Susan Soldin’s Post

"ID&E is not a “program” at Medtronic or the sole responsibility of human resources - it’s a clear business strategy for sustainable growth in a global landscape. We are making changes to help ingrain ID&E into our day-to-day work, including doubling down on inclusive education for managers, mitigating bias in our talent programs, creating leading development programs for diverse talent, and expanding equitable workforce policies. In short, we want ID&E to be part of how we do business." Learn more on our commitment & progress. https://lnkd.in/dx7MZdCk #medtronicemployee #ID&E #drivingimpact

Beyond ecstatic to share that AbbVie has been ranked #2 on the Best Workplaces in Europe list for the tenth year in a row! Over 1 million employees across Europe were asked about key factors that create great workplaces for all and company workplace programs were impacting over 2.6 million employees in the region were analysed. 50% of these countries saw AbbVie within the Top 5 list! This recognition is truly a testament to the culture that has been cultivated through the bringing together of Allergan and AbbVie. These two organisations advancing as one company, as one team, having one culture and one shared purpose, has been incredible to be a part of. With Diversity and Inclusion being a central tenet of our culture, as a business, we have seen a constant evolution and benefit from gaining insights from a broader range of perspectives and experiences, furthering the positive impact this business has on both employees and patients globally. Maybe I am biased, but in my humble opinion, it is no wonder the organisation is being recognised for the tenth consecutive year in a row! #greatplacestowork #culture #EEDI #abbvieok

“You will never make it here. I give you 2 months.” ☠ That is how I was greeted when I joined Medtronic 14 years ago. What triggered this “warm” welcome, was the email announcing I was joining. 💬 It detailed my past experiences in fundraising for nonprofits, selling in the hospitality industry and work in the financial industry in New York. I had no medical background. ❌ I did not fit in. I was thus not going to make it. That. Simple. Too simple? Indeed, there are now plenty of studies showing that hiring for cultural & background fit is overrated and often a big mistake as: ✅ It leads to stagnation as it discourages fresh ideas and new perspectives. ✅ It promotes a culture of bias and discrimination as diversity is not actively promoted. When hiring, I now make a conscious effort not to weight team or cultural fit more than I should in my final decision. ➕instead of focusing solely on cultural fit I always try to consider hiring for cultural add. ➕ Candidates with the right skills AND a different background will bring something new and valuable to our organizations. Next time we hear “ this person is not a good fit”, let’s challenge the thinking before rejecting a possible talent ! 💫 #talentacquisition #diversityandinclusion #culturalfit Photo by Y. Peyankov on Unsplash

Hello 2024! 🌟 Happy New Year to my LinkedIn network spanning the globe! The past three months of 2023 marked a significant chapter for me as I transitioned from an APAC TA role to a global position, leading talent acquisition for Medtronic Global Regions. Navigating the diverse talent landscape of APAC was truly enlightening, and as I embark on this global journey in 2024, I'm reminded once again of the importance of understanding and embracing cultural differences. Over the holidays, I revisited Erin Meyer's book, "The Culture Map", which I first explored a year ago. It's fascinating to approach her insights with a fresh perspective. For those fortunate to be leading global teams, we have the responsibility of fostering a workplace where cultural diversity is not just acknowledged but celebrated. Each unique perspective adds tremendous value, and Erin's emphasis on cultural intelligence (CQ) resonates deeply with me. Cultural intelligence is the key to thriving in diverse settings, and as our world becomes more interconnected, developing our CQ is paramount - particularly as the work we do spans across multiple countries, and our cultures and backgrounds continue to merge and interact with each other. As we dive into the challenges and opportunities of 2024, I extend my best wishes to everyone for a year filled with growth, achievement, and fulfillment. Let's connect and continue the conversation about global talent acquisition, cultural intelligence, and leadership in our ever-evolving professional landscape! #GlobalTA #LeadershipJourney #CulturalIntelligence #CQ #TheCultureMap #medtronic #mdtemployee

#GermanDiversityDay 🌍 At Pharmaplan we are proud to celebrate German Diversity Day by reaffirming our unwavering commitment to diversity and inclusion. 🔹 42 Nations, One Team: We are a vibrant community of experts hailing from 42 different nations. Our diverse backgrounds enrich our work and foster creativity and innovation. 🔹 Charta der Vielfalt: We have proudly signed the charter of diversity in Germany, promoting recognition, appreciation and integration of diversity in business culture. 🔹 Inclusive Culture: Our inclusive company culture is at the heart of everything we do. We believe that diversity is our strength, and we are committed to creating an environment where everyone feels valued and included. 🔹 Equitable Hiring and Compensation: We ensure that our hiring and compensation practices are inclusive and equitable, providing equal opportunities for all, regardless of background. 🔹 Flexible Working Conditions: Understanding that each employee’s situation is unique, we offer flexible working conditions tailored to individual needs, promoting a healthy work-life balance. Under the credo #Together, we support each other, celebrating our differences and working together to achieve common goals. At Pharmaplan diversity is not just a policy—it's a lived value. 💪 #Diversity #Inclusion #Teamwork

