GOSHRM - HR Fresh Squeeze - MAY/JUN 2024

Improve your Change Improve your Change Management Management Strategy with Strategy with Conscious Conscious IInclusivity nclusivity PAGE 5 PAGE 5

THE HUMAN TOUCH: ENGAGING THROUGH CARING LEADERSHIP

PAGES 9-10

MENTAL HEALTH MENTAL HEALTH FORUM PREVIEW FORUM PREVIEW

PAGES 6-7 PAGES 6-7

CELEBRATING SUCCESS: A MEMBER’S JOURNEY WITH SHRM FOUNDATION GRANTS

PAGE 11

CONTENTS

President's Message + Upcoming Events

Page 3

Improve your Change Management Strategy with Conscious Inclusivity

Page 5

Mental Health Forum Preview

Pages 6-7

The Human Touch: Engaging Through Caring Leadership

Pages 9-10

Celebrating Success: A Member’s Journey with SHRM Foundation Grants

Page 11

President's Message

Dear GOSHRM Members,

As your Chapter President and a fellow advocate for workplace wellness, I am pleased to dedicate this bi-monthly newsletter to an issue close to many of our hearts: Mental Health. In our ever-evolving work environments, the mental well-being of our employees is not just a priority but a cornerstone for creating sustainable and supportive workplaces.

Understanding Mental Health in Our Workplace

Mental health challenges can significantly impact our personal and professional lives, affecting productivity, engagement, and overall happiness It's crucial to recognize that mental wellbeing is as important as physical health, and they often influence each other deeply. The month of May, we've gathered insights and stories that reflect our ongoing commitment to addressing mental health openly and supportively.

Cultivating a Supportive Environment

Our chapter believes in building a supportive environment where we provide tools to human resources professionals to give guidance to every employee in their organization to feel safe and valued This includes training managers and team leaders to recognize signs of mental distress and providing them with the tools to assist appropriately

Upcoming Events and Initiatives

We have several initiatives planned that aim to promote mental wellness: Mental Health Awareness Workshop: Scheduled for May 1, 2024, “Getting to the Heart of It: A Mental Wellness Skillshop” in partnership with Heart of Florida United Way this workshop is designed to provide human resources professionals with knowledge about common mental health issues and practical tools for managing stress

Mental Health Forum: May 7, 2024, 2nd Annual Mental Health Forum: “Thriving Together: Integrating Mental Health into the Organizational Culture” with Keynote Speaker April Simpkins This forum marks a significant step towards breaking the silence that often surrounds mental health in the workplace Through our discussions, workshops, and shared experiences, we will explore ways to create more inclusive, supportive, and healthy work environments. Our goal is not just to initiate conversation but to spark lasting change – change that respects the mental wellbeing of every individual as a non-negotiable aspect of workplace health.

Participation and Feedback

Your participation and feedback are vital I encourage each of you to attend the events, utilize the resources available, and share your experiences This is not just about improving our workplace but enriching our lives Please feel free to reach out directly to our chapter leaders or myself with suggestions or personal insights

Conclusion

Mental health is not a destination but a journey. As we continue to break down the stigmas associated with mental health issues, let us commit to being a part of this critical conversation and pioneer change in our community. Let's take bold steps together towards a healthier, more supportive workplace where everyone can thrive Thank you for your commitment to not only maintaining but improving our work environment Together, we can make a significant impact

Warm regards,

Pamela J. McGee

Pamela J. McGee, SHRM-CP, PHR, MBA

Pamela J. McGee

Pamela J. McGee, SHRM-CP, PHR, MBA 2024 President, GOSHRM

Pamela is the 2024 President of Greater Orlando SHRM (GOSHRM) and the Assistant Vice President of Human Resources, Talent Management & Total Rewards for Valencia College in Orlando, FL. In addition to holding both Society of Human Resource Management (SHRM-CP) and HRCI (PHR) level certifications, Pam has more than 30+ years of performancedriven experience with 25+ years of combined expertise in Human Resources management, talent acquisition, corporate, government and employment laws. Pamela is a strategy architect in the development of innovative HR initiatives to streamline processes and capitalize on organizational growth opportunities. As AVP at Valencia, Pamela provides vision and leadership for all aspects of the college’s talent management network, including talent acquisition, compensation, benefits, employee development, and employee experience.

Have you ever stood on the receiving end of a well-planned but poorly executed initiative?

