Lucinda talks about why it is that users find themselves unable to engage with systems in the long term following change, how to motivate them to want to embrace new ways of working, and the processes, roles and responsibilities you need to embed any kind of new system in the workplace.

KEY TAKEAWAYS
Buy-in is key. Resistance can sometimes arise when people aren't involved in the formation of the idea itself, which is why we should consider involving people from the outset.
Change is only ever truly embraced when people do not feel as though change is being done to them, rather than for them.
When people resist change, it's purely because they are not motivated enough to change. This might be the case due to their lack of understanding of the bigger picture.
Many organisations roll out the technical vision and implement a system, then communicate the change in the expectation that it will take effect. What's required is persistence and the empowering of others.

BEST MOMENTS

'People don't resist change, they resist being changed'

'The Three Cs are: Communication, Clarity, Consequence and Consistency'

'People are busy - how do we actually get them to do these things?'

'Always start with why'

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 info@actus.co.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: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Lucinda talks about why it is that users find themselves unable to engage with systems in the long term following change, how to motivate them to want to embrace new ways of working, and the processes, roles and responsibilities you need to embed any kind of new system in the workplace.
KEY TAKEAWAYS
<ul>
<li>Buy-in is key. Resistance can sometimes arise when people aren't involved in the formation of the idea itself, which is why we should consider involving people from the outset.</li>
<li>Change is only ever truly embraced when people do not feel as though change is being done to them, rather than for them.</li>
<li>When people resist change, it's purely because they are not motivated enough to change. This might be the case due to their lack of understanding of the bigger picture.</li>
<li>Many organisations roll out the technical vision and implement a system, then communicate the change in the expectation that it will take effect. What's required is persistence and the empowering of others.</li>
</ul>
BEST MOMENTS
'People don't resist change, they resist being changed'
'The Three Cs are: Communication, Clarity, Consequence and Consistency'
'People are busy - how do we actually get them to do these things?'
'Always start with why'
VALUABLE RESOURCES
The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising">Stitcher</a>  
<a href="https://www.linkedin.com/groups/13714397/">The HR Uprising LinkedIn Group</a>
<a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949">How to Prioritise Self-Care (The HR Uprising)</a>
<a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603">How To Be A Change Superhero - by Lucinda Carney</a>
HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/">https://hruprising.com/mastermind/</a>  
<a href="http://www.changesuperhero.com/">www.changesuperhero.com</a>
<a href="http://www.hruprising.com">www.hruprising.com</a>           
Get your copy of How To Be A Change Superhero by emailing at <a href="mailto:info@actus.co.uk">info@actus.co.uk</a>
 
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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
<ul>
<li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a></li>
<li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li>
<li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/">https://www.linkedin.com/in/lucindacarney/</a></li>
<li>Twitter: @lucindacarney</li>
<li>Instagram: @hruprising</li>
<li>Facebook: @hruprising</li>
</ul>

Welcome to the HR Uprising Podcast. 

This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&D professionals.

HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. HR Uprising is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value.

Hosted by Lucinda Carney a Business Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that shows are both informative and fun. 

You can access more information on each Podcast including resources or links mentioned in the show at our website www.hruprising.com. 

If you are a forward-thinking HR; L&D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below.

Connect with us here: 
Join the linkedIn community: https://www.linkedin.com/groups/13714397/
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @hruprising
Instagram: @hruprising
Facebook: @hruprising

The HR Uprising Podcast

The HR Uprising

How To Make Change Stick

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 info@actus.co.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: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

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
<ul>
<li>Focus on providing specific feedback, both positive and developmental, to drive high performance.</li>
<li>Train managers on how to give feedback effectively, emphasising the importance of clarity and timeliness.</li>
<li>Encourage a feedback culture by implementing feedback rituals at meetings and requesting feedback from team members.</li>
<li>Avoid giving feedback at the values and identity levels, sticking to behavioural and environmental feedback in the workplace.</li>
<li>Utilise tools like the "paper clip trick" to track and encourage the delivery of specific feedback throughout the day.</li>
</ul>
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 | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising">Stitcher</a>  
<a href="https://www.linkedin.com/groups/13714397/">The HR Uprising LinkedIn Group</a>
<a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949">How to Prioritise Self-Care (The HR Uprising)</a>
<a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603">How To Be A Change Superhero - by Lucinda Carney</a>
HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/">https://hruprising.com/mastermind/</a>  
<a href="http://www.changesuperhero.com/">www.changesuperhero.com</a>
<a href="http://www.hruprising.com">www.hruprising.com</a>           
Get your copy of How To Be A Change Superhero by emailing at <a href="mailto:info@actus.co.uk">info@actus.co.uk</a>
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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
<ul>
<li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a></li>
<li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li>
<li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/">https://www.linkedin.com/in/lucindacarney/</a></li>
<li>Twitter: @lucindacarney</li>
<li>Instagram: @hruprising</li>
<li>Facebook: @hruprising</li>
</ul>

Building A High Performance Culture

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 info@actus.co.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: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

