The HR Uprising Podcast – Détails, épisodes et analyse

Lucinda looks at high performance strategies, focusing on the importance of feedback in driving performance in organisations. She discusses evidence-based drivers of performance, emphasising the need for quality people management activities and classic performance management.

Key topics covered include the significance of courageous and consistent feedback, defining good quality feedback, and implementing models like growth mindset and radical candour.

KEY TAKEAWAYS

• Focus on providing specific feedback, both positive and developmental, to drive high performance.
• Train managers on how to give feedback effectively, emphasising the importance of clarity and timeliness.
• Encourage a feedback culture by implementing feedback rituals at meetings and requesting feedback from team members.
• Avoid giving feedback at the values and identity levels, sticking to behavioural and environmental feedback in the workplace.
• Utilise tools like the "paper clip trick" to track and encourage the delivery of specific feedback throughout the day.

BEST MOMENTS

"The majority of people rated feedback skills of line managers in their organisations at a two or a three out of five, so less than average."

"If you can do that, then we are much less likely to trigger a threat response and it absolutely will build and boost performance."

"Many of us hate the thought of giving people developmental feedback, because it feels awkward or confrontational, yet that's actually what people learn from and that's what they want to be the best they can be."

"The interesting thing about skill and capability which is a question I was asked is obviously in the UK one of the ways in which you can exit people it's through capability or conduct."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
• Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda welcomes back guest Michelle Parry Slater from Kairos Modern Learning to discuss the concept of the "last hundred days."

Michelle shares her personal experience of working her notice period before relocating to Australia and highlights the importance of focusing on the end of the employee lifecycle as much as the beginning.

KEY TAKEAWAYS

• Shift the focus from just the first 100 days to also include the last 100 days of an employee's journey in the organisation.
• Encourage open and honest conversations between employees and managers about career aspirations, motivations, and potential exits.
• Emphasise the importance of knowledge management during transitions to ensure valuable information is not lost when employees leave.
• Build high trust relationships between managers and employees to facilitate better communication and understanding of individual needs and aspirations.
• Aim for employees to leave with advocacy, involvement in recruitment of successors, and a sense of legacy to create a positive impact even after they depart.

BEST MOMENTS

"We only ever hear people talking about the first hundred days. And it got me thinking, what does the last hundred days need to look like? And why don't we talk about it?"

"Essentially, that whole employee lifecycle starts with that brand awareness. And I think some of that brand awareness rubs off from the last hundred days, because if you've got people leaving with advocacy..."

"Do you think companies are scared sometimes? Let's say you're a smaller business or, you know, you hear the expression people talk about dead man's shoes, you have no intention of going anywhere and people perceive that the only way is, is into your job."

"I think that especially in a smaller company, it's very comfortable, it works, why are you going to rock the boat?"

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
• Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda investigates the intricacies of the CIPD Profession Map with guest Victoria Winkler from the CIPD. The conversation explores the origins of the map, its structure, and how individuals can leverage it to enhance their professional development.

Victoria provides valuable insights into the different levels of CIPD qualifications, self-assessment tools, and the importance of continuous learning and development in the HR profession

KEY TAKEAWAYS

• The CIPD Profession Map was developed through extensive research and consultation with industry experts.
• The Profession Map includes core knowledge, core behaviours, and specialist knowledge areas for people professionals.
• Individuals can assess themselves against the Profession Map to identify areas for development and growth.
• The CIPD continuously updates the Profession Map to ensure it remains relevant and aligned with industry standards.

BEST MOMENTS

"We spent a lot of time talking to obviously both people professionals, members and non-members, business leaders, academics, industry experts, both in the UK and internationally to really determine what might it look like, what's the commonality, the themes around being a people professional."

"So we did have a, I guess, a set of professional standards. And as you might imagine, we've had a different variation of that over the years”

"So we start with the purpose of the profession at the heart of it, championing better work and working lives. Really wanting to, and that was very much the feedback that we got, was that professionals was keen to be identified with that wider purpose."

"So people analytics in particular is a specialist knowledge area. AI sits across a number of different things."

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com           

Get your copy of How To Be A Change Superhero by emailing at [email protected]

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
• Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda is joined by Jennifer McClellan, an HR business partner at Atkins, to discuss a highly topical issue - that of supporting working parents, and how failing to do so can negatively impact our organisations and our business sector as a whole.

KEY TAKEAWAYS

• Supporting women returning from maternity leave is crucial in order to help workplaces attain the right gender balance. If we are losing people after this leave, then we not only lose the skills, but also dilute the diversity of our organisation.
• There are far more factors that can play into the balancing of working parents, from even such topics as the politics of children's parties to work-related requests that can benefit family life. The issues do not stop once the child has been born.
• When factors impact us outside of work, we can often find ourselves bringing in those negatives into the workplace. External factors can greatly impact the way we work.
• We must understand that rules and principles that may have been created some time ago, may not apply to the new world of today. If regulations prohibit the ease of parental support, then it may be time to re-evaluate those rules.

