Workforce Development Programs

Over the last decade, we’ve worked hard to educate and consult employers about creating a second-chance hiring policy. We’ve worked with small to mid-sized companies to billion dollar publicly traded organizations. Our first meeting generally consists of discussing fears around hiring people with certain crimes and background screening for due diligence and risk mitigation. We started Cornbread Hustle because we wanted to help people coming from prison find meaningful employment. What I didn’t realize is how much I would have to learn about what’s legal and what’s not and how to navigate giving opportunity while keeping ourselves and our clients compliant. I wanted to share this PDF we created for our clients so anyone can use it to bring up discussions around second-chance hiring. It’s not as simple as wanting to help people. There are many risks involved & laws to follow. Having a process in place to ensure fair onboarding is essential for second chance hiring.

Imagine a scenario where thousands of working parents — mostly mothers — are faced with the impossible choice of either cutting back on hours, opting for a less demanding job, or staying at home because affordable, accessible childcare options have disappeared. This is the reality we're approaching and it's not a pretty picture. Pandemic-era aid for childcare will soon end and it will have a huge impact on women’s ability to participate in the U.S. workforce. Millions in aid support will end on September 30, which will force thousands of already strained childcare centers to either shut down or raise their costs. These disruptions won’t be a mere temporary inconvenience for families; they threaten to throw away the hard-won gains #women have made in the #workforce in recent years and exacerbate labor shortages. According to the New York City Economic Development Corporation, the city lost 23 billion in 2022 because parents had to cut hours or leave work because of child care costs. Other pandemic-era programs are set to expire at around the same time, putting added pressure on families' pockets. As we navigate the post-pandemic world, it's vital that we remember the lessons we've learned and the importance of supporting women in the workforce. We need better childcare policies and funding at both the federal and state levels. Data shows that labor market outcomes improve for women when there is an increase in access to care, an increase in care hours, or a reduction in the cost of care. Specifically,  designing childcare services only with the objective of early childhood development in mind may not realize improving labor market outcomes. For example, the hours of operation of childcare facilities matter, as well as the provision of childcare for younger children (under the age of 3). Corporations and other employers also have an important role to play — they can provide access to affordable childcare options, encourage flexible work arrangements and remote work options to accommodate working parents, and design workplaces that take into consideration the needs of pregnant women and mothers of young children. Let's support and advocate for women by working together to find creative solutions to ensure that women don't bear the brunt of these disruptions. Share your thoughts and ideas below 💬💡 👇 #ChildcareMatters #WomenInTheWorkforce https://lnkd.in/eu8pDSzJ

When our childcare infrastructure collapsed during the pandemic, many women simply left the workforce in what was dubbed the "she-cession." Since then, the rapid recovery has succeeded in drawing women back in record numbers. That's amazing news! But this improvement shouldn't overshadow the potential productivity of the female labor force. There are still too many moms who are on the sidelines because our nation's child care system is broken. A new poll by First Five Years Fund finds that 59% of part-time or non-working parents say they would return to full-time work if they had access to quality childcare at a reasonable cost. This figure encompasses moms *and* dads, but too often, women end up being the stopgap when the schedule goes awry. Funding for childcare and early education pays economic dividends in so many ways. Not only is it a key driver of our children's success later in life, but it can also help women reach their true potential now. https://lnkd.in/gsyfM6gs

This morning I joined in on a wonderful discussion led by Accenture learning gurus Dana Alan Koch and Bob Gerard called the Science of Biology and Learning. I learned so much from my fellow "learning geeks" Alexandria Pabst, PhD, Paul Zak, and Tessa Forshaw. Of course I wanted to talk about the intersections between well-being and learning, as both play an instrumental role in human capital management, talent retention, innovation, growth and productivity...essentially all aspects of business performance. Sharing something I shared with the group, based on research we collected as a team at Accenture that we dubbed "learning accelerators": Stress influences learning in powerful ways. *Negative* stress negatively impacts our: 🛑 Memory  🛑 Knowledge retention  🛑 Self-efficacy (belief in our ability to accomplish a task) 🛑 External locus of control (feeling in control of our circumstances and ability/potential to learn) 🛑 Openness and willingness to learn and adapt in the moment of need  🛑 Negative stress also plays a large role in increased extraneous load (Jarret, 2011). But here's the thing: stress in and of itself isn't the issue. In fact, based on the research, a little stress enhances learning (even acute stress!). On a macro level, external workplace stressors employees face can inhibit learning and growth, so it's important to consider this BEFORE designing or implementing a training. For example: if you're asking a group to take time out of their busy work days to learn something new, consider how to mitigate potential stressors that could be barriers to learning. Consider things like: ⚡ Spaced learning where there are plenty of breaks. Spaced learning is actually great for learning anyway - but it offers a chance for learners to get some recovery between learning moments. ⚡ Don't schedule the learning outside of regular work hours, forcing them to make accommodations for childcare, commutes, losing precious family time or workout time, etc. ⚡ Consider neurodiverse learner needs as best as possible: factor for group work, accessibility needs, social needs, etc. ⚡ Provide enough time for catch up after the learning. Can certain calls, meetings, regular tasks etc. be deleted or delegated away so they can bring their best focus to the learning? If not, can you offer space in the training (or before or after) for catch up so they're not backlogged? The optimal amount of stress for learning and performance is learner specific, task specific, and situation specific (Bong, 2016). A little positive stress can enhance learning (challenges, exercises, competition, quizzes, etc.), but there's a tipping point where stress can negatively impact learning. Know your audience and how stress plays a role in learning to best to elevate their performance and learning potential.

