Anthony Sicuranza
San Francisco Bay Area
2K followers
500+ connections
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Experience
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San Mateo, California, United States
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Mountain View, California, United States
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Mountain View, California, United States
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Mountain View, California, United States
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Mountain View, California, United States
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Mountain View, California, United States
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Purchase, New York, United States
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Purchase, New York, United States
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Purchase, New York, United States
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Manhattan, New York, United States
Education
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Explore more posts
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Eoin Byrne
With the recent announcement of Meta sunsetting its Workplace platform, it's important to consider your options. Our latest blog post provides valuable insights into this transition. Whether you're looking to migrate to a new platform or seeking guidance on how to proceed, our team is here to help. Get in touch with us to learn more about how we can support you during this change. #Poppulo #InternalComms #AchieveMoreInHarmony https://lnkd.in/eqnDq2Y2
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Amanda Wininger
As a few of you may know, outside of my 9-to-5 HR-ing life, I’m also a yoga teacher focused on movement, meditation, and chakra balance. This seasonal transition from fall to winter is an especially important time to give attention to our inner energy sources. We’re facing one of the biggest shifts of the year, a time that reminds us we are much like trees. Rooted in the ground, we shed what no longer serves us (our leaves) and begin preparing for rest and calm. (And if you’re thinking, “But winter is for resolutions, new year, new you,” that’s a whole other post, because, nah). All of this to say, this shift is the perfect opportunity to reflect on the solar plexus chakra and how it impacts both your personal and professional life. The solar plexus chakra, located just above your navel, governs personal power, confidence, and motivation. When balanced, it creates a sense of inner harmony, purpose, and the drive to achieve your goals. But when it’s misaligned, it can lead to challenges at work and in life: • Burnout or Overwhelm: Struggling to set boundaries and overcommitting. • Low Confidence: Doubting your abilities or feeling unseen. • Lack of Motivation: Finding it hard to stay focused or energized. As we wrap up the year and transition into winter’s stillness, balancing your solar plexus chakra can help you: • Approach challenges with confidence and clarity. • Communicate effectively and set healthy boundaries. • Stay motivated while finding a renewed sense of joy in your work. Tips for Balancing Your Solar Plexus Chakra at Work: 1. Reflect on the Year: Celebrate your achievements—big or small. Gratitude strengthens your inner power. 2. Move with Intention: Practice core-focused movement like yoga or Pilates to activate this energy center. 3. Nourish Yourself: Enjoy warming foods like ginger, turmeric, or yellow-colored fruits and vegetables. 4. Protect Your Energy: Set boundaries and say “no” when needed to prioritize your well-being. 5. Affirm Your Strength: Use affirmations like, “I am capable, confident, and in control of my life.” As the days grow shorter and the year comes to a close, remember that seeking joyful balance within yourself is key to thriving both personally and professionally. A balanced solar plexus chakra fuels your inner fire, helping you navigate workplace challenges with grace while embracing the quiet calm of the winter season.
