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Congratulations, we’ve almost made it to the end of January! While I’m not someone who embraces resolutions with enthusiasm – despite “suggestions” from those around me – I do embrace the optimism that comes with new beginnings. The allure of positive change is palpable, but it’s all too easy to start the race strong and then lose resolve to sustain it.
As HR and people leaders, we are just as susceptible to the challenges of maintaining the changes we strive to make within our organizations. The headwinds working against us are substantial, whether it’s complex organizational dynamics (a fancy term for office politics), the tension between short-term wins and long-term goals (which often change), and the reality that change takes time and energy (when we often have a short supply of both). When faced with these challenges, we often return to stasis, inertia pulling us back to the way we have always done it. “Just for now,” we tell ourselves, a rationalization that can become our all too familiar truth.
Despite all the forces working against us, it is possible to keep the momentum going. Although the temptation will be to drag ourselves past this feeling through fancy project plans, a myriad of digital reminders, or eye-catching roadmaps, the most important tool at our disposal is simply our mindset. Positive self-talk cannot be dismissed as a powerful ally in transformation. Amidst the uncertainties and challenges inherent in change, the narrative we construct within our minds significantly influences our ability to adapt and persevere. Embracing an optimistic dialogue with oneself not only fosters a sense of self-confidence but also cultivates the mental fortitude needed to navigate unfamiliar terrain.
When faced with obstacles, positive self-talk becomes a motivational force, framing setbacks as opportunities for growth rather than insurmountable barriers. This internal dialogue not only influences individual behavior but collectively shapes the organizational culture during times of change, fostering a resilient and forward-thinking environment that propels successful transformation.
So let’s speak kindly to ourselves this year. There will be enough naysayers and obstacles as we make our way through 2024 – it’s time we find some champions.
— Mark Stelzner
Founder/Managing Principal/Eternal Optimist, IA
Voice of HR
3 HR Transformation Trends from 2023 – and 1 Bold Prediction
Kimberly Carroll and Mary Faulkner look back at 2023 to see what was trending in HR transformation, with a prediction for 2024.
Where you can find us
As always, we are grateful and humbled to have the opportunity to participate in a number of events in 2024:
- Podcasts: We are often asked to lend our voices and perspectives to different topics, and this month saw the release of two with Mark Stelzner. First, Mark joined the HR Trends podcast to lend his perspective on the role technology will play in shaping the future of HR. Next, Sapient Insights’ CEO Teri A. Zipper invited Mark to talk about the importance – and frustration – of compliance in HR.
- April 24-26, 2024: Get ready to ignite positive change in your organization with innovative and transformative ways to positively influence your people strategies that go beyond best practices at the new Human Resource Executive® Conference: Elevate People, Ignite Change 2024 or EPIC 2024! IA’s own Kimberly Carroll and Mary Faulkner are facilitating a workshop titled From Frustration to Focus: Activating your EPIC Insights. Visit the web site to learn more about this new conference and to register today!
- May 14-16, 2024: ERE.net is gearing up for their next Recruiting Conference, and Mary Faulkner will be moderating a panel of experts! Be sure to sign up to learn more about the event.
On Our Radar
As always, we enjoy finding interesting stories from the world of work and sharing them with our readers:
Wellness and wellbeing continue to be a focus for organizations, with various programs introduced to help employees find ways to seek balance in their lives, but do they make a difference? A recent study suggests…maybe not. Although the study was conducted in the UK before the pandemic, it has captured the attention of Corporate America.
It seems like we keep hearing about return to the office, which points to continued friction between executives and employees about the topic. A recent article from CNN.com suggests the pendulum has swung away from both full remote and full in-person work, landing somewhere in the middle. We’ll see if this approach sticks.
About IA
As trusted advisors to senior leaders, IA supports strategic initiatives that transform the way organizations work.
Our seasoned team of professionals apply a revolutionary eye, deep domain experience, and flexible tools to accelerate the achievement of even the most ambitious goals. With a cross-functional, strategic perspective, we thrive on big, messy problems. Whether large or small, public or private, domestic or international, it’s our job to support leaders and their teams in achieving outcomes that are truly unique to their culture and objectives.
Every organization has a catalyst for change – learn more at ia-hr.com.
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