James Schofield

Business Strategist | Innovation Nerd | Workplace Culture Advocate
Shamelessly buys every remaster and remake of every Final Fantasy game.

[James Schofield @JamesFromRoman3]

Some employers collect employee feedback to act like they are providing psychological safety, then ignore what employees say. This creates counterfeit psychological safety.
#psychologicalsafety
Listen to the full conversation here: https://t.co/YxWmrhhzdI

[James Schofield @JamesFromRoman3]

If your company values DEI, it needs to have a clear and effective way to measure it. This starts by not viewing DEI as a single idea but as the interconnection between 3 large and complex ideas that need to be viewed and measured separately.
https://t.co/YxWmrhhzdI

[James Schofield @JamesFromRoman3]

The way that we engage in the Consumer Market is we spend time developing value propositions, developing our brand, and our reputation. And the efforts and the tools that we use to prepare ourselves to engage with customers have very strong applications in the Labor Market.

[James Schofield @JamesFromRoman3]

Belonging at work really boils down to whether or not I feel comfortable and confident to be able to be who I am when I am at work. It's the normalization of being able to show what I am really like AND be accepted in my workplace.

[James Schofield @JamesFromRoman3]

Psychological Safety really boils down to the ability of people to show vulnerability at work. It's the ability for them to ask questions, to speak up when they need something, and to speak up when there's something that's not right in the workplace.
It's really that simple.

[James Schofield @JamesFromRoman3]

Some workplaces weaponize rules and policies to control their employees. This is demeaning, demoralizing, and detrimental to employee productivity.

[James Schofield @JamesFromRoman3]

Many harmful workplace practices and policies are not started with malicious intent.

Many are the result of poorly trained and unsupported managers, trying to find simple solutions to complex problems.

[James Schofield @JamesFromRoman3]

A business' performance depends on the people who provide the service, make the products, do the shipping, and market the product/service.

Those people need a positive employee experience to give their best work in all of those areas.

Why is that so hard for many to get?

[James Schofield @JamesFromRoman3]

#Leadership Skills VS #Management Skills.
Which are you focused on?

https://t.co/dVirqlfI4G

[James Schofield @JamesFromRoman3]

@Terry_Milford_ I will shamelessly promote my team's podcast. It is called "Diagnosing The Workplace". Here is a link, I hope you check it out!
https://t.co/vP7te2j0SC

[James Schofield @JamesFromRoman3]

Expectations around Wellness in the workplace have changed. We need to accept and prepare for that fact.
Check out the full conversation here: https://t.co/QbB10p6R01

[James Schofield @JamesFromRoman3]

We need to really think about how we address #wellness in the workplace.
Things like our work environment play a major role in our #Wellbeing and we can't think that exercise or healthier foods are the key to all wellness efforts.
Full Episode: https://t.co/vP7te2j0SC

[James Schofield @JamesFromRoman3]

A management position is often part People Management and part Administration/Task Management.

But for many, the People Management becomes an "off the side of their desk" thing.

Then we are surprised when they have employee issues.

[James Schofield @JamesFromRoman3]

A common hurdle that we often trip over is mistaking Complicated for Complex.

Complicated problems (difficult, but consistent) can have repeatable solutions.

Complex problems (difficult, but unique) require a custom approach every time.

Tech is Complicated
People are Complex

[Tom Horne 🎧 @TomsEngagingHR]

A new Episode of @allabouthrpod Dropping this week featuring an amazing conversation with @HarmonyInsights! In this episode, Erich talks about Creating Meaningful Connections. It's a can't miss, Stay tuned!

#hrcommunity
#hrpodcast
#hr

[James Schofield @JamesFromRoman3]

Are these part of your workplace data collection process?
-Exit interviews
-Stay interviews
-Employee referral use
-Virtual suggestion boxes,
-Properly training managers to identify red flags of problems that may need further investigation.

[James Schofield @JamesFromRoman3]

SEASON 2 is launching next week!

In season 1, we hit milestones like:
-Listeners in over 100 Countries!
-#5 on @_feedspot's Top 15Canadian Workplace Podcasts!
- '4.4 out of 5' Stars on @getrephonic!
-Top 10% Global Rank (of 3 million) on @ListenNotes!

https://t.co/vP7te2j0SC

[James Schofield @JamesFromRoman3]

A good example of the Dunning–Kruger effect.

[Adam Grant @AdamMGrant]

People who fall for false information tend to be overconfident in how they think—not just what they think.

Data: those who overestimate their math & reasoning skills are more susceptible to conspiracy theories.

Critical thinking requires a healthy diet of intellectual humility.

[James Schofield @JamesFromRoman3]

Do you feel like a nameless cog? Do you know how what you do contributes to the organization? How does your #purpose impact your #performance?
Check out the full conversation here: https://t.co/vP7te2j0SC