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
<ul>
<li>Shift the focus from just the first 100 days to also include the last 100 days of an employee's journey in the organisation.</li>
<li>Encourage open and honest conversations between employees and managers about career aspirations, motivations, and potential exits.</li>
<li>Emphasise the importance of knowledge management during transitions to ensure valuable information is not lost when employees leave.</li>
<li>Build high trust relationships between managers and employees to facilitate better communication and understanding of individual needs and aspirations.</li>
<li>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.</li>
</ul>
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 | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising">Stitcher</a>  
<a href="https://www.linkedin.com/groups/13714397/">The HR Uprising LinkedIn Group</a>
<a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949">How to Prioritise Self-Care (The HR Uprising)</a>
<a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603">How To Be A Change Superhero - by Lucinda Carney</a>
HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/">https://hruprising.com/mastermind/</a>  
<a href="http://www.changesuperhero.com/">www.changesuperhero.com</a>
<a href="http://www.hruprising.com">www.hruprising.com</a>           
Get your copy of How To Be A Change Superhero by emailing at <a href="mailto:info@actus.co.uk">info@actus.co.uk</a>
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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
<ul>
<li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a></li>
<li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li>
<li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/">https://www.linkedin.com/in/lucindacarney/</a></li>
<li>Twitter: @lucindacarney</li>
<li>Instagram: @hruprising</li>
<li>Facebook: @hruprising</li>
</ul>

The Last 100 Days - with Michelle Parry-Slater

Lucinda is joined by Andy Lancaster, an expert in organisational learning communities. Andy shares insights from his book, "Organisational Learning Communities," discussing the importance of intentional community building for learning and development.

They explore the concept of socialised learning, the benefits of diverse communities, and the impact of storytelling in measuring success. Andy emphasises the power of altruism and the need for high trust cultures to foster effective learning communities.

KEY TAKEAWAYS
Andy stresses the importance of having a cause at the centre of a learning community to drive engagement and purpose.
We must recognise the concept of socialised learning communities being a natural way of learning, rooted in human behaviour and evolution.
There is a crucial need for intentional design and facilitation of learning communities to ensure effectiveness and impact.
We should embrace the value of diversity in learning communities to foster innovation, problem-solving, and shared expertise.

BEST MOMENTS

"Most communities that do really well have some kind of rhythm associated with them, where you know what's going to be going on so that you connect with it." 

"I think it's quite clear if you said at the start it was about engagement, impact." 

"For me, a learning community is a group connected and energized by a cause"

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 info@actus.co.uk

Andy Lancaster LinkedIn - https://www.linkedin.com/in/andy-lancaster-ab995418/?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: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Lucinda is joined by Andy Lancaster, an expert in organisational learning communities. Andy shares insights from his book, "Organisational Learning Communities," discussing the importance of intentional community building for learning and development.
They explore the concept of socialised learning, the benefits of diverse communities, and the impact of storytelling in measuring success. Andy emphasises the power of altruism and the need for high trust cultures to foster effective learning communities.
KEY TAKEAWAYS
<ul>
<li>Andy stresses the importance of having a cause at the centre of a learning community to drive engagement and purpose.</li>
<li>We must recognise the concept of socialised learning communities being a natural way of learning, rooted in human behaviour and evolution.</li>
<li>There is a crucial need for intentional design and facilitation of learning communities to ensure effectiveness and impact.</li>
<li>We should embrace the value of diversity in learning communities to foster innovation, problem-solving, and shared expertise.</li>
</ul>
BEST MOMENTS
"Most communities that do really well have some kind of rhythm associated with them, where you know what's going to be going on so that you connect with it." 
"I think it's quite clear if you said at the start it was about engagement, impact." 
"For me, a learning community is a group connected and energized by a cause"
VALUABLE RESOURCES
The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising">Stitcher</a>  
<a href="https://www.linkedin.com/groups/13714397/">The HR Uprising LinkedIn Group</a>
<a href="https://podcasts.apple.com/us/podcast/how-to-prioritise-self-care/id1465080766?i=1000457748949">How to Prioritise Self-Care (The HR Uprising)</a>
<a href="https://www.waterstones.com/book/how-to-be-a-change-superhero/lucinda-carney/9781788601603">How To Be A Change Superhero - by Lucinda Carney</a>
HR Uprising Mastermind - <a href="https://hruprising.com/mastermind/">https://hruprising.com/mastermind/</a>  
<a href="http://www.changesuperhero.com/">www.changesuperhero.com</a>
<a href="http://www.hruprising.com">www.hruprising.com</a>           
Get your copy of How To Be A Change Superhero by emailing at <a href="mailto:info@actus.co.uk">info@actus.co.uk</a>
Andy Lancaster LinkedIn - <a href="https://www.linkedin.com/in/andy-lancaster-ab995418/?originalSubdomain=uk">https://www.linkedin.com/in/andy-lancaster-ab995418/?originalSubdomain=uk</a>
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;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
<ul>
<li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a></li>
<li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li>
<li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/">https://www.linkedin.com/in/lucindacarney/</a></li>
<li>Twitter: @lucindacarney</li>
<li>Instagram: @hruprising</li>
<li>Facebook: @hruprising</li>
</ul>

How To Make Change Stick

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