HR roadmapping tool ? wowledge.com/roadmap ? A seasoned community of experts ? wowledge.com/about ? Affordable year-round memberships ? wowledge.com/pricing

Metrics are a waste of time. Unless they help drive meaningful business decisions. The HR metrics that matter focus on one of three things: ?? Business Impact Connects HR efforts to tangible business results. ?? Effectiveness Measures whether HR programs achieve their intended outcomes. ?? Efficiency Optimizes HR processes for speed, cost, and simplicity. HR impact metrics matter most. Because they put HR and business leaders on the same page. One-off snapshots won’t cut it. Metrics need to track trends over time to be valuable for decision-making, offering deeper insights that drive action. The right metrics should speak directly to top leaders, managers, and HR teams. They must give each stakeholder the insights needed to understand talent and operational impact. ???? Access step-by-step guidance on building the right HR metrics at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+??] for daily resources from Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices ? wowledge.com/catalog ? An intelligent HR roadmapping tool ? wowledge.com/roadmap ? A seasoned community of experts ? wowledge.com/about ? Affordable year-round memberships ? wowledge.com/pricing

10 free resources for CHRO and CPOs. Cut through complexity and lead with business impact. We understand the challenges HR leaders face, which have intensely tested the resilience and adaptability of everyone in this role. There are sweeping transformations across the HR landscape and escalating expectations from all sides of the business. At Wowledge, we’ve responded by developing highly relevant resources tailored to address the critical aspects of this role. All are available for Free. Here are the topics with the links ?? provided in the comments. 1?? The Dynamic Evolution of the Chief People Officer. Review the key traits and activities of top-performing CPOs to drive organizational growth and align C-suite relationships. 2?? HR Priorities and Targets for 2025. Set effective HR priorities to address the current geo-economic, political, technological, and climate trends. 3?? CHRO Success Profile. Explore the transformation and mix of experience, skills, and abilities required of today's CHROs to be successful in their role. 4?? Updating the HR Operating Model. Examine the evolution of HR service delivery, the challenges of traditional models, and new elements for a more agile and effective operating model. 5?? Designing HR COEs To Better Meet Modern Organizational Needs Revitalize HR with COEs tailored to modern business needs by addressing challenges and maximizing the model’s advantages. 6?? Building a Highly Effective HR Team. Evaluate the key skills and roles in a highly effective HR team, detailing key capabilities and steps for optimal team function. 7?? Developing HR Skills to Deliver Tangible Business Results. Elevate HR's impact on business outcomes, leveraging 10 HR roles' critical traits and skills demonstrated to deliver effective outcomes. 8?? Fixing HR – How Should the Function Continue to Adapt? Evaluate how HR can address misconceptions and prepare for future challenges with the steps to address disruptive work trends. 9?? HR Management Strategy: Why Every Company Should Have One. Optimize business outcomes with a tailored HRM strategy by applying critical elements to align with business needs and invest in people. ?? Selling HR Initiatives to the CEO and CFO. Gain CEO and CFO support for HR initiatives with critical planning elements and a tailored pitch to meet their needs. There is much more on our platform. ???? Sign up for Free to access many other resources at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+??] for daily resources from Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices ? wowledge.com/catalog ? An intelligent HR roadmapping tool ? wowledge.com/roadmap ? A seasoned community of experts ? wowledge.com/about ? Affordable year-round memberships ? wowledge.com/pricing

Is your organization prepared for future workforce challenges? Workforce planning is often misunderstood. Many assume it’s just about headcount, but it’s far more comprehensive. Workforce planning ensures having the right people in the right roles at the right time. It also fosters critical conversations with leaders and managers about the talent strategies needed to meet staffing and operational requirements. So, how do you go about it? It depends on your organization’s stage of sophistication and aspirations. Here are the practices to consider at each level: Core practices: ? Generating alignment between workforce planning and business strategies. ? Identifying and calculating the internal supply of available talent. ? Projecting future headcount demand requirements from business plans and external estimates. ? Closing the projected headcount gaps through talent management strategies. Advanced practices: ? Performing workforce segmentation analysis to identify the most critical future headcount needs. ? Identifying external supply and talent availability of most business-critical roles. ? Conducting critical workforce segment gap analyses to prioritize future talent plans. ? Generating a critical talent plan to close projected gaps. Emerging practices: ? Assessing current and future skills-based requirements and gaps to be filled. ? Incorporating non-employees into future planning for more robust staffing strategies. ? Building "future of work" considerations into workforce planning. ? Generating more robust workforce planning insights with advanced statistical analyses. The downloadable tools and step-by-step guidance are available on our platform. ???? Sign up to explore what's included at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+??] for daily resources from Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices ? wowledge.com/catalog ? An intelligent HR roadmapping tool ? wowledge.com/roadmap ? A seasoned community of experts ? wowledge.com/about ? Affordable year-round memberships ? wowledge.com/pricing