𝗘𝘃𝗼𝗹𝘃𝗶𝗻𝗴 𝗧𝗮𝗹𝗲𝗻𝘁 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗳𝗼𝗿 𝗙𝘂𝘁𝘂𝗿𝗲 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 McKinsey & Company highlights in this article a critical shift needed in talent development. Traditional methods aren't keeping pace with the rapid business changes. The focus now is on fostering a culture of continuous learning and adaptability. Integrating agile methodologies can help align development efforts with strategic business goals, preparing our workforce for future challenges. This approach not only bridges the skills gap but also enhances organizational resilience and innovation. As leaders, we must champion these adaptive learning environments. By promoting ongoing improvement and shared responsibility in learning, we better prepare our teams for the ever-evolving future. How are you updating your talent development strategies to thrive in this new era? https://lnkd.in/efUQEHRe #Leadership #HumanCapital #PrivateEquity #TalentDevelopment

Neuroscience's Impact on Leadership Development Neuroscience integration into leadership development transforms how companies enhance their executives' competencies. As a headhunter, I've witnessed firsthand the profound impact this multidisciplinary approach has on organizational success. Neuroscience, with its deep insights into the human brain, is revolutionizing leadership by emphasizing emotional intelligence and empathy. Leaders who excel in these areas create positive work environments, increasing productivity and employee satisfaction. By understanding empathy's neural mechanisms, executives can connect with their teams deeper, fostering more muscular, cohesive units. Adaptability, a crucial trait in today’s work landscape, is another area where neuroscience is making its mark. Neuroplasticity, or the brain's ability to reorganize itself, empowers leaders to cultivate a mindset of continuous learning and growth. This ability to adapt and innovate sets successful leaders apart in today's competitive market. Stress management and resilience are also critical in the modern workplace. Neuroscience provides valuable insights into stress's physiological and psychological effects, offering strategies for leaders to manage it effectively. Executives ensure their teams can maintain high-performance levels under pressure by fostering a resilient work culture. Neuroscientific principles further enhance creativity and innovation, the driving forces behind competitive advantage. Understanding the brain processes in creative thinking enables leaders to create environments that stimulate innovation and encourage generating novel ideas. Lastly, the intersection of neuroscience and leadership extends to ethical considerations. By understanding the neural basis of moral decision-making, executives can navigate complex ethical dilemmas and foster a culture of integrity and transparency. In conclusion, integrating neuroscience into leadership strategies is a powerful tool for developing influential leaders and creating a more innovative, resilient, and human-centric future of work. As we continue to explore this fascinating intersection, the potential for unlocking new levels of workforce potential is immense. Embracing the lessons from neuroscience, leaders can pave the way for a brighter future in business. #NeuroscienceLeadership #EmotionalIntelligence #Neuroplasticity #LeadershipDevelopment #InnovativeLeadership #StressManagement #Resilience #CreativityAndInnovation #EthicalLeadership #FutureOfWork #TeamBuilding #OrganizationalSuccess #LeadershipStrategies #EmployeeSatisfaction #CompetitiveAdvantage #TopNotchFinders #SanfordRose #ForbesRecognizedHeadhunters

Dear leaders, If you think pay is the silver bullet to hiring and retaining your top talent, think again. How much money it would take for your employees to leave tomorrow to go to another company? $1.00 $2.00 $3.00 $5.00 Or would it be no amount of money would make a difference? Do you know? Many leaders and organizations relate to money being “the thing”, the reason why employees will jump ship and leaving for other organizations. Is that truly the case though? The fact of the matter is money is only one piece of the puzzle.  While being compensated appropriately for their skills is imperative, employees are yearning for more than just that. They’re yearning for: * Coaching and development * Ongoing training * Current and future career opportunities * Leaders who care about them * Making a difference by what they’re doing * Having FUN with their teams * Working in an organization that trusts them, believes in their ability Open and Honest Communication All of which drive an engaged workforce. And if your organization is striving for higher profitability, research shows that creating a highly engaged team results in 21% more profitability. Ask yourself the following questions: ➞ How are we coaching and developing our employees? ➞ Do our employees have a development plan? ➞ Do we have a training program in place for continued learning opportunities? (anywhere from Excel to learning how to communicate more effectively) ➞ Do our leaders know how to do all of the above with their employees? ➞ Is there a structure in place for our leaders to take on the actions above? ➞ Do our leaders care about their employees? ➞ Are we having fun at work? Not with just ping pong tables but genuine fun? ➞ Are we paying our employees compensation that's appropriate for the market and skillset? Bottom line, creating an engaged workforce doesn't just save you money, it adds to your profitability. If you want to keep your top talent, start looking beyond the money and start adding additional layers into your employee's experience. #executivecoaching #executivesandmanagement #leadership #leadershipdevelopment #management

