30 I want to go ahead and get started. And so I am Daniel Gilbert and I am your virtual hr strategist and owner of Manifesting You consultant. And so today, we're simply gonna be talking about how to rattle human resources and become an hr disruptor.So throughout this um talk, if you wanna put your questions in the chat, that but again, I am Danielle Gilbert and I am the owner of Manifesting You consulting where we simply serve small to medium size companies by elevating, evaluating and equipping with human resources to, to simply minimize companies, risk, avoid lawsuits and save them thousands of dollars.

So today we're gonna talk about how do you be disrupt hr and become a disruptor? How do you just simply rattle the HR department? And so first did you know that disruption is trendy? It's everywhere, it's even in hr but what does that? So when you think about disruptive or being disruptive in hr and you're thinking about who is the judge of what is truly game changing? And so let me share with each of you exactly what I mean, how to rattle the HR department in, in hr disruption simply means staying relevant when you are. Hr and you're really focusing on the needs of how to build your business. Hr is like any other force, it is constantly evolving, it is constantly changing the rules and policies, but you have to continue to evolve to remain relevant and effective in hr but hr trends have a lot of to change due to the legal and compliance requirements, the systems that a lot of organizations are not able or ready to make those changes when it comes to the legal requirements or even just technology.

So disruption is an organic force that can reintroduce the change. But the most important thing is to empower hr professionals to stay relevant and simply leap over all of the reasons not to change. The second thing disruption, it's not about hr disruptive hr is not prim primarily about what serves hr it is about what serves the organizational success best for people working in the organization. The third thing it does is disruption in hr requires new solutions to old problems.

So when you're thinking about the legal requirements around your payroll, the policies, the systems, all of those things are hard to change, but you have to be able to require the new solutions to solve the old problems. Remember hr is ever evolving, it's very trendy. So disruption in hr for me means simply thinking of new and innovative ways to attract, retain, motivate and optimize the talent it is about thinking of new programs. What are your new processes? What are the new um incentives and reward programs? Even new forms of communication and new forms of praise for employees and managers. Sometimes hr professionals fail to find ways to keep employees engaged, the morale up and simply finding new solutions that is going to require creativity. And if you can agree and understand, put in the chat and let me hear and understand exactly what I mean when you're thinking about hr and how it is very important to making sure that you have innovative ways to do the simple things and that is to attract, retain, motivate and optimize your talent.

Next thing, disruption in hr stands for being human disruptive in H hr does not simply mean the exception, it should be the rule and every single company should have a profound culture with a room for growth and human connection with the human connection. There should not be disruption.

And the reason for that is because if you are connecting with the people in your organization and you are creating standards and you're creating processes, you are simply being human, you're connecting with the human capital asset that's in your organization. Human resource professionals must, I'm I'm telling you, they must find innovative ways to make the di disruption work. Think about the evolution of hr how hr once was very transactional where you simply process paperwork. N hr is transformational throughout history hr has steadily evolved it now.

The is the pace of escalating at a speed that we've never seen before. It's constantly changing around the workforce, workforce um policies, it's changed. The business is changing the need to change financially in order to stay financially stable. Every employee today wants more than a paycheck.

They want balance, they need flexibility, they want the flexibility in a workplace that is going to allow them to literally work from a device. They literally like my cell phone, stay hooked to me even as a hr professional. And when you think about that employees want that flexibility.

So if they can simply answer their email from their phone, that's what they wanna do. They were, they always even have it in their hands, it's on their waist, they have it. So when you think about your employees, they are simply prioritizing fairness and gen genuine engagement.

They want to learn and to grow. And what employers must now understand is that in order to deliver this, you're going to be in a war for talent. And as we know, this is a door, it's a challenge for many companies because many individuals are looking for a way to either use technology or to really figure out how can they connect to their organiz balance. So there are great ex um expectations that you have to create break through the moment for the hr profession. Hr is now poor to the newest disruptor of business, hr professionals are driving the bottom line. They're not just sitting behind the desk, but they're driving the bottom line and they're driving benefits through the new approaches of finding and keeping the best hoping to end the war for talent. So many, how does disruption differ from innovation? All disruptors are innovators? I guess.

I bet you didn't know that. And I'm gonna repeat it all disruptors are innovators because they're finding new ways to do new things. But disruption goes further. It's challenging, it challenges everything we think we know in the hr industry. So to become an innovator, we must think outside of the box. However, to secure the golden corruptive, we must be willing to know what we're willing to lose. That's not in that box. Some boxes, organizations need to lose as you're knowing, disruption ways require the things that we think it requires, but it does require technology. It's simple, it means simply rethinking outdated work, uh work policies models, everyone doesn't want to work a 9 to 5 to and knowing that a 9 to 5 does not mean that you're gonna be more successful or productive. So company must destroy the 100 years of conventional wisdom, challenging the long held notion that longer work hours means more productivity and that is not true. Another box is workforce diversity and inclusion programs can also become disruptive. We know that companies with gender and ethnic diversity outperform others by up to 35%. But today, it's going to take more than that. It's gonna require asking questions, observing candidates to be able to build a diverse workforce.

That's why companies must utilize the methods and approaches to make sure that they are focusing on the bigger picture using artificial intelligence to uncover the human biases and job descriptions. So to succeed in the 21st century, companies must do more than adapt to the new ways people want to work. They need to create a fresh approach to the emphasis on innovation, competitiveness and fairness. Hr must be ready to be innovators and often disrupt with solutions that's going to transform businesses and people hr as disruptors may well be the next stage in the evolution of hr professions. So, but these are ways to become a disruptor. The first thing you need to do is look outside of the hr for um inspiration, go on to making sure that in the hr you're moving to a market that allows you to be disruptive. Number two, you wanna keep abreast of the external um trends hr as we know is being disrupted by external forces, technology data, the the actual all of the generations that's in the workforce. This means that hr professionals need to be students of the external trends to determine how functional in today's workforce.

The third way, make the switch from talent management to talent experience, create the red carpet experience for your employees, making sure that they have all of the things that they need to get the experience that they desire. Number four, enable, enable managers to be disruptive talent.

Leaders come from a grassroots effort where individual has tied a new approach that was a new way of managing or developing the talent. It because it is so effective. Number five, join a community of hr innovators and find your disruption does not happen in a vacuum. As you remember, if you cut on a vacuum, it makes a lot of noise and some vacuums, you can even see what's happening. So in order to innovate, you must be able to test your ideas with like-minded people. So I'm gonna recap those five ways to simply become an innovator. You're gonna look outside of hr for um inspiration. You're gonna keep abreast of external trends. You're gonna make the switch from talent management to a talent experience. You're gonna enable managers to be disruptive talent leaders and you're going to join a community of hr innovators and find your voice. Now, I challenge each of you to hear the sound of my voice to go out into the world to become a disruptor, rattle the hr industry rattle your hr department because once you do that, you are then tapping into what your unheard talent, you're tapping into new and creative ways that you never thought about.

So I leave you today to simply say go out on rattle Hr and become a disruptor. My Gilbert and I am your virtual hr strategist and you can simply find me at WW dot Daniel M gilbert.com or all social medias. Danielle M Gilbert. I thank you so much for tuning in to understanding how Toronto Hr and become a disruptor. With that being said, we have about eight more minutes. Are there any questions that I may answer that you want to put in the chat and I'm happy to answer, but I put my website in the chat so that you can connect with me. You can also join my um mailing list so that we can stay connected and you can get all of the latest trends and things out there. Thank you so much.