Leaders are being tasked with managing a record level of change from politics to social issues due to the rapid pace of technological change. Those who embrace the human skills along with the technical skills will thrive. AI cannot replace human skills. To establish a competitive advantage in a tight labor market, it's smart to balance these skills in the workplace. This balance boosts retention, productivity and the quality of work performance. Learn more on Forbes and find Julie at www.Nextpivotpoint.com

In an era of cancel culture there is a fear of saying or doing the wrong thing that often leads to inaction. The dominant group could fear feeling less relevant, could be concerned about the reputation risk involved in speaking up and could have a zero-sum-game mentality (one person or group wins and one loses). In my interview with Sandra Quince, CEO of Paradigm for Parity, she explained that “diversity is the next dirty word. What people don’t get is that DEI is not a replacement strategy. The goal of DEI is for everyone to feel valued. This is especially true for women and marginalized groups. We must focus on managers in organizations as they have the most impact on creating a place where women and others of all races and backgrounds can advance and be retained in leadership. Many managers are promoted because of their individual work performance, but as they continue to ascend in their careers, [their] companies need to be supportive and invest in the development of their inclusive-leadership skills.”  Learn more on Forbes and find Julie at www.Nextpivotpoint.com

Discover why inclusive leadership is crucial for the success of businesses, with a focus on the importance of soft skills like emotional intelligence and effective communication. Learn about the high ROI from leadership programs and the growing need for leadership development in current employee training.

DEI is at an inflection point. There is a mixed bag of evidence showing continued slow support of DEI: Job postings for DEI are down. Most employees perceive DEI as positive, yet there is a significant political divide. DEI investment is steady and projected to double by 2026. Investors and legislation are continuing to pressure organizations to prioritize DEI. Younger employees see DEI as non-negotiable. Learn the 10 actionable tips in this week's podcast with Julie Kratz.  Read more on Forbes and find Julie at www.Nextpivotpoint.com

Psychological safety, defined simply, is the ability to say or do hard things without the fear of retaliation at work. In a competitive labor market, it is a must-have, not a nice-to-have. Julie breaks down new research showing: 42% of managers feel psychologically safe compared to 57% of executives 40% of leaders agreed that if they made a mistake, it would be held against them 53% of employees feel safe to take a risk versus 76% of executives 68% of employees agreed that no one on their teams would deliberately undermine them Read more on Forbes here and find Julie at www.nextpivotpoint.com.

Dr. Poornima Luthra is the author of ‘Diversifying Diversity: Your guide to being an active ally of inclusion in the workplace’ and ‘The Art of Active Allyship’, the author of the HBR articles ‘Do your global teams see DEI as an American issue?’ and ‘7 ways to practice active allyship’, and a Tedx speaker. Her third book, ‘Leading through Bias.’ Luthra is also Associate Professor at the Copenhagen Business School and the founder and CEO of TalentED Consultancy. She joins the podcast to share: Her unique definition of allyship and why it is hard to translate into other languages How to measure allyship using the knowledge, attitude, behavior framework The 7 behaviors of active allies Learn more about Dr. Luthra at https://www.talented.dk/ and Julie at www.nextpivotpoint.com.  

Rick Hammell is the Founder and majority shareholder of Atlas, a groundbreaking company he established in 2015. With more than 20 years of experience in human resources, employee management, and global workforces, Rick's accomplishments have garnered recognition from prominent analyst firms, including Nelson Hall, IEC Group, and Everest Group. Together, we unpack: Why global growth is necessary for small businesses How diversity and inclusion is perceived differently around the world Future of work - hybrid, remote or in person? As Rick says, “younger people have different expectations. My generation grew up to respect our elders. Every generation has a different experience than previous generations. Folks coming into the workforce today didn’t start work in an office, have grown up using technology from the start and the employee experience is critical for them. Communicating change with why and benefits to them is pivotal. Must have end goal rather than change for change sake.”  Find Rick on LinkedIn and Julie at www.nextpivotpoint.com.

The best allies understand that allyship is about progress over perfection. That means there will be mistakes and failures along the way. Afterall, that is how allies learn to be better. Yet, most hopeful allies wonder if they are getting it right. It is common to wonder, “I think I'm a strong ally, but what if my colleagues of diverse backgrounds don't see me that way?” or “I want to be a better ally, and I am not sure if I am doing enough.” To tap into feedback-fueled allyship to know where to improve, consider these ideas: Accept that allyship begins within Apologize and own shortcomings Ask for feedback Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Organizations deeply committed to diversity, equity and inclusion (DEI) work understand it's a long game. DEI is a journey rather than a destination. Yet, having tangible priorities and expected outcomes is key to long-term success. Industry leaders in DEI often build a road map of activities for the coming year. It is connected to an overall strategy that outlines what DEI means at the organization and why it matters. Before building a road map of priorities, define your DEI strategy. This should align with your organization's mission and values to ensure authenticity. Ideally, DEI connects to your existing cultural values. Also, consider doing an assessment to determine your organization's current DEI status. Without a thoughtful assessment, you risk prioritizing the wrong activities. Julie unpacks how to build a roadmap in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

In the ever-evolving landscape of business and technology, it's no secret that each generation brings its unique perspectives, values, and expectations to the table. Generation Z, born between the late 1990s and the early 2010s, currently make up 30% of the world's population and are expected to account for 27% of the workforce by 2025. What makes Gen-Z so different, and how are they influencing corporate America? Julie unpacks this in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.