Following my recent talk on "Why Good People Leave Organizations," I've been hit with this burning question: "So, how do you actually keep those stellar individuals around long enough to truly make a difference?" First off, let's get one thing straight: retention isn't just about throwing money at people. It's about creating an environment where they feel valued, supported, and downright excited to come to work every day. Here's how we do it: 1. Invest in Growth: 🌱 It's all about development, folks. Offer mentorship, training programs, and opportunities for advancement. When your team sees a clear path forward, they're more likely to stick around for the journey. 2. Show Some Love: ❤️ Let's go beyond the standard pat on the back. I'm talking about creating a culture of appreciation. Encourage peer recognition, personalize rewards, and make sure everyone knows their hard work doesn't go unnoticed. 3. Perks with Purpose: 💼 Sure, ping pong tables are cool, but let's talk about perks that actually matter. Think flexible work hours, paid parental leave, wellness programs. 4. Collaborate Like Crazy: 🤝 Teamwork makes the dream work, right? Foster a collaborative environment where ideas flow freely, and everyone has a seat at the table. When your team feels like they're part of something bigger, they're in it for the long haul. 5. Be Real with Your People: 🗣️ Transparency is key, my friends. Keep those lines of communication wide open. Host regular check-ins, town hall meetings, or whatever it takes to show your team that their voices are heard and their opinions matter. 6. Balance, Baby: ⚖️ Work-life integration is where it's at. Encourage flexibility, offer remote options, and support your team in finding that sweet spot between work and play. When they can bring their whole selves to work, magic happens. 7. Lead from the Heart: ❤️ And finally, it all comes down to leadership. Lead by example, lead with empathy, and lead with your heart wide open. Your team is looking to you for guidance, so show them that you've got their backs every step of the way. So there you have it, folks. Retaining good people isn't rocket science, but it does take some serious dedication. By investing in growth, showing appreciation, offering meaningful perks, fostering collaboration, being transparent, promoting work-life balance, and leading with heart, you'll create a workplace where your team doesn't just stick around—they thrive. #EmployeeRetention #TalentDevelopment #WorkplaceCulture #LeadershipEngagement #EmployeeWellness #dsw2024

𝗞𝗲𝗲𝗽𝗶𝗻𝗴 𝗦𝘁𝗮𝗿𝘀 𝗶𝗻 𝗬𝗼𝘂𝗿 𝗚𝗮𝗹𝗮𝘅𝘆: 𝗧𝗵𝗲 𝗡𝗲𝘄 𝗙𝗿𝗼𝗻𝘁𝗶𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗧𝗲𝗰𝗵 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 Think again if you believe the pinnacle of HR technology is in recruitment. The real game-changer? Retention. In a landscape where attracting top talent is just the tip of the iceberg, the most groundbreaking HR technology shifts focus from hiring to holding onto your star players. Why? Because the true cost of turnover extends far beyond the hiring process. It's the lost knowledge, the diminished team morale, and the time it takes for new hires to reach peak productivity that truly impacts the bottom line. Innovative HR tech now prioritizes employee engagement, wellness, and career development tools. These aren't just perks. They're strategic investments in a company's future. By understanding and addressing the diverse needs and aspirations of employees, businesses can unlock unprecedented levels of loyalty and productivity. Imagine technology that can predict when an employee feels disconnected, offering personalized solutions to re-engage them. Or systems that identify and nurture internal talent, creating clear pathways for growth and advancement. This is where the future of work is heading. Let's shift the conversation from finding the right people to keeping them. Because in the race for innovation, a company's most valuable asset isn't its technology—it's its people. 𝗥𝗲𝘁𝗮𝗶𝗻 𝘆𝗼𝘂𝗿 𝘁𝗼𝗽-𝗻𝗼𝘁𝗰𝗵 𝗽𝗲𝗼𝗽𝗹𝗲 𝗯𝘆 𝘂𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗹𝗮𝘁𝗲𝘀𝘁 𝘁𝗼𝗼𝗹𝘀 𝗽𝗿𝗼𝘃𝗶𝗱𝗲𝗱 𝗯𝘆 𝗵𝘁𝘁𝗽𝘀://𝘄𝗲𝗯.𝗵𝗿 Engage with your thoughts below. How is your organization using HR technology to not just fill positions, but to fill them for the long haul? #HRInnovation #EmployeeRetention #FutureOfWork #EngagementEvolution #WorkplaceWellness #CareerGrowth #TechTalentRetention #StrategicHR #PeopleFirst #RetentionRevolution