Jeff Young

𝗣𝗹𝗲𝗮𝘀𝗲 𝗰𝗹𝗶𝗰𝗸 𝗙𝗼𝗹𝗹𝗼𝘄 𝗮𝗯𝗼𝘃𝗲, double 𝐫𝐢𝐧𝐠 𝐦𝐲 𝐛𝐞𝐥𝐥, 𝗮𝗻𝗱 𝗰𝗹𝗶𝗰𝗸 "𝘀𝗲𝗲 𝗺𝗼𝗿𝗲" 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻 𝗮𝗯𝗼𝘂𝘁 𝗺𝗲!
Namaste  🙏  🖖  As a Professional Networker and #TheLinkedInGuru (Teacher), I have provided nearly 200 free LinkedIn workshops in the last 3 years.  I've been on LinkedIn since May 13, 2004 (one of the first 600,000 members to join-member #594945).

🙏  I do not do one-on-one training.  I provide free LinkedIn seminars!  🖖

I talk about #TheLinkedInGuru #GuruGoodNews, #TrustYourTribe, #LinkedInTraining, and #CareerDevelopment

Please subscribe to my Newsletter (Click or Copy/Paste the link)

https://www.linkedin.com/newsletters/thelinkedinguru-gazette-6693632635048091649/

I have been teaching LinkedIn for 18 years now.  That's over 1000 seminars X about 20 people per seminar = over 21,000 people (without taking into account the "ripple" effect)!

🙏  I have provided the text below for use as a Speaker Bio should you need one.  Please use whatever portion you think appropriate.  🖖

🙏  𝐉𝐞𝐟𝐟 𝐘𝐨𝐮𝐧𝐠 𝐝𝐨𝐞𝐬 𝐧𝐨𝐭 𝐰𝐨𝐫𝐤 𝐟𝐨𝐫 𝐚𝐧𝐝 𝐢𝐬 𝐧𝐨𝐭 𝐢𝐧 𝐚𝐧𝐲 𝐰𝐚𝐲 𝐚𝐬𝐬𝐨𝐜𝐢𝐚𝐭𝐞𝐝 𝐰𝐢𝐭𝐡 𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧 𝐨𝐫 𝐌𝐢𝐜𝐫𝐨𝐬𝐨𝐟𝐭.  🖖

Jeff is a highly qualified Education and Performance Development executive with 30+ years of progressive experience in program design and delivery, and 35+ years of engagement and project management experience. His expertise lies in his ability to identify organizational needs and develop training programs suited to all levels of personnel. Just as significant are his contributions to improved business performance, productivity, quality and profitability.

Jeff is a former Director and Account Manager with Intellinex, an eLearning venture of Ernst & Young, LLP and has helped manage and mentor thousands of people in many different organizations. Since his retirement from OCLC, where he worked as an Enterprise Project Manager, Jeff has been deeply involved in community service by volunteering for and helping manage several local non-profit organizations.

Specialties:
★ Networking, Social Networking
★ LinkedIn Training, LinkedIn Trainer
★ Project Management
★ eLearning
★ Management Consulting

Most recently, Jeff has been devoting his time to being a Professional Networker, teaching Networking and LinkedIn and he has trained thousands of professionals in how to maximize their networking skills and best utilize networking tools. Please see the links in Jeff's Featured Section for examples of his presentations and tips on how to use LinkedIn.

Namaste 🙏 🖖

Professional Networker, LinkedIn Training, LinkedIn Trainer, LinkedIn Tips, ★ #TheLinkedInGuru ★

A strategic human resources leader & leadership coach with over 25 years of bringing people-focused solutions to the most niggly business challenges to achieve results. With experience across the spectrum of HR practices, David’s specialities include:  talent management, executive coaching, process improvement, organizational change and transformation and leadership development.

Dave cofounded “get keep grow inc” a  Canadian employee engagement and retention professional services corporation.




Please note views and opinions expressed are my own and do not represent the views of my employer

David McLean

Guilty as charged 😂




Image credit: apologies I can’t provide an appropriate attribution

No alternative text description for this image

Coaching or Mentoring? Why this distinction matters more than ever. The following is an original post from Jeroen Kraaijenbrink  who I recommend following on LinkedIn for his thought leadership and content curation!

Both roles support growth, but they do so in fundamentally different ways.

→ Coaching 
Cultivates autonomy, critical thinking, and personal ownership. It relies on powerful questions, reflection, and non-directive guidance.

→ Mentoring
Draws on lived experience, offering advice, stories, and perspective to guide others through similar paths.