161 Comment -
Prudence Pitter, MBA, SPHR, GPHR
🔥 New Podcast Episode! I had the pleasure of chatting with the amazing Alex S. dual-path leader who has juggled incredible responsibilities in HR across industries like finance, luxury retail, nonprofits, and now… government! 🚀 Oh, and did I mention Alex is the President of NYC SHRM one of the largest SHRM chapters in the country?! 🏙️💼 In this inspiring episode, Alex shares: ✨ His leadership journey through diverse industries. 🌊 How he uses the environment around him to recharge and reset. 📅 Why intentional boundaries (and a well-managed calendar!) are game changers for HR professionals. 🏡 The power of “micro-vacations” for maintaining balance. 👩💻 How NYC SHRM fosters a community of support and ideas for HR practitioners. 💬 One key takeaway? Leaders MUST role-model wellbeing! It’s not only about policies—it’s about walking the talk. As Alex says, “Leadership sets the tone for workplace culture.” This conversation is packed with golden nuggets 🏆—from actionable wellbeing tips to strategies for thriving amidst chaos. Don’t miss out! 👉🏽Listen now wherever you get your podcasts https://lnkd.in/eSEBea5e 🎧 COMING THIS FRIDAY: Debbie Goodman joins us to discuss leadership wellbeing techniques 🌟 ✨ What’s your favorite strategy for maintaining wellbeing as a leader? Drop it in the comments below! ⬇️ #LeadershipWellbeing #LifeWorkBalance #HRLeadership #NewPodcastEpisode #POVfromPrudence #selfcare #harmony #trust #conflictresolution #culturalsensitivity #diversity #celebratingdiversity #Network #Support #psychologicalsafety #resilience #wellbeing #work #employeewellbeing #hr #people #pearrm #mentalheal
555 Comments -
Jackye Clayton ♕
As those who celebrate gather for Thanksgiving, remember that this day carries profoundly different meanings for different people. While many of us celebrate with family, Thanksgiving is also a National Day of Mourning. There would be no "Thanksgiving" without a reminder of the genocide, land theft, and cultural erasure that followed the arrival of colonizers in North America. We’ve been taught a one-sided story of Thanksgiving, one of peaceful feasts and friendship between settlers and the Wampanoag people in 1621. But that narrative leaves out the theft, grave robbing, and eventual massacres that followed. It also overlooks the ongoing struggles and resilience of Native communities today. Why This Matters: For many Native Americans, Thanksgiving is not a celebration but a day to honor their ancestors and protest the centuries of oppression their people have faced. One example is a event organized by the Indigenous Peoples of New England, the National Day of Mourning on Cole’s Hill in Plymouth is a powerful act of remembrance and resistance. The Problem With Silence: Ignoring this history, whether in schools, workplaces, or family gatherings doesn’t make it disappear. Educators who use construction paper headdresses or reenactments unintentionally reduce rich Native cultures to stereotypes. When we skip over the truth, we miss the opportunity to understand and heal. Why Acknowledgment Is the First Step: We can’t change the past, but we can commit to learning, acknowledging, and doing better. This means recognizing the complexities of this holiday and creating space for Native voices to be heard not just in November but all year. What I’m Grateful For: This year, I’m thankful for the people who are honest about our history, who teach the full story, and who advocate for equity and inclusion. I’m reminded that change doesn’t require a perfect promise it requires a chance, a willingness to face hard truths and build something better together. Let’s use this Thanksgiving to listen, learn, and take action. If we’re truly grateful, let’s show it by standing with Native communities not just in acknowledgment but in solidarity. 💬 What are you reflecting on this Thanksgiving? Let’s talk about how we can honor the truth and move forward together. #MyUncertaintyEra #Thanksgiving #NationalDayOfMourning #Acknowledgment #Solidarity
493 Comments -
Lucia Valerio, HRPM
Feeling frustrated or misunderstood in HR lately? You’re not alone. Over the past few years, HR professionals have faced challenges like the pandemic’s impact, DEI setbacks, and the rise of "quiet quitting." You’re often caught between management’s demands and employees’ frustrations. The result? High turnover and disengagement in HR roles. The solution? Cultivate connection—first within your team, then across your organization. Leaders like Satya Nadella show that fostering cultures of connection improves engagement, innovation, and overall success. #HRLeadership #EmployeeEngagement #WorkplaceCulture #Connection
51 Comment -
Taylor Bradley
