Wowledge

Executive transition programs cost thousands because their impact is massive. But not everyone has the budget for high-cost services. And no one should have to reinvent the wheel. At Wowledge, we’ve built comprehensive guidance for seamless transitions—leveraging years of experience leading this work at top consulting firms for dozens of clients. All included in our affordable memberships. This program provides best practices to successfully transition into a new role and prepare for the next career move. Here is a highlight of the practices that are part of this program: 1?? Core practices ? Identifying critical needs and goals for the role to establish immediate priorities. ? Networking with internal clients and peers to develop a multi-perspective understanding of job requirements and priorities. ? Determining the most strategic allocation of time for an executive to clarify how to best target work efforts. ? Defining the highest strategic initiatives to prioritize areas of focus. ? Creating a 180-day plan with actions and milestones to target the highest-impact performance areas for a successful role start. 2?? Advanced practices ? Assessing the existing team to determine strengths and gaps associated with key priorities. ? Evaluating stakeholders to understand supporters and blockers for critical initiatives. ? Creating a personal board of directors to serve as mentors for ongoing support and direction. ? Defining a set of metrics to measure delivered value and success in the new role. ? Developing a personal brand and leadership style that defines and augments the leader’s impact on the organization. 3?? Emerging practices ? Developing external ecosystems and partnerships to create a support network and springboard for new ideas. ? Shaping company culture and the employee experience to enhance alignment and impact on desired outcomes. ? Crafting a succession plan for the future to extend the executive’s legacy and smooth future transitions. ? Mapping out future career moves and a personal development plan to prepare for new opportunities. Our step-by-step guidance and downloadable tools provide you with a shortcut to a bigger impact. ???? 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

Are we getting what employee engagement really means? It’s not about keeping employees satisfied. Each company needs to define what truly drives it—because it’s impossible to keep everyone happy all the time. Employee engagement should be about commitment, motivation, and impact. That’s what fuels innovation, improves productivity, and drives business growth. But engagement doesn’t happen by accident. It requires deliberate efforts to create an environment where employees feel valued, supported, and aligned with the company’s goals. The infographic in this post highlights key factors that consistently influence employee engagement: 1?? Leadership: Trust in leaders who inspire, recognize, and communicate effectively. 2?? Company Culture: A positive, inclusive culture that aligns with employees’ values. 3?? Employee Voice: Employees who feel heard and valued. 4?? Professional Growth: Career development opportunities that show the company invests in its people. 5?? Recognition: Acknowledging contributions that reinforce employees’ sense of value. 6?? Work-Life Balance: Flexibility and support to reduce burnout. 7?? Job Role & Responsibilities: Clarity on job roles and how they impact company objectives. 8?? Relationships at Work: Strong connections with colleagues and managers. 9?? Work Environment: A safe, healthy, and comfortable workplace to foster commitment. ?? Well-being Programs: Support for mental, physical, and financial well-being. 1??1?? Autonomy: Empowering employees with decision-making authority. A structured approach is needed to move the needle on engagement. Programs like leadership development, coaching & mentoring, performance management, total compensation, and well-being all play a role. But they’re just part of the equation. We provide proven practices and tools to design & implement every strategic HR program—without starting from scratch. ???? 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

Assembling an effective HR technology stack is in the cards for every company. But it can be overwhelming. We get it. That’s why we partnered with SelectSoftware Reviews to provide a step-by-step framework for confidently navigating the HR technology selection process. "Selecting Optimal HR Technologies to Streamline Operations and Improve Talent Outcomes" is a comprehensive guide covering four essential phases: 1?? Laying the Foundation Align systems with strategy and operational needs. 2?? Defining Requirements & Engaging Vendors Identify needs and evaluate solutions effectively. 3?? Evaluating & Selecting the Best Fit Compare options based on lifecycle costs, usability, and impact. 4?? Ensuring Success Post-Selection Refine processes and validate outcomes for long-term value. It is available to all registered members. However, having extra help makes a big difference. That’s what SelectSoftware Reviews does best. In the comments, we provide links to two additional resources from our partner: ?? The Best HRIS’s of 2025—A curated list to simplify your search. ?? 2025 HRIS Pricing Report—A deep dive into total cost and negotiation strategies. ?????? What’s been your biggest challenge in getting leadership buy-in for HR tech investments? ~~~ 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

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