Adriane Krahe

Chief HR Officer Priorities, HR Implementation, the ROI of AI, Change Readiness, and AI Voice Interviews? These topics are covered in issue 313 of my Talent Edge Weekly newsletter. 1) Chief HR Officer (post image) ↳ A new 21-page report by the World Economic Forum highlights CHRO priorities for the next 6–12 months, including AI adoption. Two bonus resources. 2) HR Implementation ↳ My cheat sheet of a one-page phased implementation plan (e.g., workforce planning) can serve as a framework for HR initiatives. 3) ROI of AI in the Workplace ↳ A 48-page report by Google Cloud highlights ROI examples. Shows how aligning AI initiatives to clear business goals strengthens adoption and support. 4) Change Readiness ↳ Gartner highlights how leaders can help employees build their change capabilities through micromoments—low-stakes opportunities in daily workflows. 5) AI and Talent Acquisition ↳ A new 89-page research paper examining AI voice agent interviews versus human recruiter interviews, based on a field experiment with 70,000 applicants. And check out the Chief HR Officer hire of the week. A new issue comes out tomorrow, 9/14. Get these new insights along with 54,000+ others. ♻️ Repost to share this issue 313 🔔 Follow me Brian Heger for more Here's issue 313 👉 https://lnkd.in/eq7mc2eG

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The Most Important Changes in the ICF Core Competencies You Need to Know On September 8, the ICF launched updates to the Core Competencies, the foundation of professional coaching worldwide. In our latest episode, Kirsten & Cristina break down what has changed (and what has not) so you can feel confident moving forward in your practice. Key highlights from the update: - Subtle shifts with a big impact. You are still in good shape if trained under the old model. - Stronger emphasis on continuous development and working with supervisors or mentor coaches. - A new competency: technology awareness to meet clients in a digital world. - Greater focus on coach well-being and managing bias. - Encouragement to articulate your coaching philosophy and revisit agreements as client needs evolve. - Moving from “celebrating” to authentically acknowledging client progress. Implementation timeline: These updates will appear in ICF credentialing exams starting in the second half of 2026. 👉 Curious to dive deeper? Watch the full conversation with Kirsten and Cristina here: https://lnkd.in/dJ8dV9aq At SolutionsAcademy, we help coaches grow with confidence and stay ahead of the curve. Join our free meetups or book an info call to explore how these updates impact your coaching journey: https://lnkd.in/e7nvys8P #SolutionsAcademy ICF #CoachingCompetencies #ProfessionalCoaching #solutionfocusedcoaching #coachtraining #coachdevelopment

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𝗖𝗼𝗮𝗰𝗵𝗤𝘂𝗲𝘀𝘁 -𝟮𝟬𝟮𝟱 - 𝗣𝗼𝘀𝘁 𝟭 🚀 What exactly is an Executive Coach — and why does every leader need one? An Executive Coach is not just a guide; they are a strategic thinking partner who helps leaders see beyond the obvious, overcome blind spots, and unlock their fullest potential. In our latest carousel, we’ve broken it down for you: ✨ What an Executive Coach really does ✨ The key qualities that make them effective ✨ The real-world impact they create for leaders & organizations 📌 If you’re a trainer, leader, or professional looking to master the art of coaching — start here. 🔽 Swipe through the document to understand the role, qualities, and impact of an executive coach. 💬 And don’t forget — share your key learning from this post in the comments. Your participation counts toward earning your Protouch e-Certificate in COACHQUEST 2025! Also watch a quick video - https://lnkd.in/gbHZWQD7 #ExecutiveCoaching #LeadershipDevelopment #CoachingSkills #COACHQUEST2025 #Protouch

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HR is the most hated profession in the office - and rightly so. Employees see it as “two-faced”, CEOs see it as soft, and decades of frameworks, certifications, and best practices still fail to prove real impact. Professional associations can set standards, but credibility comes from results, not badges. Until HR starts delivering measurable outcomes, it will remain misunderstood, attacked, and indispensable - whether it likes it or not.