At the intersection? Shared human competencies: empathy, listening, trust, and meaning-making. And this is where it gets interesting.

In today’s complex world, we need coaches and mentors who can go beyond behavioral change, and build true strategic capability. This means helping people not only grow, but think, act, and lead strategically.



✴️✴️✴️ link to Jeroen Kraaijenbrink  original post in the comments box below 


✴️Acknowledgment: original post by Jeroen Kraaijenbrink and infographic Image credit: Timothy Timur Tiryaki, PhD    



#coaching #executivecoaching #mentoring #leadershipdevelopment #chro #hr

How many hours per year do you spend in meetings?  If I could improve one thing in any organization…I would focus on meeting effectiveness.  Frequently organizations would benefit from discplined meeting planning- including having real clarity around who should be in the room and what are their responsibilities and role in the room?

Confused Responsibilities? Try the RASCI Matrix 

Ever worked on a project where no one was quite sure who was supposed to do what? 
That’s where RASCI comes in - a simple framework to bring clarity and accountability to roles within any team or initiative. 
  

What Does RASCI Stand For? 

🔹 Responsible: Who executes the task? 
🔹 Accountable: Who owns the result and signs off? 
🔹 Supportive: Who provides assistance or resources? 
🔹 Consulted: Who needs to be involved before a decision is made? 
🔹 Informed: Who should be kept in the loop? 
 

Why and When to Use it? 

➡️ Each role has a specific purpose. Confusing “responsible” with “accountable,” for instance, is a common pitfall that leads to delays, blame games, or unclear ownership. 
➡️ It prevents overlapping efforts and fosters alignment while accelerating decision-making through explicit ownership. 
➡️️ Use it for project planning, strategic initiatives, cross-departmental collaborations, and complex workflows involving multiple contributors. 
   

💡 Some Advice 

Keep It Lean: RASCI should help - not overwhelm. You don’t need to assign every role to every task. Focus on what’s essential to move things forward with clarity. 
  
Have you used the RASCI matrix before? How do you make roles and ownership clear in your team? 


✴️ I highly recommend following Timothy Timur Tiryaki, PhD on LinkedIn 


Acknowledgment: original post and infographic by Timothy Timur Tiryaki, PhD  



#hr #chro #leadership

Your cultural operating system (COS) is at the core of strategy execution. Are you leveraging your COS?   “Forty-six percent of business leaders say that culture drives employee productivity, engagement and retention — and 90% say that the importance of a company’s culture has increased in the current business climate.” - Ron Carucci  

“Ironically, fewer aspects of organizations are more misunderstood than culture. Easily confused, and often over-simplified as “employee engagement” or “the values,” organizational culture is far more complex. The forces that shape people’s behavior, for better or worse, are intricate. That’s why, when attempting to change or mature culture, you have to dig deep. Simply hanging a new set of values on the wall and launching a campaign with great fanfare to promote them does little more than make people more cynical.”- Ron Carucci  

“Unlocking and honestly studying the levers of organizational culture is key to transforming your business for the better. When evaluating these levers of organizational culture, it’s important to remember that there’s not necessarily a one size fits all approach to certain types of behavior. It is up to leaders to determine if the current direction is shaping the organizational culture in a way that will help it achieve its goals” - Ron Carucci  


Acknowledgment: quotes above from an original article by Ron Carucci   - article in comments below 


Acknowledgment: infographic by Jeroen Kraaijenbrink  - link to his original post in the comments box below 



#chro #ceo #strategy #execution

Does your organization have an Effective Talent Retention Plan especially for pivotal roles?

👉🏿How are you  discovering and addressing moments that matter and turnover triggers in your organization?

✴️ Regrettable turnover is impacting organizational productivity and leading to significant costs associated with employee departures and the recruitment required to replace them.

✴️ Many organizations focus on increasing engagement to improve retention, but this approach doesn’t address the entire problem. 



Advice & Critical Insights from McLean & Company: 

✴️ Engagement surveys mask the volatility of the employee experience and hide the reason why individual employees leave. You must also talk to employees to understand the moments that matter and engage managers to understand turnover triggers.

✴️ Build the case for creating retention plans by leveraging employee data and feedback to identify the key reasons for turnover that need to be addressed.

✴️ Target employee segments and work with management to develop solutions to retain top talent.


👉🏿What is your organization doing to Keep talent from walking out the door?  



Acknowledgment: post content based on research from McLean & Company and image credit: SHRM



#chro #ceo #hr #employeeretention

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The Battle

Jeff Young

David McLean

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taplio

The Battle

Jeff Young

David McLean

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);}David McLean's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreDavid McLean's LinkedIn Performance