In my nearly 20 years of business transformation experience, I have witnessed executive leaders, colleagues, and workstream owners participate for months or years, working long, exasperated hours, driving towards an outcome that, in the end, floundered “What happened?” “Where did it go wrong?” “What did we miss?” These are the retrospective questions the core team is left pondering Since inclusivity is not often fostered, too few voices are heard to fix the issues, leading to an even more significant change management initiative

This is the essence of an Inclusive Change Management Strategy, a crucial aspect that, when implemented effectively, can lead to transformative and successful outcomes

How can an inclusive change management strategy be created?

An inclusive change management strategy explores the diverse complexity of the workforce and leverages this insight to formulate a comprehensive approach These steps will provide an easy guideline for incorporating inclusivity into the change objective

Understanding Diversity Group: Collaborating with HR partners is crucial to gathering data and analyzing the diversity of the impacted group For example, HR can pull information that will help you understand the age demographic of the impacted group, which will help tailor communication towards a more meaningful and inclusive interaction Working with HR partners to proactively identify the neurodiverse workforce will ensure accessibility needs are met, tailoring training or communication according to those needs. Neurodiversity, which promotes the idea that there is no “right” way of thinking/learning/behaving, as well as agism, are often overlooked as part of the inclusive approach

About the Author

Owning The Diversity: Leveraging business partners or industry experts to derive relevant diversity information can be a game changer in the effectiveness of your change management plan In the hospitality industry, for example, leveraging business partners in this field can help identify that the communication approach used for the resort workforce should differ from that of corporate users as they may not have access to email a method regularly used in corporate settings Staying in the world of hospitality, you might find globally dispersed staff; conducting training in their native language will be more effective than sending material or hosting training classes in your native language The point is to keep your planning and strategizing relevantly diverse and inclusive

Involving Your Diversity: I have lost count of how often I have been the only woman in the room or the only Latinx sitting at the table I certainly vividly remember not feeling heard earlier in my career because I didn’t have the same years of experience or the same level of education When forming a task force, it's not just about diversity for the sake of it but about ensuring proper representation by a diverse group, making everyone feel included and respected

So, what next? How can you implement the guidelines listed above? Once you better understand your diverse workforce, it's time to evaluate your tactical or project team Ask yourself, “Did we intentionally form an inclusive change advocacy team?” “Do our communication and training plans cater to the needs of our diverse workforce?” Having these questions front and center in your planning and strategizing sessions will help avoid the “where did we go wrong ” questions

As the CEO of Google, Sundar Pichai stated, 'A diverse mix of voices leads to richer discussions, more informed decisions, and ultimately, better outcomes for everyone ' Embracing diversity isn't just about ticking boxes; it's about leveraging our differences for superior outcomes It's about being intentional about who is in the room and ensuring that you, as a leader, have made a conscious decision to be inclusive

Edna Vessey is a seasoned business transformation expert with nearly two decades of experience in project, program, and portfolio management Her unique ability to forge authentic relationships has played a pivotal role in her career progression, rising from Business System Analysis to Change and Transformation Senior Leadership, she has developed and led Enterprise Project Management Offices and Diversity and Inclusion Councils Edna's exceptional change management skills have made her the go-to resource for CEOs seeking transformational leadership to achieve complex strategic objectives, such as large-scale efforts in Diversity, Inclusion & Equity, Digital & Data Transformations, Sales Operational Innovations, and Financial Standardization Edna is an award-winning leader, frequently recognized for her ability to drive fundamental change through best practices and process improvements Edna joined Trova in 2022 to provide project and program leadership, PMO creation, and Diversity & Inclusion programs to Trova’s clientele In her free time, she enjoys spending time with her blended family, exploring the outdoors, reading, and volunteering in her community

2ndAnnual MENTAL HEALTH FORUM

Marni F.

Stahlman, Ph.D., ABD President/CEO, Mental Health Association of Central Florida

Dw CC Natio elor & Certified Leadership Coach, The LifeWorks Group, Inc.