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Most organizations still treat wellbeing like a perk. That mindset is costing them talent, performance, and profit. That’s why I’m honored to contribute to the 𝐊𝐧𝐨𝐰𝐢𝐧𝐠 𝐖𝐞𝐥𝐥, 𝐁𝐞𝐢𝐧𝐠 𝐖𝐞𝐥𝐥 feature in the 𝘈𝘮𝘦𝘳𝘪𝘤𝘢𝘯 𝘑𝘰𝘶𝘳𝘯𝘢𝘭 𝘰𝘧 𝘏𝘦𝘢𝘭𝘵𝘩 𝘗𝘳𝘰𝘮𝘰𝘵𝘪𝘰𝘯—focused on the role of the Chief Wellbeing Officer. In my article, I share the (unfiltered) lessons I learned pioneering this role in professional services for nearly a decade: ⚡ Why “wellness programs” fail if culture doesn’t change ⚡ How middle managers can either fuel—or kill—wellbeing ⚡ The metrics leaders can no longer afford to ignore ⚡ And the leadership skill we’ve completely overlooked: wellbeing intelligence One early reader called it “𝘢 𝘣𝘪𝘣𝘭𝘦 𝘰𝘧 𝘸𝘦𝘭𝘭𝘣𝘦𝘪𝘯𝘨 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘺.” 👉 Read the full article here: https://lnkd.in/eSWaWiKM Thank you Jennifer Posa, PhD, MS for including me and for your leadership! Here’s the truth: 𝐢𝐟 𝐲𝐨𝐮𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐝𝐨𝐧’𝐭 𝐡𝐚𝐯𝐞 𝐰𝐞𝐥𝐥𝐛𝐞𝐢𝐧𝐠 𝐢𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞, 𝐭𝐡𝐞𝐲’𝐫𝐞 𝐧𝐨𝐭 𝐫𝐞𝐚𝐝𝐲 𝐭𝐨 𝐥𝐞𝐚𝐝. 🎤

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Why most corporate trainings fail: 3 hard truths nobody in HR wants to admit 1] One-off events don’t change behavior → A single workshop feels good in the moment, but without follow-up, nothing sticks. 2] No link to business goals → Training often runs in isolation, not tied to measurable outcomes. Leaders see “activity,” not impact. 3] Managers aren’t involved → When managers don’t reinforce new skills, employees quickly slip back into old habits. Training without strategy is just a cost center. If you want impact, invest in learning journeys, not one-time events.

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How to (actually) build and cultivate a supercharged organization Spoiler: it’s less about KPIs and more about people. After years of working with leaders, writing books (Organizational Happiness + Compassion in Action), and hearing hundreds of stories from the field, I’ve noticed something simple: Organizations don’t get supercharged by pushing harder. They get supercharged by caring smarter. In Organizational Happiness, I call it the Happiness Sweet Spot: Where purpose, strengths, and compassion meet . In Compassion in Action, I zoom in on the “engine”: “An interest in understanding people’s difficulties – and a burning desire to do something about it.” Not fluffy. Not “nice-to-have.” A real strategy. 3 playful truths I’ve seen in practice: 🎈 Belonging beats bureaucracy. People don’t want endless policies; they want to feel seen, able to contribute, and proud. 🎈 Trust is a productivity hack. When leaders default to trust, energy isn’t wasted on control. 🎈 Compassion scales. When care becomes visible, performance follows. So how do we make this real? (Straight from my books & field work) 🎈 Start with purpose. Ask your team: “If our customers wrote us a thank-you note 2 years from now—what would it say?” Use the answers to guide priorities. 🎈 Play to strengths. Shift 10–20% of tasks so people spend more time on what they’re naturally great at. Stop one low-value activity per team. 🎈 Make belonging visible. Use the Power of Belonging lens weekly: Did people feel seen? Did they get to contribute? Are they proud of what they achieved? 🎈 Operationalize compassion. Don’t leave it to chance. In meetings, pause to ask: “Who might be struggling here, and how can we help?” Then act. 🎈 Measure the right things. Swap the yearly survey for a 10-question Motivational Landscape pulse. Because what we measure, we manage . 📈 And yes, it works: in one company, productivity rose +22%, absenteeism dropped −17%, creativity jumped +25% (hard to measure, I'll admit..). That’s the “happiness dividend.” Because engagement isn’t a campaign. It’s a climate. And climate is shaped by leadership. As I like to remind leaders: “The next big revolution isn’t driven by technology—it’s driven by more humanity and compassion in leadership.” Here’s to building organizations that aren’t just high-performing… but deeply human. #OrganizationalHappiness #CompassionInAction #GentleGiants #Belonging #FutureOfWork #Leadership

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