Thank you Mita Mallick, for being on the podcast. Here are some of my key takeaways from Mita's insights: ✅ The Business Case Mita reinforced what was previously discussed on Rebecca Taylor's episode, HR programs and initiatives need to have a solid business case, demonstrating ROI. If your initiative, even if well-intended, is cut due to a perceived lack of ROI, the impact becomes nonexistent. 💡 While this talk may seem clinical to some, it's critical when getting executive buy-in and ensuring that programming can survive budget cuts. ✅ Being Proactive Mita is brilliant at cutting through hyperbole and the abstract to get to the practical and personal. In many cases, adverse impact may occur without malice, but the intent doesn't matter when the pain caused is real. I recognize that some comments made in the podcast may make listeners feel like "someone would never say that," but as Mita shared her journey, it immediately resonated with me, as my wife's journey as an immigrant to the U.S. has included similar nonsense being told to her. 💡 Without overcorrecting, leverage your HR Business Partners to identify common sense opportunities to put in place mechanisms that mitigate adverse impact. Mita shared an interesting example of pre-leave self-reviews to ensure team members are equitably rated in performance cycles, even if they took a leave. I encourage you to follow former guest Melanie Naranjo for other great ways to leverage your HRBPs! ✅ Revenue Growth Something we can perhaps all agree on: more revenue is a good thing. Mita highlights that a company's ability to successfully meet the needs of an increasingly diverse consumer will be correlated to a company's ability to leverage the power of diversity within their own workforce. 💡 One of the most important things you can do for morale, retention, and sustainable growth is ensuring you have a well-run business. There is simply no replacement, and diversity plays a critical role. It is this diversity that sparks innovation, creativity, and opens doors to untapped markets and revenue streams. #HumanResources #TaylorfromHR #DEI #TroopHRPodcast
174 Comments -
Jackye Clayton ♕
When I saw the title Fix Your Face and Watch Your Tone by Dr. Vrnda ‘V’ Boykin, I felt it. 😮💨 This book is a powerful guide for navigating bias, staying true to yourself, and thriving in your career. 💪🏾 What’s one piece of advice that’s helped YOU navigate tough spaces? Let’s talk in the comments. 👇🏾 #FixYourFace #Leadership #WorkplaceEquity #DEIB #CareerGrowth
476 Comments -
Yasmeen Duncan, MBA, MA
🌟 Diverse Representation in Leadership: Paving the Way for Inclusive Success 🌟 In today’s world, the push for greater representation of underrepresented groups, especially in leadership positions, is more critical than ever. Companies are being held accountable for their diversity goals and are taking significant steps to ensure diverse representation at all levels of the organization. Here’s why this matters and how it's being achieved: 1️⃣ Championing Diversity: Diverse leadership brings a wealth of perspectives and experiences that drive innovation and success. Representation matters, and it's essential to reflect the diverse society we live in. 🌍 2️⃣ Setting Clear Diversity Goals: Companies are setting specific, measurable diversity goals to track progress and ensure accountability. This commitment to diversity is a step toward creating a more inclusive workplace. 🎯 3️⃣ Implementing Inclusive Hiring Practices: Organizations are revising their hiring practices to remove biases and create equitable opportunities for all candidates. This includes diverse hiring panels and transparent recruitment processes. 🤝 4️⃣ Fostering an Inclusive Culture: Beyond hiring, companies are working to build an inclusive culture where everyone feels valued and heard. This includes DEI training, employee resource groups, and open dialogues about diversity. 🗣️ 5️⃣ Leadership Development Programs: To ensure diverse representation at the top, organizations are investing in leadership development programs tailored to underrepresented groups. These programs provide the skills and support needed to advance into leadership roles. 📚 By pushing for greater representation in leadership, we are creating workplaces that are not only more equitable but also more successful. Diverse leadership fosters innovation, enhances decision-making, and drives better business outcomes. Let’s continue to hold ourselves and our organizations accountable and strive for true diversity at all levels. 🌟✨ #DiverseLeadership #Inclusion #RepresentationMatters #EquityInTheWorkplace #DiversityGoals #InclusiveCulture #CareerSuccess #BlackWomenLead #Mentorship #SkillDevelopment #WorkplaceResilience #ProfessionalGrowth #SSWOC #SisterhoodSocietyForWomenOfColor
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Laura Thiele
Yesterday, I received text messages with the cutest photos from my next door neighbors. Both full time working moms with full time working spouses. Both celebrating big milestones with kindergarten and preschool starts. Knowing too well the road ahead of them to balance it all, may this be a reminder of what working moms need (and to be honest, all working parents). 💪 Flexibilty, flexibility, flexibility (and yes, hybrid counts!) 🤞A supportive manager that understands kids get sick and yes they may prioritize their care over a business meeting. A supportive manager that knows about day care pickup times and how they are shifting focus. Or really does remember that coaches think 5pm is a realistic start time for practice. ⏰Trust that they will get their job done. If they are highly engaged, they may keep giving and giving if they feel supported. 👁️ Equal consideration that they “may” want to grow their career and gain new skills. 🥇Challenging work that engages the mind and is appropriately rewarded. Leaders - - be in their corner, ask what help they need, and go the extra mile to sponsor and champion their work. Ladies- ask for what you need. Showing your super powers is exhausting. Instead, align and establish boundaries up front to avoid burnout. You got this! #workingwomen #femaleleadership #worklifeintegration #workingmoms #avoidburnout
