Sign in to view Beverly’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
United States
Contact Info
Sign in to view Beverly’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
761 followers
500+ connections
Sign in to view Beverly’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Beverly
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Beverly
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Sign in to view Beverly’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View Beverly’s full profile
Sign in
Stay updated on your professional world
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Other similar profiles
-
Vijay Pendakur, Ph.D.
Austin, Texas Metropolitan AreaConnect -
Carla Grant Pickens (she/her)
Upper Marlboro, MDConnect -
Sharon Brogdon, C.C.D.P./AP (She/Her/Hers)
Austin, TXConnect -
Juliette A.
New York, NYConnect -
Katrina Jones
Houston, TXConnect -
Randy Gunther
Raleigh, NCConnect -
Jackye Clayton ♕
Waco, TXConnect -
Jade Shaw
United StatesConnect -
Marie Myers
Houston, TXConnect -
Edwina Fitzmaurice
New York, NYConnect -
Nicole D. Franklin
🌱Seeding Pro-Equity Anti-Racism🍐Outcomes
United StatesConnect -
Tracy Jefferson
Greater Tampa Bay AreaConnect -
Lisbi Abraham
Raleigh-Durham-Chapel Hill AreaConnect -
Sandy Hoffman
San Diego, CAConnect -
Lindsay-Rae McIntyre
Redmond, WAConnect -
Rondall Brasher
Richmond, TXConnect -
Joseph Schulz
Jupiter, FLConnect -
Dalton FritzScott
Minneapolis, MNConnect -
Mark Voytek
Cincinnati, OHConnect
Explore more posts
-
Jessica Kriegel
In last week's episode of Culture Leaders Daily, I sat down with Johnny C. Taylor, Jr., SHRM-SCP, CEO of SHRM, to explore a pivotal shift in the HR landscape. We discussed SHRM's strategic decision to transition from DEI (Diversity, Equity, and Inclusion) to Inclusion and Diversity. Johnny shared how this change aims to unify rather than divide, addressing the widespread confusion and disagreements surrounding the "E" in DEI. Johnny's journey from law to leading SHRM is nothing short of inspiring. He discussed how his unique perspective, shaped by experiences in both the legal and HR fields, has equipped him to understand the critical connection between people and profit. His mission to be a unifier within the HR profession is evident in his approach to navigating this strategic shift. The conversation also touched on the broader challenges and opportunities in merging the interests of people and profit. Johnny emphasized the need for clarity and common agreement within organizations to foster inclusivity and drive meaningful progress. If you haven't given the whole episode a listen, hear today's snippet on Apple Podcasts: https://lnkd.in/ecD4faWC and Spotify: https://lnkd.in/eSajNARk. To hear the full-length episode with Johnny and me, listen on Apple Podcasts: https://lnkd.in/eu_ceKHD and Spotify: https://lnkd.in/esNS8D2k.
36
4 Comments -
Lenna Turner, CCP
It was great to work with the HR.com organization and the HR.com DEIB Advisory board members on the development of this survey and bringing the results to you. I hope you'll click below to learn more about the research and findings regarding current trends and actionable items for shaping your DEIB strategy. #DEI #DEIB #deibstillmatters
6
-
Natalie Lemons
Have compliance questions? Interested in hearing from an attorney on the new non-compete ruling? Join us Wednesday, June 5th as Jennifer Corso, Linda Cahill and Amy Petrus, CCP, SPHR, SHRM - SCP discuss some of the latest compliance updates! Register at the link below! As always, our #CoffeeandConversations are always free!