BEST MOMENTS

'I've been able to see some of the things that work really well, and some of the things where could do things better'

'We want people to be themselves at work'

'We need a real appreciation of people's circumstances'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com         

Jennifer McClellan LinkedIn - https://www.linkedin.com/in/askjmcc/?originalSubdomain=uk

About The Guest, Jennifer McClellan

Jennifer McClellan is an experienced Human Resources Business Partner at SNC-Lavalin’s Atkins business, a world-leading design, engineering and project management consultancy.   She is also passionate about creating inclusive and collaborative environments that enable curiosity, innovation and ultimately deliver positive commercial outcomes.

Jennifer identified better support to working parents, and a better employee experience for returning mothers would help to achieve greater gender balance both within and outside the workplace and in 2015 started an employee network, named ParentNet to do just that.  Additionally, the network has gone from strength to strength and is a core contributor to the organisation’s E,D&I strategy and outcomes.

Jennifer has also held a number of different HR roles within Atkins, including overseas in Perth, Australia.  Prior to working at Atkins, she has worked in a number of industries in HR roles including the NHS, legal services, contact centres and the arts.

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
• Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda discusses the 360 feedback programme - its benefits and the way they work - and offers a partial guide to how you can roll this system out within your own organisation.

KEY TAKEAWAYS

• 360 feedback is defined as a skill and behavioural development tool - one for self-awareness. The feedback generally comes in the form of a report using graphical and descriptive feedback.
• When setting up for feedback, we must ensure that responses are anonymised as much as possible. Anonymity engenders honesty.
• 360 feedback might be a more objective way of assessing potential partners or if someone is attempting to demonstrate their suitability for a more management-oriented role.
• When building a 360 template, try to stay under 30 questions. Aim for 3 to 6 categories which are useful for grouping the feedback. This helps to create an instant visual indication based upon the answers given.

BEST MOMENTS

'If you are going to deliver this, then think about the purpose of the feedback'

'The messaging around any 360 programme is really important'

' If you want to prepare for success then take a step back'

'Structuring the feedback session is incredibly important'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com        

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
• Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

This week, Lucinda is joined by Cathie Donaldson, a specialist in people, culture and leadership development, and Nicki Eyre, an anti-bullying advocate, consultant, coach and trainer, to discuss the ways in which we as professionals should approach and tackle the thorny subject of workplace bullying.

KEY TAKEAWAYS

• Workplace bullying can impact many areas of business, including performance, engagement and inclusion. It slowly gnaws away at the culture we seek to instil.
• Bullying is hard to define, which is one of the main issues for its propagation. The closest thing we have to a definition is "behaviour from a personal group that's unwanted and makes you feel uncomfortable, including being frightened or intimidated, less respected or put down"
• Formal processes can often be not fit for purpose, and can be incredibly damaging to all involved. We must remember that personal feeling is at the heart of the complaint.
• The cost of conflict in the workplace is around £28bn per year in terms of lost productivity, loss of working ours, and eventual impact upon services such as the NHS.

BEST MOMENTS

'We must transform behaviours in business and create those compassionate and courages workplaces of the future'

'This is a global issue. It's not limited to the UK at all'

'Bullying is unwanted conduct and the way it makes you feel'

'I had to fight, not just for myself but everyone else'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com        

Cathie Donaldson LInkedIn - https://www.linkedin.com/in/cathie-donaldson-mba-aab82114/?originalSubdomain=uk

Nicki Eyre LinkedIn - https://www.linkedin.com/in/nickieyre/?originalSubdomain=uk

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
• Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda is in conversation with Lyn Rees of Yourgene Health, to discuss HR from a CEO's perspective - what it is they're looking for in particular, the importance of culture at the heart of any business, and why people must come first.

KEY TAKEAWAYS

• Business plans and products are essential, but equally so are the right people and the right culture in an organisation.
• We must seek to create a culture that allows people to thrive, that encourages honesty, which embeds creativity, and allows for a free flow of feedback.
• Building a team is about sharing success and establishing trust. It is the instilling of the belief that no one person is more important than another.
• We can better serve out organisation, our beliefs, values and culture, as well as the people who bring them to life, but establishing an information heartbeat or drumbeat throughout the company, instead of short sharp meetings or the more hackneyed methods of addressing minds.