1018 Comments -
Jackye Clayton ♕
Navigating Political Season in the Workplace: Embracing Uncertainty & Inclusivity So we just had the debate. I know I have talked about this before but as we get closer, I can't stop thinking about how times have changed. We have so much access to information and it is have to hide from all of the talk about the debates, polls, and seeing heated conversations online, it’s hard not to feel the tension. Everywhere you look it is all about the latest debate highlights to analyzing the presidential polls after the debate, there’s no escaping the discussions both inside and outside the workplace. But here’s the thing — for many of us in HR, Talent Acquisition, and DEIB, navigating this season isn’t just about keeping up with who’s leading in the Trump vs. Harris polls. It’s about ensuring we maintain an inclusive, respectful work environment despite the external noise. In my #MyUncertaintyEra, I’ve come to embrace the unpredictability of political seasons, understanding that they offer an opportunity for growth, reflection, and—most importantly—action. It’s crucial for leaders, especially those in HR and DEIB roles, to set the tone and manage workplace dynamics during these times. So, let’s talk about how we can lead with transparency, while maintaining a culture that values diverse opinions. 1. Stay Ahead of the Game Before tensions get out of control it is so so important to have clear communication on what respectful dialogue looks like. Not everyone knows what this should loook like. Like we learn in Crucial Conversations ®; "opinions vary, stakes are usually high, and emotions are strong. Take the time to establish ground rules for political discussions and revisit anti-racists and anti-descrimination policies. This is super important as emotions run high during debates and after major political events like last night's debate. 2. Foster Open Dialogue, Not Division People are watching who won the debate and analyzing every move, but it’s our job to ensure the workplace remains a safe space for all voices. Encourage conversations rooted in respect and empathy, and make sure to address any issues before they become bigger problems. I am using Crucial Learning to help our team learn how to communicate more effectively without adding to conflict. 3. Support Your Teams Post-Election After the election results are in, offer resources like counseling and wellness programs. Some team members might feel uneasy, while others might feel relieved. Either way, showing that your organization supports them during these uncertain times is critical. As leaders, we can’t control the outcome of elections. We can't control how others feel. But we can control how we lead our teams through these moments. #DEIB #WorkplaceTensions #Election2024 #Leadership #MyUncertaintyEra #InclusiveWorkplace
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Megan Smith
It's common to hear discussion in the workplace related to how people show up differently based on their generation (x, y, z..). Sure, there are similarities within a generation based on shared a historical timeline, but I've encountered more people who don't like to be stereotyped by assumed characteristics of their generation than those who do. The conversation now has the opportunity to evolve by integrating a focus on #skills, among other things. I recently shared some ideas on this with HR.com - check it out if you are looking to evolve past the "generations" conversation! https://lnkd.in/gE_5WcZm SAP SuccessFactors Caroline Hanke Soledad Alvarado Ganzhorn Angela McKenna Dr. Christian Schmeichel
377 Comments -
Matt McFarlane
Performance is hard at the best of times. Only 2% of Fortune 500 CHRO's think their practices help employees improve at their jobs. On a recent panel discussion with Workleap, I was asked what I thought a practical tip was for companies looking to enable this process My answer was simple: get a system. Too many companies still seem to think they can wing it with forms (digital or paper). They're wrong, and it forces performance to be bad. Performance is critical for too many things: • How you pay people • How you know your org is healthy • Giving people a sense of how they're doing Don't force performance management to be an administrative process that sucks up hours of time just to get to the actual conversation. Get something in place that makes the conversation happen seamlessly. Whether thats: • Checking in on wellbeing • Delivering feedback • Discussing growth Find a system that helps you have those conversations more easily, and track them to make effective decisions. What's your one tip for improving performance management improvement? Interested in seeing the full discussion? Check the link below 👇
164 Comments -
Jackye Clayton ♕