14
1 Comment -
Travonnie Mackey
I get the underlying tone here...that we're caught up in semantics that don't really mean anything. That part resonates deeply! It's not one big buzz word. I can empathize with the desire to shake this up and get people energized about inclusion. Inclusion work is hard, and mastering it will go a long way! 👏🏾 ...But (I know you saw that coming), what are we saying when we drop the E? When I define the words behind the acronym they each have an important place in talent strategy work. 🔦 Diversity says your differences are valued here. You don't have to have the same identity or background to join our team. 🔦 Inclusion says your perspective is valued here. You don't have to fit a prototype to enjoy working here. You can have a voice, feel safe and connected. 🔦 Equity says you can have access here. You don't have to have a certain identity to excel, advance and expand your sphere of influence. Keeping the E requires two things of leaders... ✅ We're willing to be ACCOUNTABLE to address the disparity in our demographic data. This means, we ensure identity is not correlated to access...more specifically, that your race and ethnicity aren't the best predictors for whether or not you can have a salary increase, a promotion, a mentor, or any other opportunity that seems to be available to the few. ✅ We're willing to DISRUPT the way we've always done things because the data shows it only works for some...and guess what that "some" has in common...yes, identity. Y'all, the data has not changed 😫 At this point, you can't say you haven't seen the studies. Women and people of color (especially black women) continue to be excluded from access, even though we are dripping in competence! My good friend, Nina Bhatia constantly sends me cross-sector talent data in case you're looking for #receipts. She's the GOAT at this. Dropping the E says...yeah, we aren't really worried about that data. If marginalized groups remain marginalized, that's not our problem. Wait, what?!? I would love to better understand how equity fits into their repackaged initiative. I hope safe space was created for diverse voices to weigh in on their new direction. But based on the comments...I'm not the only one who is cautiously optimistic here. 🤔 Please don't go about dropping the E from your acronym...unless you never really intended to be accountable and disruptive in the first place. In that case, your candor is clarifying and much appreciated. We were absolutely wondering if you really meant it. #culture #dei #equitycentered #leadershipfail #peopleleadership
4
4 Comments -
Danielle Gopen
I'm offering 5 pro bono hours of #executivecoaching in support of the ICF #internationalcoachingweek Coast to Coast challenge May 13 - May 19, 2024. How it works: 1. Grab a time below or DM me if you're interested 2. Bring a topic/problem/challenge/aspiration that's taking up headspace, and we'll dig in for an hour 3. Leave feeling inspired and motivated, ready to take on what's next https://lnkd.in/gZRn_zuD
21
3 Comments -
Estie Briggs, MSOD
Question for CA employers and HR professionals- what are your current challenges around implementing #SB553 (California’s new Violence in the Workplace law)? Would you be interested in joining an informal (but facilitated) discussion with others to brainstorm ideas on implementing training, LMS administration and policy implementation? Let’s crowd source some solutions! Drop a note in the comments if you’d like to attend or have questions you’d like to ask!
1
-
Michael Doran
🌟 New Post Alert: The Power of a Servant Leader 🌟 Discover how true leadership transcends mere management. In my latest article, I explore the profound impact of servant leadership through personal experiences and industry insights. Learn why fostering a culture of support and empowerment enhances team cohesion and drives innovation. Dive in and find out how leaders can transform not just workplaces but also communities. Let's lead by serving! 🌱 Read the full article here: https://lnkd.in/gcQvtEQZ #Leadership #ServantLeadership #Teamwork #BusinessTransformation A special shout-out to Artell Smith, who I mentioned in this article. He is truly one of the finest leaders I have ever worked with.
2
-
Chad Sorenson
Honored to be asked to write the Foreword for Dr. Lynn Johnson, PH.D., SHRM-SCP's book, "Who Cares?", which invites leaders to dive into foundational principles of the CARES Leadership Model. Available to order or download from Amazon now. Read my Foreword in the book sample provided on Amazon to know why you need to buy it today.
4
-
Dr John Blakey
In this latest article, Grant Bowman, Managing Director of The Trusted Executive, underscores the pivotal role of leadership in fostering trust. This insightful piece, featured on HR Zone, delves into the significance of trust and provides invaluable strategies for nurturing it. Dive into Grant Bowman's perspective to elevate your understanding of trust in leadership: https://bit.ly/3xVMJlD
6
-
Rachel Baptiste, CPCC, PCC
Are you noticing a gap in your leadership pipeline when it comes to diversity, particularly with black women? Do you find it challenging to attract and retain top talent from diverse backgrounds in your leadership roles? At Lumen Consulting Group Inc. our approach is holistic and multifaceted, encompassing coaching, leadership development, and strategic interventions specifically tailored to enrich the experiences and leadership pathways of diverse talent. We partner with visionary organizations ready to move from intention to impact. Our collaborative approach is designed to foster a culture of inclusion that transcends traditional boundaries, ensuring meaningful action and sustainable change. Contact us today to learn how your investment in equity, diversity, and inclusion can drive real business outcomes and help you meet your strategic goals rooted in a strong organizational culture. https://lnkd.in/gT3BpapC #brilliantcolours #allyship #csuite #leadershipcoaching #dei #humanresources
19
2 Comments -
Leah Smiley, CDE®, IDC-GGE™
Most organizations operate as if the demographics are about to change; however, DEIA leaders work as if Behaviors, Expectations, Attitudes, and Needs (BEANs) have already changed. Update your definition of DEIA, and understand how to prepare your organization for new workplace and marketplace realities. Most importantly, now is the perfect time to think about upskilling, reskilling, and cross-skilling! Get certified as a CDP®️ or CDE®️: https://lnkd.in/eWjt7xg
6
-
Torin Ellis
Let me start with transparency in that I’m not nor have I ever been a member of SHRM. I've spoken at one event in the past (2019) on the subject of Diversity and Inclusion w/a title Conversation to Commitment. And yes, I still believe in my ability to move the crowd as I sit in London preparing to close out RecFest tomorrow. I wish SHRM well. That with all of who I am, I want to see any organization that is of good intention - succeed. Now let's get to the getting : This decision to dance with the letters is NOT an indication of foremost expertise (expertness) (expertivory) or any other derivative. It is a doing of what others have done or flirted with doing over the last decade. Worst, it is an UNDOING of what so many of us have tirelessly toiled with while in the corporate corridor .... that language matters. Immensely. That as a person thinketh … well you know the rest. The LGBTQIA++ committee is not trying to condense letters. As Ursula Burns says, “the reason they know who I am is because I told them.” With the backing, influence, and power SHRM has, they should fully tilt towards an expanded definition of diversity and the thesis that our dimensions matter and are vital to building high performing teams. That DEIB is central to leadership that presents as empathetic, intentional, proximate and transparent. Rather than shape shifting under the winds of discomfort, present statements publicly and work backrooms privately that push for effective radical structural change and trust. I’m not mad - many are. Members and non members alike. My hope is that in this hop scotching of letters, they are reminded that despite the progress (perceived/real), people are suffering and suffocating in organizations with enabling, gate keeping, negligent, toxic, and dangerous HR leaders. HR Leaders that are still paying their dues, attending conferences, dropping social posts, and protecting shareholders more than stakeholders. Despite how the letters are arranged.