Session #1: 8:30 AM to 9:30 AM

Promoting Work-Life Balance: Strategies for Supporting Employee Wellbeing

Improving worker's mental health and well-being requires strategic planning and execution Participants will be presented with tactics for integrating mental health and wellness into their broader strategic plans and operations

Session #2: 9:45 AM to 10:45 AM

Recognizing and Responding to Mental Health Red Flags: Training HR Professionals as First Responder

You will always miss what you are not trained to see This principle may be the missing element to your H/R strategy to solve high stress as the root of many issues your employees and company are facing Some studies report up to 60% of workers are struggling with high stress leading to a host of mental health issues, and without direct intervention can lead to a negative impact on mental and physical health, as well as loss of motivation and weakened immune system. When mental health markers are missed in the workplace some people suffer in silence, others quiet quit, some turn to self-destructive behaviors like substance abuse while a tiny number consider violence against their employer Ignoring the red flags of mental health will not make them go away and could lead to major problems If your company is struggling with productivity, morale, or profitability it may be time to consider adding the skills used by ER staff and first responders who have to deal with extreme circumstances, yet don't burnout Can you identify the most common red-flags indicating high risk behavior? Yes, when you are trained to see what others miss This session will cover the most common mental health red flags with direct application on how to respond Each participant will receive a detailed workbook with signs, symptoms, and direct intervention strategies to manage pressure used by first responders nationally.

Darrell “Coach D” Andrews Consultant and Chief Passion Officer, MotiveAction LLC

Session #3: 11:00 AM to 12:00 PM

Empowering Self-Care Systems

This high energy session will provide HR and organizational leaders with insights into empowering their workplace staff and leaders to take ownership of self-care that leads to wellness Wellness is a by-product of self-care and the best way to create a culture of self-care is to create systems of ownership with the stakeholders

2ndAnnual MENTAL HEALTH FORUM

Andrae Bailey Founder and CEO of Project Opioid

Session #4: 1:30 PM to 2:30 PM

Project Opioid Overview

Session #5: 2:45 PM to 3:45 PM

Creating A Psychologically Safe Workplace

Troy HRMDir ces

This presentation is designed to provide a definition and understanding of psychological safety, provide tactical steps to nurture a culture of psychological safety within in an organization, and reflect on some behaviors that may appear psychologically safe or unsafe This training is targeted specifically to HR Practitioners and the role of HR in the deployment and championship of a psychologically safe workplace In this presentation, attendees will see how certain actions can quickly lead to erosion of these values and the erosion of trust amongst employees

Session #6: 4:00 PM to 5:00

April Simpkins

PHR, SHRM-CP, CDP Founder, April Simpkins Enterprise, LLC & Chief Human Resources Officer, Questco Companies

According to the National Alliance For Mental Illness (NAMI), 1 in 5 adults experiences mental illness each year Now, more than ever, employees need a safe space at work to be their authentic selves A place where they feel supported and free to speak up when they're not okay

During this presentation you will learn how organizations and leaders can create an atmosphere and culture that makes employees feel like their mental health is prioritized and supported Most importantly, this presentation will provide actions that individuals can take to advocate for their mental health, support their peers, and exercise stress reduction and self-care The hallmark of an organization that supports the mental wellness of the employees is their freedom to not be okay without feeling shamed, judged, or stigmatized

During this captivating and information-packed session April Simpkins, a Sr HR executive, and mental health advocate, will share information on standards, practices, and resources that help individuals manage their mental health in the workplace

To better understand and raise awareness to Human Resource officials regarding the Opioid Crisis in Florida

When it comes to leadership, one important thing that is often forgotten is the human need to care.

It's not enough to just meet goals or reach milestones; you also need to truly care about the growth and well-being of the people you lead Real leadership comes from genuinely caring about other people, constantly listening to their worries, recognizing their problems, and always being there for them, through good times and bad

In spite of what some people think, caring is more than just empty words and actions It's about making real relationships that build trust, loyalty, and strength. To care in a way that helps both employees and the organization as a whole, you need to be strong and dedicated.

Caring leadership isn't just a nice-to-have these days; it's a must Take a look at these shocking numbers: 81% of workers say they have stress or mental health issues, which has a direct effect on their work When workers feel supported, they are more committed, energetic, and productive In addition, organizations that put wellness first see real benefits, such as fewer absences, better employee retention, and more money in the bank.

Employee turnover, a costly issue for companies, is significantly influenced by the level of care provided by leaders. It's clear that employees will quit jobs where they don't feel appreciated or supported during times like "The Great Resignation." Leaders play a crucial role in addressing these challenges; in fact, they have a bigger impact on employees' mental health than apps, classes, or therapy.

