Table of Contents

1. Opening Salvo

2. Did You See This?

3. Talent Management 101 (TM101)

4. The Plug

Opening Salvo

I’ve been told I don’t talk enough about being a Gallup-Certified CliftonStrengths Coach, and it’s probably true—but that’s what happens when you’ve been doing something for close to a decade. When describing my strengths, I often explain that a sequence of my dominant talents (#1-10) literally keeps me up at night. Specifically, my #4-7 talents—Strategic, Deliberative, Futuristic, and Competition—have been keeping me up for about three months now.

What’s been on my mind? A new service line I started bringing to life about 2.5 weeks ago. This isn’t a soft launch; it’s more of a preview to express my appreciation to you for being an early subscriber to my newsletter.

The high-level premise of this new offering addresses two crucial gaps I’ve observed in the workplace—gaps I don’t believe will bridge themselves in the next 12 months. The first is the growing number of incredibly intelligent, experienced, and knowledgeable talent acquisition professionals who are either devalued in their current roles or struggling to find new ones after being laid off. The second is a large segment of professionals who need or want to find better working situations but are facing challenges in today’s competitive job market.

No, this isn’t a “buy my course for $17” play. While there will be some asynchronous content to give people as much of an edge as possible, the focus is on crafting a meaningful offering and expanding our already talented team to provide real, tangible support for job seekers.

Again, this isn’t a soft launch—just a small preview, shared between you and me. And yes, when we do launch, I will provide you all with some sort of promo code to actual show my appreciation beyond the words on a page.

Did You See This?

Transforming the Workforce: Why CEOs Need to Step Up

Here’s a startling trend: 2 in 5 CEOs would rather leave their roles than spearhead workforce transformation efforts. This hesitance highlights a disconnect between leadership priorities and the pressing need for change in today’s evolving landscape.

What’s Holding CEOs Back?:

• Fear of Failure: Transformations involve high stakes, from technology investments to cultural shifts, making failure a daunting prospect.

• Complex Execution: Workforce transformation requires balancing people, processes, and systems, a challenge that can overwhelm even seasoned leaders.

• Short-Term Focus: Many CEOs prioritize immediate profitability, sidelining initiatives that deliver long-term benefits.

Why Workforce Transformation Matters:

• Future-Proofing Businesses: Companies that embrace transformation can adapt to disruptions, attract top talent, and stay competitive.

• Employee Engagement: Transformations that focus on upskilling and reskilling employees lead to higher retention and morale.

• Closing Skill Gaps: Addressing skill shortages ensures businesses remain agile in fast-changing markets.

I don’t know who still needs to hear this, but leadership isn’t about avoiding discomfort—it’s about embracing it for the greater good. CEOs who see transformation as an opportunity rather than a burden can drive meaningful change, positioning their organizations for long-term success.

Talent Management 101 (TM101)

Bereavement policies are a critical yet often overlooked aspect of talent management. These policies provide employees with time to grieve and manage personal losses without the added stress of work obligations. For organizations, having thoughtful bereavement policies not only supports employees during challenging times but also demonstrates a commitment to their overall well-being, which is vital for fostering loyalty and engagement.

What Are Bereavement Policies?

Bereavement leave allows employees to take paid or unpaid time off to cope with the death of a loved one. While there is no federal requirement in the U.S. to provide bereavement leave, many organizations offer this benefit as part of their employee support initiatives. Policies typically specify:

• Duration: Commonly ranges from three to five days but may vary based on the employee’s relationship to the deceased.

• Eligibility: Full-time employees often have access to bereavement leave, but extending it to part-time staff can demonstrate inclusivity.

• Flexibility: Some companies offer additional unpaid leave or allow employees to use PTO to extend their time off.

Why Bereavement Policies Matter in Talent Management:

1. Promotes Employee Well-Being: Losing a loved one is one of life’s most stressful events. A well-designed bereavement policy allows employees the time they need to grieve, reducing burnout and long-term stress.

2. Builds Trust and Loyalty: Employees who feel supported during personal crises are more likely to stay loyal to their organization and recommend it as an employer of choice.

3. Improves Productivity: While it may seem counterintuitive, allowing employees adequate time to process their grief can lead to quicker emotional recovery, enabling them to return to work more focused and productive.

Best Practices for Bereavement Policies:

• Be Clear and Compassionate: Outline the policy in employee handbooks, and communicate it in a way that reflects care and empathy.

• Consider Cultural Sensitivity: Recognize that mourning practices differ across cultures, and offer flexibility to accommodate varying needs.

• Train Managers: Equip leaders with the tools to handle bereavement conversations empathetically and provide additional support if needed.

These policies are more than a compliance issue—they are a powerful tool for showing employees they are valued as whole people. By offering thoughtful, empathetic policies, organizations can support their workforce during life’s most difficult moments while strengthening their culture of care and compassion.

The Plug

This newsletter is brought to you by AstutEdge, a consultancy dedicated to developing and deploying a people-first talent management culture. We solve both obvious and hidden challenges by optimizing performance, engagement, and development across the entire HR, People, and Talent spectrum.

How We Help:

• Optimize Team Performance: Implementing tailored strategies that improve efficiency, engagement, and collaboration.

• Develop Leadership: Nurture leaders who inspire and drive organizational success through targeted development.

• Enhance Employee Experience: Boosting morale and retention with data-driven engagement programs.

• Improve Organizational Culture: Providing insights and solutions to create a positive, high-performing work environment.

• Increase Business Growth: Aligning talent management practices with business goals to drive innovation and growth.

• Strengthen Collaboration: Facilitating team cohesion through CliftonStrengths-based coaching and development.

This plug is shameless and should be shared widely. If your organization or a partner organization could benefit from talent management support, we’d love to help!