31
11 Comments -
Torin Ellis
This post will age well. Very well In business and life, many subscribe to thinking about the end game and working their way backward. Envisioning actions required to manifest the vision of accomplishment, acquisition, procurement, securing a promotion … the win. Today, I’m thinking about January 20th, 2025. Both inauguration and MLK day at the same damn time. A day of celebration for the ancestors and millions of others. The journey will require many days of discipline, measure, nuance, self-care, and fewer fvks given. Complicated … just pray for me Pastor. It’s just that now we must weather the disingenuous and inaccurate DEI characterization of VP Harris’ acumen and political record. It is unavoidable and some will continue to have access to a microphone. Tweets from Republican politicians prompted a friend to text me, here’s an excerpt: “I am afraid January 6th was only a warmup. They will lose and they WILL look for minorities to harm. When CNN projects Kamala as the winner, watch for arson and sniper fire. They are being groomed now.” I responded, “all of me wants to say you are being hyperbolic.” In that moment, I would have been lying or sheepishly optimistic. Which highlights my befuddlement with SHRM’s decision to rearrange letters, companies like Tractor Supply and Microsoft doing away with internal DEIB practices and teams, and tech bros and founders taking a meritocratic stand (MEI) that dims the business critical and genuine efforts of DEIB over time. Not just the last four (4) years. The good side of me is reminded that principles over techniques remains important. That in doing the work from one mandate to the next, during every podcast appearance, when invited to speak at conference or events, that I define and deliver on our methodology that has been rooted in solid business practices that galvanize. Bumpy for some … tragic for Ms. Sonya Massey … necessary for all humanity. I’m not going to sit in the insults nor stand for overt acts of assault or violence by anyone. Instead, I’ll continue to push through the human experience, tell stories that matter, shift hearts and minds with data, explore dimensions and value points that reinforce trust. Our sole purpose is to sow a seed that chasing humanity is good for business. Just as President Kamala Harris will be on January 20th, 2025. Good for business.
9
1 Comment -
Cheryl Flink, Ph.D.
Is executive presence real--or does it only exist in the eye of the beholder? Truist Leadership Institute's new position paper presents the evidence for and against the existence of executive presence as a tangible leadership construct. We explore models of executive presence, the research behind them (or lack thereof), the characteristics and behaviors associated with executive presence, and identify four traits that models have in common. Check it out! https://lnkd.in/ghsEsYeu
4
-
Anthony Randall, DMin
🔸How does this article impact how you think about talent management in your organization? 🔸Do social influencers & movements understand Newton’s 3rd Principle that for every action there is an equal and opposite reaction? DEI vs MEI seems to be the latest trend to draw lines in the sand & create us vs them thinking. 🔸CEO Jeffrey Artis of Genesys Works sums it up best at the end of the article: “The rhetoric changes every five years. What doesn’t change is companies’ need for the best talent.” 🔸Vanguard XXI we don’t swing & sway too to the newest rhetoric. We practice transformational leadership to empower people & draw out their talent. 🔸We cut through the us vs. them trap. 🔸We promote human flourishing through character development, moral & ethical decision making & emotionally intelligent leadership. 🔸We help organizations transform their talent management process from assessment, selection, training, development, promotion & retention through timeless, proven, world class leadership development & executive coaching. 🔸We transform leaders, forge organizational excellence, & love to watch ALL people flourish. #PracticeExcellence #PracticeMakesPermanent #leadershipdevelopment #coaching #executivecoaching https://lnkd.in/e_mG2GDV
7
4 Comments
Explore collaborative articles
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
Explore MoreOthers named Beverly S. in United States
-
Beverly S
Human Resources Professional
Marina del Rey, CA -
Beverly Griffin
Former President at Griffin Investigations, Inc.
Las Vegas, NV -
Beverly S.
Educator K-8
Oak Creek, WI -
Beverly S
Mortgage Consultant at Central States Mortgage
Wrightstown, WI
65 others named Beverly S. in United States are on LinkedIn
See others named Beverly S.