Fred Rockwell

B2B events are changing.  The most value comes from smaller, highly targeted groups having deeper conversations. We focus on making networking EASY.

EASY Way = Fun + Authentic + Engaging + Meaningful Convos + Budget Friendly

The Old Way = Boring + Fake + Painful + transactional booths + awkward to break the ice + asynchronous content 


The Future of B2B Conferences = Justify the spend based on longer bottom of the funnel conversations with the decision maker 


Our audience:

• VPs and C-Level 
• Mid-Market - $5M to $1BN ARR
• B2B Software/Tech

My DMs are open if you'd like to see how Ascent can connect you with your buyers 

Founder CEO

Ascent is a network of c-suite leaders who come together to share insights, build relationships, and discover new technologies that supercharge their companies and careers.

Human Resources Executive & Culture Architect / People Capital Champion / Organizational Development & Talent Engagement Expert / Leader & Steward Linking People to Strategy / CHIEF Member

Culture PAYS. It’s a profit center.

Because how people FEEL translates into how they PERFORM. 

I create deep, lasting change across teams and organizations by combining elements of human evolution, neuroscience, and psychology to positively impact people and performance.

I’ll help you elevate your culture by building the very foundational elements that hold it up.

My years of HR experience allow me to partner with business leaders to craft strategic talent strategies that are aligned with mission and goals. 

And of course we’ll collaborate to create holistic culture roadmaps that have transformative effect…

But I also tackle the 3rd rail that keeps most companies stuck in mediocrity… the people piece of the puzzle, the deeper human issues that make or break a culture:

The insecure leaders, the hidden agendas, the jealousy and gossip, the conflicts and broken trust, the corrosive worries about scarcity, the issues around self-worth, the unresolved old baggage, and oh-so-much more.

By addressing the root cause issues, I turn your organizational culture into an ideal environment for employees to thrive and profits to grow.

You don’t have to choose between terminations or allowing toxicity. You don’t have to spend your resources on fire fighting when you can invest in fire prevention instead. 

Choose a better option. Work with me!

When we help people see the roadblocks that hold them back they can’t unsee it. This means meaningful change with multiplicative positive impact for them, their colleagues, and for the business overall.

Win, win, WIN!

❓How much profit could you save by rehabilitating the less than desirable behaviors of your key talent? 

❓What could rockstar managers do to improve retention and reduce your recruiting and hiring costs?

❓How much productivity and innovation could be captured if you could turn your culture killers into your culture ambassadors? 

❓How many dollars would a 10-15% increase in employee engagement yield?

❓What would you gain if your people were more open to change, more willing to collaborate and share knowledge?

❓How many issues could you avoid by shifting your employees into a positive mindset?

❓What would improving the satisfaction and well-being of your workforce add to the bottom line? 

Great corporate culture isn’t a nice-to-have; it’s an essential competitive advantage. It’s your unique ecosystem that can’t be easily duplicated. And it all begins and ends with your human capital.

Ready to turn your culture into a profit center? 

Let’s connect.
charity@hrrealistidealist.com

Charity Hughes, SHRM-SCP

🔐Fractional Chief People & Culture Officer 🔐Human Locksmith: People Development 🔐Organizational Culture Architect 🔐Champion Tea Drinker 🔐I unlock people to transform culture.

graphical user interface, text, application, chat or text message

Accurate depiction of my face when
someone tells me that the Myers-Briggs
Type Indicator (MBTI) is dead.👇🏻

And did you know that the CIA uses it?

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Still thinkin’ about that hot crush
and wondering what could’ve been?  

Naaaaahhhhh. Happy Valentine’s Day! 💝

This right here is interned-one-summer-at-my-Dad’s-friend’s-company “Award Winning LinkedIn Career Coach” level confidence.

Do Johnny Weir and Tara Lipinski
moonlight in the world of HR? ⛸️

As commentators they show such warmth, caring, respect, and genuine enthusiasm toward all of the figure skating athletes, while also giving no-nonsense factual data about their performances and the scores they receive. 

Beautiful balance? ⚖️
I’m absolutely here for it!

Yesterday’s 💩 storm on my post confirms that many People have a lack of interest (and sometimes civility) for other viewpoints.

“Those convinced against their
will are of the same opinion still.”

So I won’t bother to argue, (and shame on me for a pithy meme-speak post on a complex topic), but for anyone who read the conflicting comments and has genuine curiosity about MBTI, allow me to clarify some points:

I never said it was the best tool, the only tool, or a perfect tool.

It’s simply a tool, like a hammer. And as we saw, a hammer can be used in different ways. Yesterday some people used it to delicately drive their point, while others used it to bludgeon.

The 4-letter designation (ISTP, ENFJ, etc.) is the LEAST important aspect of the MBTI info. It’s simply shorthand for the different 4 primary cognitive functions within each.

This is the source of SO much misinformation, misunderstanding, and reductionist thinking.

The pics here show the cognitive functions using the Car Model. These different patterns of brain function have been researched using EEGs.

MBTI doesn’t classify people or put them in a box. If they choose to do that themselves, that’s a shame. It shouldn’t be used to exclude or pigeonhole anyone. MBTI isn’t a test, there’s no right or wrong.

I use The Big 5 with MBTI, which gives a nicely rounded map of behaviors combined with cognitive wiring. Software and hardware.

I never rely on the results of an online MBTI assessment. So many people have been mislead by those, or by a bad experience with a poor practitioner.

I have lengthy, in-depth conversations to ask probing questions that drill down many, many layers to understand the human being.

And as the last letter shouts, MBTI is simply an indicator, not an arbiter. 

No one should rely on it or any assessment as gospel.

Discovering your type preferences means  finding your preferred cognitive functions, but it doesn’t mean excluding the other functions entirely. For example, all thinkers feel and all feelers think! And every person has their own unique flavor.

MBTI simply explains you how you PREFER to take in information (perceiving) and then how you PREFER to decide to use that information (judging). It’s how YOU are experiencing the world as an individual.

And for those who deny the utility of this, just watch how someone who leads with Effectiveness struggles on a team with no progress, while a Harmony user on the same team enjoys the comraderie.

Or observe the success of a Perspectives user who moves from a role requiring accurate detail to one where interpreting possibilities is needed.

Or the new understanding between colleagues (or spouses!) when one realizes they use Sensation while their counterpart is all about Exploration.

Or the a-ha moment when an Authenticity user finds that many interpersonal issues were because they’ve become inflexible. It’s pretty amazing when they reach out a year later to say that this changed their life.

Cheers! 🥂

This can feel like the key to success in job search, especially in a competitive market.

But if it’s done wrong? No bueno.

I’ve watched candidates try to be so individually impressive that they forget a dealbreaker element… you need to be seen as a positive fit for the existing team too.

The most attractive candidates remember that when it comes to culture we’re all individual contributors.

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The Battle

Fred Rockwell

Charity Hughes, SHRM-SCP

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taplio

The Battle

Fred Rockwell

Charity Hughes, SHRM-SCP

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Charity Hughes, SHRM-SCP's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreCharity Hughes, SHRM-SCP's LinkedIn Performance