Paul Cortissoz, SPHR

Identifying high-potential employees through feedback and evaluation involves a few key steps: Regular Performance Reviews: Conduct consistent and comprehensive performance reviews to track achievements and areas for growth. 360-Degree Feedback: Gather insights from peers, managers, and direct reports to get a well-rounded view of an employee’s capabilities and potential. Skill Assessments: Use skills assessments to identify strengths and areas where the employee excels beyond their current role. Goal Alignment: Evaluate how well employees align their goals with the company's vision and values. Leadership Potential: Look for traits such as initiative, problem-solving, and the ability to inspire others.

When juggling urgent HR projects with conflicting priorities, I prioritize based on the following criteria: Impact on Business Goals: Projects aligning closely with key business objectives get top priority. Deadlines: Time-sensitive tasks with immediate deadlines are handled first. Stakeholder Needs: Urgent needs from key stakeholders are addressed promptly. Resource Availability: Projects where necessary resources are available and can be effectively utilized come next.

Accumulate years of experience in various HR roles, honing your skills specific areas of expertise. Expand your professional network by attending industry events, and participating in HR-related forums and communities. Stay updated on emerging trends, best practices, and technologies in HR through continuous learning and professional development opportunities. Highlight your accomplishments and the value you bring to organizations through case studies, testimonials, and successful project outcomes. Showcase your ability to align HR initiatives with organizational goals and demonstrate how HR adds value to the business. Be willing to take on challenging assignments and projects that stretch your skills and abilities.

Acknowledge your feelings of self-doubt and imposter syndrome without judgment. Understand that these are common experiences shared by many professionals. Challenge negative self-talk by reframing your thoughts. Focus on your accomplishments, skills, and past successes. Reach out to mentors, colleagues, or a therapist for support and guidance. Share your concerns openly and seek feedback and encouragement. Invest in your professional development by acquiring new skills and knowledge. Confidence often grows with competence. Be gentle with yourself during moments of self-doubt and remind yourself that it's okay to make mistakes.

Active Listening: Demonstrate genuine interest by actively listening to their concerns and empathizing with their perspective. Empathy: Put yourself in their shoes to understand their emotions, concerns, and motivations. Customize Approach: Tailor your communication style and approach to match their preferences and personality, fostering a more comfortable connection. Ask Open-Ended Questions: Encourage them to share their thoughts and feelings by asking open-ended questions that invite deeper exploration. Share Personal Stories: Offer personal anecdotes or experiences that demonstrate empathy and understanding, building a stronger emotional connection. Be Patient: Recognize that building emotional connections takes time and effort.

Encourage diverse perspectives and critical thinking while employing decision-making tools like SWOT analysis or multi-voting. Facilitate structured discussions, considering constraints and trade-offs. Document decisions, reflect, and iterate for continuous improvement.