HR Goal Alignment Drives Business Impact and Credibility. This week’s HR Pioneer Blog delves into a surprising HR factoid: Most HR leaders and teams do not understand, much less articulate, the business impact of their goals, processes, and programs.? Translating business objectives into HR goals is critical to establishing and sustaining HR's credibility and value proposition as a business partner. An abundance of research has demonstrated HR's impact on operational and financial outcomes, yet the function continues to struggle to make business leaders understand that. The answer starts with aligning HR goals to specific business strategies, initiatives, and goals. The blog post outlines the types of business objectives that HR should use to establish its goals and the benefits of doing so. It provides a list of six (6) steps that CHROs, HRBPs, and COE/HRSS leaders should take to develop goals and articulate their business purpose. It closes with five key goal design and implementation considerations that make them more robust and meaningful to the business, its leaders, and HR team members. This is a must-read for all HR leaders and professionals.? ?? ???? Check our blog post out here:?https://lnkd.in/gdqv2PU7 ~~~ Get access to valuable resources for FREE. Sign up at Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices to meet you where you are ? An intelligent Strategic HR Roadmap tool to quickly craft your path ? A seasoned community of experts to provide proven practices ? Affordable year-round memberships to support your evolving priorities

Your workforce isn't made of job titles—it's built on skills. That's where workforce planning should focus. A skills taxonomy brings clarity to this process. It categorizes, defines, and organizes the skills required for roles across the organization. It provides a clear view of current capabilities, future needs, and critical gaps. Without it, organizations struggle to align hiring, development, and succession planning with real business needs. The infographic in this post showcases a skills taxonomy sample for the HR Generalist job family. It covers some of the most critical skills that apply to roles such as: ? HR Director ? HR Business Partner (HRBP) ? HR Manager ? HR Generalist ???? What other skills will be essential to consider for these roles in the next 12-24 months? The Skills Taxonomy Tool is part of the Workforce Planning Program on our platform. It includes 12 scalable practices and downloadable tools to accelerate your impact. ???? Sign up to explore what's included at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+??] for daily resources from Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices ? wowledge.com/catalog ? An intelligent HR roadmapping tool ? wowledge.com/roadmap ? A seasoned community of experts ? wowledge.com/about ? Affordable year-round memberships ? wowledge.com/pricing

With 2025 well underway—do you have a workforce plan in place? One that ensures agility in the most unpredictable times. Technologies are advancing rapidly, skills are evolving, and how talent engages with companies is changing. Flexibility and adaptability are critical for navigating these shifts while aligning with business goals. Workforce planning is now a must for organizations of every size. Why? Because effective workforce planning connects talent strategies directly to what the business aims to achieve. To have the right people and skills in the right roles at the right time. Organizations risk inefficiencies, talent gaps, and missed growth opportunities without it. At Wowledge, we’ve developed tools and proven practices to help organizations build and enhance workforce planning programs. Here are the tools included in this program: 1?? Business Strategy to Headcount Conversion Translate strategies into headcount impacts to develop workforce plans. 2?? Strategic Headcount Demand Capture, calculate, and communicate projected new hires and required replacements. 3?? Critical Role Headcount Demand Produce projections for new staffing requirements in critical future roles. 4?? Critical Talent Plan Summary Generate estimates for each workforce plan mitigation strategy to manage future critical roles. 5?? Skills Taxonomy Define and organize job-relevant skills used in different jobs across a company. 6?? Employee Skills Survey Enable employees to record their skills using a standardized taxonomy and proficiency levels. The downloadable tools and step-by-step guidance are available on our platform. ???? Sign up to explore more at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+??] for daily resources from Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices ? wowledge.com/catalog ? An intelligent HR roadmapping tool ? wowledge.com/roadmap ? A seasoned community of experts ? wowledge.com/about ? Affordable year-round memberships ? wowledge.com/pricing