Article continued FROM PREVIOUS page

Many leaders know how important caring leadership is, but they don't have the tools or confidence to act on it Often, they don't say anything because they're afraid of saying the wrong thing or making things worse Still, studies show that leaders who put the health and happiness of their employees first have a positive effect on the bottom line

This is where the CARES model structure comes in Leaders can create a culture of care that motivates employees and leads to the success of the company by focusing on Connection, Acknowledgement, Respect, Empowerment, and Support. Leaders can create a great workplace culture by being genuine with their workers, recognizing the unique problems they face, appreciating their contributions, giving them the tools they need to succeed, and always being there for them.

Finally, caring leadership isn't just a buzzword; it's a strategic imperative. HR professionals can create a place where workers feel valued, encouraged, and inspired to do their best by putting their health and happiness first and using the CARES model framework If you want to learn more about my CARES model, look out for my new book, "Who Cares?" which will be released in June, providing further insights into fostering a culture of care within organizations

About the Author

Dr Lynn Johnson, known as "The Caring Leader" and author of the book "Who Cares," is a dynamic and accomplished professional and keynote speaker. She is the CEO of Triumphant HR Solutions, a consultancy specializing in human resource management and educational consulting services for small to medium for-profit organizations. With a passion for aligning organizational goals with effective human resource strategies, employee engagement, and DEIB initiatives, Dr Johnson has dedicated her career to providing tailored solutions that yield tangible results

We are delighted to spotlight the remarkable achievement of one of our members, Jessica Wensel Jessica is the Associate Director of Employment and Alumni Connections at Rollins College and learned about the SHRM Foundation scholarships and grants through her work as President of the Rollins College SHRM Student Chapter

Jessica received two prestigious grants from the SHRM Foundation, one in 2021 as a student to further her studies with a Master's in Human Resources, and in 2024 she was awarded a Certification Professional Grant to pursue her HR Certification Her commitment to personal development serves as a beacon of inspiration for our community, highlighting the opportunities available for professional growth and development through GOSHRM and the SHRM Foundation

When asked about her experience, Jessica shared, "The application is very user-friendly There are opportunities to receive grants for undergraduate and graduate studies as well as professional development…Just do it! If financial barriers are standing between you and continuing your education there is help through the SHRM Foundation!”

About the Author

As we celebrate Jessica's success, we are reminded of the many development opportunities within GOSHRM and the SHRM Foundation We encourage all our members to explore the upcoming events, and offerings and consider contributing to the SHRM Foundation's Mission to mobilize and equip HR to lead positive social change so that all talent and workplaces can prosper and thrive

Additionally, members who are interested in making in-kind donations such as gift certificates, professional services, or raffle baskets to support our initiatives can contact us directly at shrmfoundation@goshrm org Every contribution helps us offer more support and resources to HR professionals

Let's join together in celebrating Jessica's achievement and embracing the opportunities for growth and development that lie ahead

SCAN WITH YOUR PHONE CAMERA TO HELP!

Marysol Fuhr de Blanch is the Founder of MVP-HR, a dedicated HR consulting firm specializing in crafting aligned people strategies and fostering talent development. In her role as SHRM Foundation Director for the Greater Orlando Society of HR Management (GOSHRM), she is devoted to expanding employment opportunities or all and enhancing awareness of the valuable resources provided by the SHRM Foundation to its members

2024 Board of Directors

President: Pamela McGee, SHRM-CP, PHR

Past President: Cheryl Brown Merriwether, SHRM-SCP, SPHR

President-Elect: Dr. Lynn Johnson, PhD, SHRM-SCP

Finance: John Kinloch, SHRM-CP, PHR

Secretary: Crystal Palacios, SHRM-CP

Certification : Adam Primi, SHRM-SCP

College Relations: Crystal Palacios, SHRM-CP

Diversity & Inclusion: Rene Parson, SHRM-SCP

Engagement: Sara Colindres

Foundation : Marysol Fuhr de Blanch, SHRM-SCP, SPHR

Hospitality: Jose Bracero

Legislative: Justin McConnell

Marketing & Communications: Kizzy Ferrer

Membership (External): Raquel Perez, SHRM-CP

Membership (Internal): Kelley Diona Miller, SHRM-CP

Non-Dues Revenue: Michael Jamieson

Programs: Jenay Byrd, SHRM-CP

Technology: Natalia Cardona

Workforce Readiness: Dr Kathleen Daniel, PhD

Honorary Counsel: Patrick Muldowney