BEST MOMENTS

'If you don't have the right culture, then your plans don't always get executed'

'I like the words "culture" and "performance", because for me, that's what it's all about'

'As a CEO, you have a role in your organisation, but I'm not more important than the other guys'

'I'd rather have a team who were prepared to run through brick walls for me than have a team who were capable but who did it on their own time'

About The Guest, Lyn Rees

Lyn is a seasoned executive in global healthcare and IVD markets. Since Lyn joined Yourgene Health plc in 2018 he has been instrumental in the transformation of the business. He led the group through four acquisitions including Elucigene Diagnostics and Coastal Genomics and the fundraising to underpin those deals. Under Lyn’s leadership he has grown the business from £30million to greater than £100 million market cap. Lyn is also a Non-executive Director with MyHealthChecked plc and Abingdon Health.

Linkedin: @YourgeneHealth  - https://www.linkedin.com/company/yourgene-health

Twitter: @Yourgene_Health - https://twitter.com/Yourgene_Health?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com        

Yourgene Health - https://www.yourgene-health.com/investors/company-information/board-of-directors/15-company/the-team/board-of-directors/1527-lyn-rees-ceo-director

Lyn Rees LinkedIn - https://www.linkedin.com/in/lynrees/?originalSubdomain=uk

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
• Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

This week, Lucinda discusses the ways in which we can improve diversity and inclusion within our organisations in practical ways, and the steps we can take in order to establish a more measured approach to effecting real change.

KEY TAKEAWAYS

• We must examine the culture that our organisations hold dear. Are our policies merely paying lip service, or do they aim to create lasting change?
• Events such as holidays and celebrations need to embrace a far more holistic overview, taking into account many more cultures and backgrounds than we may currently support.
• We can often judge the outside perception of how our company tackles diversity and inclusion by looking at the types of people who are applying to be a part of it.

BEST MOMENTS

'There are lots of things we can look at in our business in order to understand where we are, currently'

'This is an indication of how much people feel that they belong'

'You need to think about hardwiring diversity and inclusion into your selection processes'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com       

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
  • Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

This week, Lucinda is joined by VP of Diversity and Inclusion at Workforce Logiq, William T Rolack, for a timely discussion centring around inclusion - the strategies that William himself has devised throughout his incredible career that have allowed him to bring a richness in diversity to not just the internal workings of an organisation, but also in dealing with external clients.

KEY TAKEAWAYS

• Talent and diversity intersect is a case of answering the age old question: how do we know, as talent executives, that we are doing a good job?
• Inclusion markers are a journey to be best in class, best in industry, to be the best at representing a community and environment.
• We must look at the ways in which we show up as leaders in the business. Inclusive leadership is not just about treating people the way we want to be treated, it's about treating people they way they want to be treated.
• We must find ways of invigorating innovation through our people or putting into place strategies that will give uplift and value optimisation.

BEST MOMENTS

'We uncover a lot of wins for our clients'

'How do we move the needle?'

'Our technology is an enabler for the staffing industry'

'It's about treating people the way they want to be treated'

About The Guest, William T Rolack

William T. Rolack, Sr. is VP of Diversity and Inclusion at Workforce Logiq. William also has extensive experience helping companies achieve their business goals by leveraging diversity and inclusion initiatives. Lastly, he currently leads the internal diversity and inclusion strategy at Workforce Logiq and advises clients on how to improve their own diverse workforce and human capital management strategies.

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com       

William T Rolack Twitter - https://twitter.com/wrolack?lang=en

William T Rolack LinkedIn - https://www.linkedin.com/in/william-t-rolack-sr-8a59062/

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
• Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda focusses upon the topics of diversity and inclusion, looking at the business case you may wish to build, why it matters, how it can positively impact your business, and examining the ways in which you can get people on board in your own organisations.

KEY TAKEAWAYS

• When making the case for diversity and inclusion in any organisation, a crucial factor is to ensure that we have senior management sponsorship.
• Celebrating and valuing differences among us is the first step in being more inclusive, but this also brings some incredibly strong business benefits.
• Companies with 30% more women executives, were far more likely to outperform companies with 0-30% of women. This principle also applies to companies with more ethnic minorities at their heart.
• The five most effective ways of strengthening our diversity and inclusion are:
  • Increasing diversity and representation
  • Ensuring that ownership and accountability exists at the executive level
  • Making sure we have a fair and transparent approach to equality
  • Promoting openness
  • Fostering belonging.

BEST MOMENTS

'Although people have things in common, we're also different in many, many ways'

'Having more diversity means that people are ore collaborative'

'We don't want tokenism!'

'Belonging is the root of engagement'

VALUABLE RESOURCES

The HR Uprising Podcast | Apple | Spotify | Stitcher  

The HR Uprising LinkedIn Group

How to Prioritise Self-Care (The HR Uprising)

How To Be A Change Superhero - by Lucinda Carney

HR Uprising Mastermind - https://hruprising.com/mastermind/  

www.changesuperhero.com

www.hruprising.com       

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD

• Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
• Email: [email protected]
• Linked In: https://www.linkedin.com/in/lucindacarney/
• Twitter: @lucindacarney
• Instagram: @hruprising
• Facebook: @hruprising

HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/