I don't know who needs to hear this but I have a secret. Your brain was not designed to keep you happy, it was designed to keep you alive. (That is it. Thank you for coming to my Ted Talk...) If you have a inner dialogue, you may have a little voice inside your head. In fact you are using it as you read this post. And the default mode for this voice is fear. This comes from your biases. And it makes you see the negative. It may be why things seem to be "so bad" these days. You get what you focus on. If you are using the default of negative, then everything is negative. And it is a daily fight for many of us. This is why diversity, equity, inclusion, and belonging work is so important. Because the goal is to get you to stop the "stinking thinking." The goal is to get you to think more critically, and understand that your first thought most of the time is not built on facts, its built from fear. And you can do something about it. The opposite of this is not bravery. It is growth. It allows you to see things from another perspective. It is core to anyone striving to be an ally. The folks who want to cut DEIB work at work, are just proving why it is so necessary. And before you go down the negative rabbit hole of deib hate, remember, you can choose courage over fear. You may have heard of the saying in journalism, "If it bleeds it leads." This phrase has been around since the late 1800's and means, if there's violence, conflict or death involved, it gets top billing. You you may have missed the other side of this conversation: Washington Post "Most Americans approve of DEI, according to Post-Ipsos poll Roughly 6 in 10 Americans said DEI programs are “a good thing” — and support was even higher for specific programs such as internships..." American Society of Pension Professionals & Actuaries "ARA's NOW Mentoring Program Set to Create Diversity Opportunities in Retirement Space. Approximately 61% of employees say their organizations actively ensure fairness in hiring, compensation, and promotions through specific policies." University of Phoenix welcomed 5145 participants from 17 countries to its third annual Inclusive Leadership Summit and Career Fair, held June 11-14. HRD America "Singapore employers warned of losing top talent without strong DEIB strategies Employers in Singapore risk missing out on great talent if they don't prioritise their Diversity, Equity, Inclusion, and Belonging (DEIB) strategies,..." HR Katha "According to a survey, 80% employers feel technology drives a crucial role in driving gender equality and closing gender gap, as per a Manpower Group survey." We have work to do. Let's grow!
513 Comments -
Brandon Sammut
The U.S. election results have implications well beyond a single country. Our employees know this. In a time full of uncertainty, I learned a ton from Gianna Driver as we talked with The Modern People Leader about what this post-election moment means for our people and organizations. As Gianna said best: This is our chance as leaders to lean into empathy, keep conversations open, and truly listen to our teams—not just to respond, but to understand. Moments like this are a pressure test for both leaders and org culture. We've faced uncertainty before. (A lot, actually.) We can do it again and emerge even stronger. See the comments for a link to our full conversation with Stephen Huerta and Daniel Huerta.
924 Comments -
Ethan Evans
As a VP at Amazon, I struggled to balance my focus on business results with helping my team members to grow. I had to make win/win situations. Here is what I learned about creating win/wins for both managers and ICs: The two key elements of creating a “win/win” are: 1. Good planning (on the manager’s part). 2. Some short term sacrifice (on both the manager and the IC’s part) Good planning matters because you need to balance the company’s needs with those of your team members in order to have both short-term wins and long-term success. In other words, you have to manage the tactical pressure while playing for the strategic team victory. Short-term sacrifice matters because the longer term strategic play will require cooperation; no one can work ONLY in their own interests. And, no one can get everything they want at all times, but if you are balancing business outcomes and team growth properly, everyone will be better off months and years down the line. The tactical sacrifices for long-term success include occasionally under-delivering on projects and doing work that doesn't help your career: Two things that are seemingly antithetical to career success. To find out how they lead to long-term success for managers, ICs, and teams, join our Substack Newsletter community and read the latest issue: https://buff.ly/3XcpFd5 It will tell you how to start this process from either position (manager or IC), and what you can expect to sacrifice in the short term to win long-term. If you have a good win/win model as a manager or an IC, share it here!
7912 Comments -
Geraldine Butler-Wright
Thanks for having me on the podcast, Mark and Graeme. We covered so much - from leading layoffs with compassion, to hiring, career development, and creating high-performance teams that rocket fuel startups and scale-ups. Plus, some insights on what drives me bonkers about People leadership. #culture #performance #people #scaleups
213 Comments
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