At Acuity Innovations LLC we value the importance of finding joy and fulfillment in our work. According to a March 30, 2023, Pew Research Center report, How Americans View Their Jobs, “about half of U.S. workers say they are extremely or very satisfied with their job overall.” While every profession has its share of mundane or challenging tasks, maintaining a positive outlook and focusing on the broader purpose, the value of contributions, and positive relationships with coworkers can significantly enhance job satisfaction. Here are three steps employees can take to boost job satisfaction: Purpose: Align your personal values with the organization's mission. Value: Recognize the importance and impact of your contributions. Connectedness: Cultivate strong, supportive relationships with coworkers, teammates, and colleagues. Embracing your work by finding purpose, understanding your value, and building meaningful connections can lead to a significant increase in job satisfaction. At Acuity Innovations LLC, we are dedicated to our employees’ satisfaction and growth. Learn more about our opportunities here: https://lnkd.in/g4Np2dU6.

I just wrapped up an incredible 5-year adventure at Takeda. I feel so blessed for the teams I had the privilege and honor to lead. It was truly an unforgettable experience and the most productive 5 years I had in my entire career. While I am leaving Takeda, I know the friendships and relationships forged over the last five years will endure. I was truly fortunate to work alongside incredibly talented colleagues who taught me so much, provided incredible joy and friendship, shared invaluable feedback, and inspired me to give my best every day. During my tenure, I had the privilege to lead some of the most talented and committed individual and teams of my career. We were also supported by exceptional partners. Together, we defined and implemented Data and Digital Transformation strategies for the various Global Corporate Functions. Technology platforms such as Workday, Workhuman and SuccessFactors were implemented globally. Launched a newly designed Takeda.com site and defined an ambitious strategy for People Analytics and deployed a well-being survey followed by annual employee experience surveys. Upgraded in-office technology (conference & board rooms). All while concurrently reimagining end to end global processes and significantly improving the stability and reliability of technology platforms. Most recently embarked on a visionary Digital Dexterity program fostering curiosity to radically enhance Takeda’s workforce ability and ambition to adopt emerging technologies. A conversation with Lisa Bodell made me reflect on my time at Takeda as she asked why were my teams so productive these past 5 years? It is always helpful to work for a company with an inspiring purpose and guided by strong values. Second, I learned from Jon Couture to hire people smarter than myself. Having exceptional talent is fundamental. Third, during the pandemic, I fine-tuned my leadership style and was more authentic, vulnerable, and sharpened my three leadership Ts – Trust, Truth, and Transparency. I established an environment where teams felt empowered, inspired, and psychologically safe to challenge openly. My approach was to set a vision, remove obstacles, and genuinely care for my team as human beings not just as professionals. I wanted us to succeed as a team. And I define team not based on reporting hierarchy but on who is working together to achieve a common goal. As I step away, I am taking time to refuel, focus on myself, and spend quality time with my family and friends before embarking on my next adventure. I am genuinely excited about the possibilities ahead. My next challenge will be to find a way to scale my transformational and people leadership experience. I have also been energized watching Emerson Foster's impact on the community. My sincere thanks to everyone who was part of this journey. Here’s to the future and all the exciting adventures it holds! Stay tuned on what comes next! For now, I can share I am absolutely enjoying the present. 

Advancing the power of diversity, equity, and inclusion creates a healthier, more equitable world.   #DEI is a business imperative for Johnson & Johnson, woven into our company for more than 135 years and guided by Our Credo. By creating an inclusive environment for our 130,000 diverse employees and respecting the dignity and diversity of all people, we’re able to empower our employees to tackle the world’s most pressing healthcare challenges.   By building a culture of inclusion where everyone feels heard, valued, and respected, we continue to advance equity for our global workforce. As a result, I’m pleased to share that 85% of our workforce agrees that J&J provides an inclusive work environment, and nearly 25,000 employees are actively engaged in our Employee Resource Groups.   Our fifth annual We All Belong: DEI Impact Review details how we’re advancing our DEI initiatives to impact patients, employees, and communities around the world.   Learn more and explore the full report: https://lnkd.in/ePR7kjRq   #mycompany 

It’s a new world of work - and the post-industrial world needs a new talent model: going from jobs and roles to skills and work. This new model changes everything in the organization. From recruiting to learning, from careers to mobility, and from rewards to organization design and workforce planning, the shift is real, but most companies struggle to shift from legacy approaches of static hierarchies and rigid job models. Novartis has made the switch to become a skills-based organization, enabled by the cornerstones of culture and next-gen, AI-based technology, leveraging Gloat as their talent marketplace. Read more about how to become a dynamic, skills-based organization in the insightful post by Markus Graf. Congratulations and thank you for sharing your story with Josh Bersin and me. #skillsbased #talentmarketplace #systemicHR #dynamicorganization Ruslan Tovbulatov Jeff Schwartz

Evidence-based example of the power of moving towards a skills-based-organisation. In summary, better outcomes for people and the business 👏 #skills #peopleanalytics #swp #strategicworkforceplanning #insights2action #talent